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Capability Indicators
(SAMPLE ONLY)
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D. People Development
D13. Training and Education |
Please enter the level of your company in this box |
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Levels
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Requirements
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1. Skeletal
Human Resources Management Strategy in existence, relating skill needs to business priorities.
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a) Document, signed by a member of the senior management team of the Business
Unit, exists, sets out human resource management priorities in relation to
business targets set out in the overall Business Strategy.
This includes identifying the corporate HR budget and resources that will be
needed.
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2. Developing
HRM Strategy has been allocated a budget.
At least 50% of employees have had some form of performance development review
in the past year, resulting in some form of development plan for the year.
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a) Regular minuted reviews of this strategy take place, at senior management
team level, at least quarterly. Progress is monitored and actions agreed in the
light of this.
b) Report showing that at least 50% of business unit employees have had some form
of performance review or appraisal over the past 12 months.
c) Example of development plan agreed for an employee receiving an appraisal, with
categories for development including both off-the-job formal training and
on-the-job development opportunities.
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3. Functional
All employees now have annual development plans.
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a) As for level 2, but report shows that 100% of employees have had a
developmental appraisal over the past year, and that training and development
activities account for at least X% of payroll.
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4. Advanced
Skill profiles exist for all jobs and specialisms, and are used in compiling
personal development plans.
Skill profiles for all roles provide for breadth
of skill development across functional boundaries of design, construction,
commercial, planning etc, as well as depth of development
within one professional area.
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a) As for Level 3, but training and development activities now account for at
least X% of payroll, and also:
b) Skills profiles exist for all key project roles, and form part of the
procedures for conducting developmental staff appraisals or reviews.
The framework for skill profiles provides for breadth of skill development
across functional boundaries of design, manufacturing, construction,
commercial, planning etc, as well as depth of development within one
professional area.
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5. Innovative
Career development scheme in place, including mentoring by senior managers.
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a) As for Level 4, but training and development activities now account for at
least 5% of salary for each employee over the past year, and also:
b) Appraisal system now forms part of a continuing career development plan
for all employees. Records for a mentoring scheme show that senior managers
meet regularly with project staff to provide consultation and advice.
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