People are essential to organizations. Organizational performance is dependent upon how people’s competences are used at work. Competence management and people development at the organizational, team, group and individual levels are required for organizations to be successful.

Competence management and people development are clearly linked together: people development is part of competence management and competent people will require development. These two constructs are inter-related and, in many ways, inseparable.

Applying planned and systematic processes for competence management and people development makes an important contribution to helping organizations improve their capabilities, meet their strategic direction and achieve intended results. Competence management has significant importance in enhancing the organization’s capabilities to create and deliver value.

The quality management principles underlying the ISO 9000 family of standards (of which the ISO 10001 to ISO 10019 family of standards forms a part) emphasize the importance of competent people and a culture that fosters growth and further development.

This document provides guidance to assist organizations and their personnel when addressing issues related to competence management and people development. It may be applied whenever guidance is required to interpret references to competent/developed people within the quality management systems, or any other management systems standard, e.g. risk management, environmental management.

The course combines the guidelines of ISO 10015:2019 Guidelines for competence management and people development; ISO 30401:2018 Knowledge management systems and ISO 10018: 2020  Guidelines on people engagement.

Target Audience: Personnel Development, Training, HR and Admin, other executives responsible for the competence development of their subordinates.

Objectives

Participants, at the end of this course, will

• Appreciate the importance of organizational context and stakeholder requirements in training management
• Understand the basic of knowledge management and how to build the culture of knowledge management.
• Determine organizational, group and individual learning needs
• Learn to identify training solutions and adopt an effective training strategy.
• Understand the significance of the training cycle of ISO 10015 and ADDIE model.
• Motivate the ongoing enhancement of learning;
• Nurture the development and retention of knowledge.
• Develop a process for designing, implementing and evaluating training techniques.
• Develop a employees engagement strategy as a tool for competence development.
• Evaluate competences at organizational, group and individual levels

Program Content

• Introduction to Knowledge management
  • Knowledge development
  • Knowledge conveyance and transformation
  • Knowledge management enablers
  • Knowledge management culture
• Context of the organisation
  • External issues (e.g. statutory and regulatory requirements, technological advances);
  • Internal factors (e.g. mission, vision, strategic objectives, values and culture of the organization, range of activities or services, resource availability, organizational knowledge);
  • Needs and expectations of relevant interested parties (e.g. regulators, customers, society).
• Determining competence needs
  • Organizational competence
  • Team or group competence
  • Individual competence
• Assessing current competence and development needs
• Competence management and people development Planning
• Programme structure
• Implementing Programme
  • Team development programmes
  • Individual development programmes
• Roles and responsibilities
• Evaluating the impact of a competence management and people development programme
• Evaluating at an organizational, team, group or individual level
  • external and internal audits or key performance indicators;
  • levels of complaints and customer satisfaction;
  • rates of nonconformity and productivity;
  • levels of staff engagement and retention;
  • team or group performance against objectives or benchmarking;
  • monitoring and observation;
  • appraisals and individual performance reviews;
  • reviews of personal development plans and the attainment of qualifications
• Determining future competence and people development needs

Duration: 3 Days
Training Methodologies

• Case Study
• Individual Exercises
• Role Play
• Group Exercises
• Group Presentation
• Examination