![]() This is a win-win situation: Learning is improved through immediate opportunities to practice new competencies, and the organization receives immediate value from the training.Ĭompetency Modeling for Just-in-Time StaffingĬompetencies serve as useful linchpins that enable direct comparisons between job requirements, project requirements, employee behaviors and training opportunities. As managers create project-related opportunities to encourage the growth of their employees, they will need to partner with training departments to provide the just-in-time development that will be immediately applied on the job. ![]() With an agile workforce that moves from project to project, training for project-specific needs is as important as training to formalized position titles. Training departments that do not adapt to this trend may find themselves enforcers of strict organizational compliance rather than enablers of a dynamic workforce. Rather than training new employees to rigorous processes, employees are helping to improve these processes with unique combinations of skills. Because of this, employees enter a new work situation with a breadth and depth of experiences that enable them to contribute in unique ways. Employees sharpen their skills throughout their careers by accepting a wide range of opportunities within and across organizations. There is a strong loyalty to one’s profession rather than to a specific organization. We have already witnessed a radical shift in the way employees approach their careers. Another important step is to let go of the notion that staffing in the future will resemble the staffing approaches that are followed today. ![]() One important step is to assess the current state and the desired future state of the workforce in order to identify the organization-wide competencies that need to be developed. ![]() The strategic directions themselves are changing rapidly to meet new demands and cope with new challenges. Moreover, organizations are looking to training to prepare the next generation of leaders to replace the great number of managers who are expected to retire during the next decade. Training efforts are being stretched in many organizations to meet the current demands of developing proficient employees in the jobs that exist today. It is a challenge to train toward future states rather than to current practices. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |