Competence management ensures safe and high-quality operations in organisations
Systematic competence management lays the foundation for an organisation’s safe and high-quality operations. Safety and quality are built through cooperation in which every employee’s competence and attitudes matter.
Depending on the sector and organisation, competence requirements may be based on
- legal or regulatory requirements
- established industry-specific competence requirements
- work supervision competences
- machine or equipment operating skills; or
- process or method knowledge.
When is it necessary to develop competence management?
Limited visibility to an organisation’s competences may be revealed, for example, by increased deviations, incidents and near misses, by supervisors not being able to find enough competent people to do the work, or by a high level of overtime.
Other possible indicators include employees’ overstress, problems with coping at work and sick leaves, as well as a prolonged time to fill competence gaps left by retired or resigned employees. If an organisation lacks systematic competence management processes, supervisors may also find it difficult to answer certain key questions.
Manage competences with a specialised tool
Rego’s Competence management is a tool for managing competences and qualifications in an organisation. It contains comprehensive functionalities for managing competences and the overall competence development process. With the tool, competences are managed systematically, transparently and always based on up-to-date information.
Benefits of Rego’s Competence management
- Ensures that onboarding is carried out
- Improves change management
- Enhances competence tracking at employee, unit and organisational levels
- Enables goal-oriented competence management with up-to-date information
- Ensures uniform and consistent training quality
- Allows data integration from several different systems
Functionalities
Quality- and safety-critical competences to ensure safety and operational performance in accordance with regulatory and the organisation’s own requirements.
Competence matrices for competence planning and management
Visual competence and summary matrices facilitate competence planning and management. Enables future competence simulation.
Onboarding, training and refresher programmes for delivering onboarding and training effectively and for managing contents and target schedules.
Competence testing as stand-alone tests or as part of qualification achievement and refresher programmes.
Online training for competence development through stand-alone courses or as part of qualification achievement and refresher programmes.
Uniform competence requirements improve the overall competence level
In Rego, each job role or function is specified a set of competences required to do the work. Qualification achievement and refresher programme materials, such as competence requirements, tasks, tests, required reading, eLearning courses and practical exercises, are easily found in one place. Rego guides employees to familiarise themselves with the study materials and ensures timely completion.
Once passed, qualifications take effect automatically. When a qualification is about to expire, the system sends a notification to the employee well in advance.
Employees can check the status of their qualifications on Rego. When an employee transfers from one unit to another, their qualifications transfer with them in the system.
Competence matrices – always up to date on the status of competences
Illustrative competence matrices make it easy for supervisors to track and manage the validity of employees’ qualifications. The matrices allow supervisors to quickly see the overall competence situation, where competence gaps exist and when qualifications are about to expire.
With up-to-date information, they can also anticipate future competence gaps resulting from retirement or longer sick leaves, for example, and initiate the necessary training in good time.
Substitutes’ competences can also be viewed easily. A substitute can be added as an employee to competence matrices in several units, so that the supervisors of these units are also aware of the substitutes’ competences.
Rego’s clear and systematic competence management process ensures that both supervisors and employees always stay updated on the competences required for each job role.
Foresee and manage
Foresight in competence management helps to see the upcoming expiry dates of statutory qualifications, react in time to lost competence due to retirements and study leaves, for example, and identify training needs as the basis for systematic training planning.
Foresight also helps to monitor and identify new types of competence needs arising from business changes.
To have foresight, an organisation first needs comprehensive, up-to-date information on the current state of competences. This, in turn, necessitates coherent competence management processes and an information system solution that effectively supports them.
Rego’s Competence management was designed for this exact need.
