Competency Development with Tara Holwagner
Change Management is one of the most critical processes that companies go through and the management wants skilled workers to see company’s goals and objectives fulfilled in this case, desperately. Their standards are sometimes so high that even mediocre employees are sometimes let go. This is where competency comes in action. The management wants highly skilled employees and it is the responsibility of HR to recruit such multi-skilled workers who can perform under various and tough circumstances. That’s why companies today, have a different set of listed skills that they want their employees to be proficient in before they even consider them at all for a job.
These laid-out skills not only help employees achieve their goals for the job, they are a necessary part of the recruitment process. And, once job requirements and the performance goals are clearly stated for everyone, the employees can truly focus on meeting the standards and may even do better. The companies that have a developed competency framework, know their strengths and weaknesses because they know what kind of assets they have—in terms of workforce, culture, and production—and they can focus on creating opportunities to learn and evolve with time.
Every organization wants growth over time and they go through different changes in their business processes and everything else during that phase. Except when companies have individuals with skills and knowledge who perform with proficiency, it is easier to attract the clients who like professional abilities like that. When every individual is good at what they do and they strive to achieve their and organization’s goals, the organizational objectives automatically meet the already defined standards. This can’s be possible without a good leader, leading this whole competent workforce. That person—usually a line manager—should be very open-minded about change and learning because it is the key to the successful growth of an organization.
He is the person who is going to move, direct, and motivate people in a right way. He will find new ways to make people learn effectively outside the classroom and apply that body of knowledge following the overall goals of the company. He plays a key role in developing those models that change the way people work using best practices for the task at hand. He uses the competency framework as a strategic tool to decide required abilities, finds them in individuals, and makes the most from these newly found skills.
You need to have a long-term plan, define, and communicate goals to know the potential of everyone working for you. For this, first, you have to align the learning objectives of employees with the performance goals of the organization. Then you make sure that employees have the best possible resources for learning and in the end, the must apply those learnings and practice in new ways for best possible outcomes. Training employees to be competent helps you avoid external risks, saves cost, and allows to have sustainable results and increased production.
Eruditio Links:
- Eruditio, LLC
- A Smarter Way of Preventative Maintenance – Free eBook
- Maintenance Planning & Scheduling: Planning for Profitability Video Course
Tara Holwagner:
- LCE Website
- Asset Reliability @Work Podcast
- Powered by Rx Website
- LCE Free Project Risk Assessment
- Reliability Excellence Conference
- Tara Holwegner LinkedIn
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