Step 1 to implementation: ANALYSE

This first step in the systems approach focuses on accurate identification of solutions to fill gaps in workplace performance through analysis of the job and tasks, competencies, and training needs.

This is really the starting point for most enterprises in implementing competency-based training.  The requirements of the job are determined by analysing functions.  Normally, jobs can be broken down into duties and tasks, and then skills, knowledge and attitudes needed to perform each task.

Functional analysis, just like any other methodology which analyses occupations, becomes the basis for the creation of not only units of competency, but also training programs.  The unit of competency represents a workplace outcome identified through the functional analysis at the bottom level, where such function can be carried out by one person.

Units of competency are modules with a clear meaning and value at work.  When different units are grouped with a clear occupational outcome and  well-defined level of competency, qualifications begin to take shape.

Qualifications are not names for job positions.  They are groups of competencies that may be taken as reference of job performance at the enterprise and also for the design of training programs.  A qualification can have units that may be applicable to more than one job which facilitates mobility.  Each job will have a number of units of competency specified and certified for competent performance to take place.

So, how is the analysis done?  Below are some case studies and templates for the General Construction Sector which illustrate the first step in the process.