Workplace Competencies
Competence v/s Competencies“Competence” means a skill and the standard
of performance reached, while “competency” refers to the behaviour by which it is achieved.
Competences refers to the range of skills which are satisfactorily performed, while competencies refers to behaviour adopted in competent performance.
What is competency“Competencies are the characteristics of a
manager that lead to the demonstration of skills and abilities, which result in effective performance within an occupational area. Competencies also embodies the capacity to transfer skills and abilities from one area to another.” Hogg (1993)
5 Types of competency characteristicsMotives:- things a person consistently thinks
about or wants and that which causes action.Traits:- physical characteristics and consistent
responses to situation and information.Self-concept:- a persons attitude values or self
imageKnowledge:- information a person has in
specific content areas.Skill:- the ability to perform certain physical or
mental task
Competencies can be divided into two categories:1. Threshold competencies: these are the
essential characteristics that everyone in the job needs to be minimally effective, but this does not distinguish superior from average performers.
2. Differentiating competencies: these factors distinguish superior from average performers.
APPRENTICESHIP TRAINING
MEANING OF APPRENTICESHIP TRAINING
•In the middle ages it was a way of passing knowledge of individuals working in skilled trades and crafts.•Today, it aims at providing trainees the skills needed to meet continually changing job requirements.• It represents a partnership between employers, labor unions , schools and government agencies.•According to Apprenticeship Act, 1961, section-2(aaa), it means a course of training in any industry or established undergone in pursuance of a contract of apprenticeship and under prescribed terms and conditions which may be different for different categories of employees.
BENEFITS OF APPRENTICESHIP TRAINING
•Attract adequate number of highly qualified applicants.•Reduce absenteeism.•Reduce turnover.•Increase productivity.•Reduce cost of training.•Facilitate compliance with federal and state Equal Employment Opportunity requirements.•Ensure availability of related technical instruction.•Enhance problem-solving ability of craft workers.•Ensure versatility of craft workers.•Address need of training and development programs of an organization.
PROBLEMS OF APPRENTICESHIP TRAINING
•Learning based on time requirements, rather than competency.•Programs isolated from other programs.•Concentrated in blue-collar occupations.•Little concern for post-apprenticeship period.
Apprenticeship in IndiaNational Apprenticeship Scheme launched in
1959, initially on voluntary basis.The Apprentices Act, 1961 comes into force
on March 1, 1962, envisaging the training of apprentices.
Training of Graduates and Diploma holders in Engineering and Technology as Graduate and Technical Apprentices was brought under the purview of the Act through amendment in 1973.
Training of students passing out of (10+2) vocational stream as Technician (Vocational) apprentices was also brought under the purview of the Act through an amendment in 1986.
ImplementationResponsibility of implementing the
Apprentices Act, 1961 in Central Government establishments rests with the Central Apprenticeship Adviser/Director of Apprenticeship Training in the Directorate General of Employment and Training (DGE&T), Ministry of Labour and Employment, along with six Regional Directorates of Apprenticeship Training (RDATs).
Responsibility of implementation of the Apprentices Act, 1961 with respect to State Government Undertakings/Departments and Private establishments rests with the State Apprenticeship Advisers.
Central Apprenticeship Council is the apex statutory body to advise Government on laying down policies and prescribing standards in respect of Apprenticeship Training Scheme.
Central Apprenticeship Council is tripartite with members from Central/State Government, Employers and Trade Unions.
All India Trade Tests (AITT) for trade apprentices are conducted twice a year by National Council of Vocational Training (NCVT) to award National Apprenticeship Certificates (NACs), recognized for employment under Governmental Organizations.
Computer TrainingWhy?Digital Revolution has caused shift from
traditional industries formed since the Industrial Revolution to economy based on manipulating information.
Employees are now required to work with computer applications to carry out routine tasks in organizations. Hence computer training has gains strong importance.
Types of Computer Training:Introductory Training
Training to introduce trainees to computer hardware and software.
May be offered to whole organization.Application Training
Training on unique software packages relevant to the organization.
Offered only on as-needed basis.
Technical skills/knowledge trainingWhen organizations introduce new
technology they provide technical training to update the skills of workers.
Most are specific to job, process, or equipment
Different Levels of Skills TrainingEntry-level
Basic skills and proceduresAdvanced Training
Update employee skillsSpecific skills improvement New equipment/procedure training
Safety TrainingWhy?Minimizing chance of accidents.Ensure risk free execution of tasks.Familiarization with equipment and
processes.Making aware of risks and hazards
associated with the processes.Developing sense of safety among employees.Maintaining productivity.
