The following In-House Advisor guidance note provides comprehensive and up to date legal information covering:
Competency frameworks are often greeted with a good degree of cynicism, but by supporting the role out with a training programme you enable delegates to ask questions, explore the framework and understand how it affects their role.
This Practice Note guides you through the stages of implementing a training programme to support the roll out of the framework. It covers:
why training is required
who the training needs to be targeted at
what the content of the courses should be
how the training should be delivered
the timing of the training delivery
feedback on training and support
As mentioned, competency frameworks are often greeted with cynicism as 'just another flash in the pan' or management fad—the main issue is that people often do not see the connection between their role, the framework and the aims of the organisation/department.
A well run training course will enable people to get to grips with the framework in a safe and informal setting. The training will also provide the opportunity for people to voice concerns—when any new initiative is implemented 'venting spleen' is a normal reaction, and courses often provide the ideal opportunity for that. Try not to quash or gloss over any concerns or take them too personally.
Assuming the competency framework applies to
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