Meeting organisational goals and objectives

The skills development process is derived from the organization’s strategies and business plans. It is geared towards building the competence required to achieve the organization’s goals and objectives - a process to be taken seriously.

Training and learning takes into consideration the impact of such training on the strategic plan of the business. Training is simply too expensive not to be strategically focussed. This requires careful analysis. Learning must create synergy between individual needs and company objectives. Where a learner obtains transportable credits for his qualifications, the learner is keen and more motivated.

The first step in quantification of human development is the completion of the overall strategic plan. The strategic plan reflects the vision, mission, and value system of the organisation. Action steps towards success are developed within the value system. Objectives are broken down into further objectives, which are used to determine competencies.

The skills development process takes place within the broader organizational context, derived from the entity’s HRD Plan which flows from the Strategic and Business Plan. It must support the achievement of the entity’s goals and objectives, including employment equity targets. It is a planned and structured process of analyzing the competencies needed to achieve the entity’s goals and objectives. It is then determined whether the current employees have the required skills to fill the gap between the skills that are needed and those available in the entity, as well as the gap between the required competencies and current performance of employees.