6 Elements of effective safety programsFormulating strategy.Developing safety policy.Organizing for safety measures.Analysis of causes of accidents.Implementation of programs.Evaluation of effectiveness through
inspection and audit.
Methods of Safety TrainingClassroom Training
Focus on introduction to safe handling of machinery, regulations, reporting procedures etc.Live instructorsVideo PresentationsComputer based training (CBT) programs
Job Site TrainingFocus on actual safety behavior and practices.Onsite Safety observation
Requirements for successful implementation
Identification of all potential hazards.Top management support and reinforcement.Employee involvement.Regular and recurrent safety training.Effective safety monitoring and
accountability.Linking with performance evaluation and
rewards.
QUALITY TRAINING
Quality TrainingWhat is Quality?Quality can be defined from many
perspectives ,including product quality ,service quality ,and customer quality .
Product quality is defined as the degree to which products achieve or exceed production standards .
Service quality is how well the organization responds to the customer’s need after the product or service is delivered.
2 fundamental skills required for TQM
The ability to work effectively with others in team
The Collection, analysis, and evaluation of quantitative data in decision making
2 Phases of Quality TrainingQuality Awareness training In-depth Quality Process
Statistical Process ControlOne of the important tool in quality is
Statistical process control (SPC) has been most widely applied in various organizational settings. SPC focuses on training employees to be able to discern abnormal variations, so that adjustment can be made to the process to improve quality
Interpersonal SkillsIt would be surprise to know that more
managers are probably fired because of poor interpersonal skills than for a lack of technical ability.
A survey of top executives at Fortune 500
companies found that interpersonal skills were
the most important consideration in hiring senior level employees.
Because managers ultimately get things done
through others, competencies in leadership communication and other
interpersonal skills are prerequisites to managerial
effectiveness.
One way of describing interpersonal skills is to say-
If that is something that you are not good at then how do work with others in any role.
'I will work with you if you work with me'.
Interpersonal skills are essential ingredients of
good communication but they do not come
naturally.
They are strongly related to the way we were brought up (whether we were expected to be seen and not heard), our inner feelings about ourselves, our level of confidence and degree of interest in others.
When such skills
are missing in the
home, group or
office, it can lead to
loneliness,
frustration, non-
cooperation and
substandard service.
What Does Interpersonal Skills Mean?
The skills used by a person to properly
interact with others. In the business
domain, the term generally refers to
an employee's ability to get along with others while getting the job
done.
Interpersonal skills include everything from communication and listening skills to attitude and deportment. Good interpersonal skills are a prerequisite for many positions in an organization.
Incorporating the thinking of Argyle, Klein & colleagues concluded,
expertise in interpersonal performance requires competent performance in several
different areas –accurate perception , effective non verbal communication ,
appropriate self- presentation, and mastery of skilled sequences of behavior.
Now a days,interpersonal skills also includes INTERCULTURAL SENSITIVITY. It may also be described as cultural competence- which includes acceptance and sensitivity to other’s ideas , as well as cross- cultural relations. It describes the ability to appreciate individual differences among people and act appropriately based on that understanding and appreciation.
It is estimated that across all industries, half the training budget is spent on improving the Ips of organizational employees.
Ips are now viewed as behaviorally based competencies, expressed independent of personality and capable of improvement through training.
Teaching interpersonal skills creates the
same kind of challenges as teaching employees how to work with products coming off the assembly line.
Ips training should focus on specific, optimal social skills, and not on increased general sensitivity or insight.
How to Create a Professional Development Plan
Having a professional development plan is an important part of career development. A development plan will lay out your career objectives
and the path you will take towards achieving them. It will also set up
clear expectations between you and your manager.
The following steps to create an effective Professional development plan
Define Your Career Goals and Objectives
Identify the Skills and Work Experience
Needed For Your to Achieve Your Goals
Steps to create an effective PDP(cont.)
Frame Your Career Goals Within the Context of Your Current Job
Set Up a Career Goal Accomplishment Time Line
Steps to create an effective PDP(cont.)
Work With Your Manager to Set Up Clear Expectations
Take Initiative
Employer Benefits of CPD
In today’s working environment, anyone who values their career must be prepared to continually add to their skills, whether it be formally through a learning programme, or informally through experience and knowledge being passed down to them by colleagues and associates. Not surprisingly, in a profession based around technology and innovation Continuing Professional Development is vital to the careers of employees and, more importantly, to those companies and organisations that employ them and rely on their expertise.
Just as an employee increases their productivity and value through their continued development, your company can improve its marketability, efficiency and profitability by supporting and nurturing its most valued asset - your staff.
