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OPS EMEA - SKA Communication - July 2013

The document discusses Aggreko's Skills and Knowledge Assessment process. It describes how the assessments are used to determine employee skill requirements, audit actual skills, analyze training needs, and decide where to improve. The assessments are conducted by supervisors, managers, and subject matter experts. They provide confirmation on employees' skills and whether training is needed.

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Medroua
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16 views2 pages

OPS EMEA - SKA Communication - July 2013

The document discusses Aggreko's Skills and Knowledge Assessment process. It describes how the assessments are used to determine employee skill requirements, audit actual skills, analyze training needs, and decide where to improve. The assessments are conducted by supervisors, managers, and subject matter experts. They provide confirmation on employees' skills and whether training is needed.

Uploaded by

Medroua
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Operations Part of Global

Operations and Technology Operational Announcement

July | 2013

Skills and Knowledge Assessment (SKA) Communication


Aggreko’s Skills and Knowledge
Assessment Process
Every job requires a specific set of knowledge SKA provides the management with an insight
and skills. This varies depending on the type and into the need to hire, develop and promote the people
complexity of the job. A Skills and Knowledge who can make a positive difference in
Assessment is all about providing a way of our organisation.
building the skills and knowledge people need
to perform in their current job. It is also the key
element of the succession planning process
because it provides a way of developing people
for their future roles.
Determine Audit Analyse
Skill Requirements Actual Skills Training Needs

The Purpose of Skills and


Knowledge Assessment
A key piece of information an organisation needs to know is what skills and
knowledge the organisation has. This information is essential for a number of
reasons:

Determining if an
Deciding where
Knowing your people organisation can
to improve
meet its goals

Allowing Training Improving


Improving knowledge
and Development to performance
and skills
be better targeted capability

Continued....
How and By Whom the Assessment Skills and Knowledge
is Being Carried Out Assessments will Provide…
Who? (Assessee) By Whom? (Assessors) …confirmation a technician …confirmation a technician …confirmation a technician
has the skills deemed has more than the skills is missing some key skills
• Service Crew • Supervisor necessary for the job. needed for the current needed for the current
• Technician level 1 E&M position. In which case position. In which case a
• Manager this may be used as training plan will be created
• Technician level 2 E&M
• Subject Matter Expert a consideration for future to help the technician close
• Technician level 3 E&M promotions or further the skills gap.
training.

How? (The Initial Skills Check) Detailed Assessment Methods


• Through Job Functional
Skills Description
• Work Sample
• Observation
The Benefits of Skills and
• Skills & Knowledge Assessment
Summary • Discussion
• Examination
Knowledge Assessments
• Simulation
For the Organisation
• Our organisation will benefit from increased productivity and
profitability by ensuring employees have the capability to meet
their objectives.
Overall Assessment Result Assessment Results Coding
• The assessments being carried out ‘on the job’ ensure that the
• Update the Skills & Knowledge • 1-Did not meet
employees have the capability to meet their objectives.
Assessment Summary with the • 2-Sometimes Meets
average result of each of the • Training is only provided for areas identified as needing
functional skils • 3-Meets development.
• 4-Exceeds • Reduced training costs as learning and development can occur
on the job.
• Project teams of people with complementary skills can be created.
• Competency data is the basis for dynamic succession planning.
Training Need Criticality Guide
• 1 – Did not meet: Immediate training required within 6 months For the Employees
• 2 – Sometimes Meets: Near Future training required within 6-12 months • Self-driven process – learning occurs at the person’s own pace
• 3 –Meets: Refresher training required on expiry of training certificate and on the job.

• 4 – Exceeds: No immediate training required; assessment to be redone in 1 year. • Existing knowledge and prior learning is recognised.
Further development to be explored • Competence is shown by being able to demonstrate skills.
• Fairer and more objective assessment.
• Builds knowledge and skills that are directly useful to the person
in their job and for future roles.

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