Companies can quickly lose their edge when little or no attention is paid to improving the competence of their people, according to human resource (HR) software company, Absalom Systems.
The company warns that if the HR function handles skills and competence issues haphazardly, it could have a dire effect on business.
However, to mitigate such mishaps, Absalom Systems says fundamentally, training programs can be designed for all sections of the organisation to ensure the proper levels of skills and competence are continually achieved.
Absalom Systems managing director Brendon Gass says skills acquisition and maintenance requires a high level focus within any company, as results need to be measured against program and skills objectives.
“There is a requirement for management to have instant access to relevant information on all training courses, identify strengths and weaknesses of employees and develop appropriate programs to address weaknesses and build on these strengths.”
“More importantly, companies must manage and define skills categories at many levels to suit the organisation's hierarchical structure. Management of training and skills levels is supported by maintaining staff training performance and history,” he adds.
Gass also points out that if training effort is being properly managed, the effect can be measured and companies can do more with their training budgets that are usually under pressure.
He believes that people management and deployment decision-making must be supported by skills and competency analysis, cost analysis of training programs and analysis of training courses provided.
Furthermore, he notes, comprehensive reports must support decisions for future training agendas; to identify skills criteria for new staff intake, minimise lag time to productivity, identify long-term talent requirements so that skills can be developed before the need arises.
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