Employer Benefits of CPDEmployers have a better skilled and more efficient work
forceInformed employers attract high caliber staff and keep
themGood CPD policies can provide the most cost effective
means of providing training, particularly if carried out in partnership with institutions
Individuals will have the skills to react to a changing profession more readily
Staff will be more adaptable aiding diversification opportunities
CPD support from the employer as far as the employee's are concerned improves motivation and retention
Professional development refers to skills and knowledge attained for both personal
development and career advancement. Professional development encompasses all types
of facilitated learning opportunities, ranging from college degrees to formal coursework,
conferences and informal learning opportunities situated in practice. It has been described as
intensive and collaborative, ideally incorporating an evaluative stage . There are a variety of
approaches to professional development, including consultation, coaching, communities of
practice, lesson study, mentoring, reflective supervision and technical assistance.
Professional development
Who participates and whyA wide variety of people, such as teachers,
military officers and non-commissioned officers, health care professionals, lawyers, accountants and engineers engage in professional development. Individuals may participate in professional development because of an interest in lifelong learning, a sense of moral obligation, to maintain and improve professional competence, enhance career progression, keep abreast of new technology and practice, or to comply with professional regulatory organizations.
Approaches to PDIn a broad sense, professional development may include formal
types of vocational education, typically post-secondary or poly-technical training leading to qualification or credential required to obtain or retain employment.
Professional development may also come in the form of pre-service or in-service professional development programs. These programs may be formal, or informal, group or individualized. Individuals may pursue professional development independently, or programs may be offered by human resource departments.
Professional development on the job may develop or enhance process skills, sometimes referred to as leadership skills, as well as task skills. Some examples for process skills are 'effectiveness skills', 'team functioning skills', and 'systems thinking skills'.
Examples of approaches to professional development
Case Study Method - The case method is a teaching approach that consists in presenting the students with a case, putting them in the role of a decision maker facing a problem
Consultation - to assist an individual or group of individuals to clarify and address immediate concerns by following a systematic problem-solving process.
Coaching - to enhance a person’s competencies in a specific skill area by providing a process of observation, reflection, and action.
Communities of Practice - to improve professional practice by engaging in shared inquiry and learning with people who have a common goal
Lesson Study - to solve practical dilemmas related to intervention or instruction through participation with other professionals in systematically examining practice
Mentoring - to promote an individual’s awareness and refinement of his or her own professional development by providing and recommending structured opportunities for reflection and observation
Reflective Supervision - to support, develop, and ultimately evaluate the performance of employees through a process of inquiry that encourages their understanding and articulation of the rationale for their own practices
Technical Assistance - to assist individuals and their organization to improve by offering resources and information, supporting networking and change efforts
Online professional developmentThe 21st century has seen a significant growth in
online professional development.In the education industry, the use of online sources
of professional development represents a significant shift. Whereas many other industries have used online sources of continuing education and professional practices for many years, traditionally educators have turned solely to internal professional development departments, local education agencies (LEAs), and local colleges and universities to acquire the necessary education .
Why PD ? ANTHONYProfessional development brings not only
benefits to the individual but also the organisation they work for as well. The following points highlight what these advantages are:-
Retain and sharpen old skillsDevelopment of new skills
Industry trends - keeping up-to-date
Fresh Perspectives
Networking opportunities
Expand horizons and explore career opportunities
Energising and renewing
PROFESSIONAL DEVELOPMENT AND EDUCATION
•Continuing Education At Colleges And UniversitiesMany colleges and universities offer courses to meet the continuing education needs of professionals. Some benefits that can come out of this arrangement are:Organisations are able to use the expertise available at colleges.Organisations can sometimes assist the schools in designing courses that arte job specificOrganisations can choose instructorsColleges credit may be granted, making it possible for employees to obtain a college degree.
•Continuing Education By Professional AssociationsThe main way professional associations provide continuing education opportunities' is by sponsoring conferences, meetings and workshops for their members. The program for these gatherings typically includes speeches by leading experts, discussion of current issues and presentation of research findings.
•Company –Sponsored Continuing EducationOrganisations also play an important part in offering continuing education opportunities for the professionals they employ. Some organisations have developed college-like curricula within their own training centers.At the same time that many organisations are moving towards decentralizing the delivery of training programs, there appears to be a continuing trends toward developing on-site corporate universities.
HRD Departments Role In Continuing EducationThe HRD department has three distinct roles to play with respect to continuing education- as an enabler, a resource provider and a monitor. As an enabler the HRD department must establish policies and procedures that foster an effect and equitable distribution of continuing education throughout the organisation. As a resource provider the HRD department should consider programs –support options, including tuition reimbursement, educational leave, paid professional association fees and compensation of travel expenses to off-site professional development sites. Finally HRD department serves as a monitor by ensuring that professional development process is working as planned.
