Process Description

The Aspiration competency acquisition process comprises the identification of skills knowledge (competencies) for each job in the organisation. The skills are assembled into profiles (competence guides) that are in turn linked to each employee in the organisation.

For the guides we use a Unit Standard structure in order to align to the National Skills Development initiatives in South Africa. A unit of competency is a discrete component of competence within a Job. It represents the primary breakdown of the job into key competencies. Each Unit then has a number of sub elements (called outcomes); each outcome has assessment criteria (criteria used in assessment to establish competence) and learning objectives (Questions that are asked to test competence).

Line Accountability

The process has as a key principle the transfer of employee development to Line Management. This is achieved by training line managers to assess their own employees (with the help of experts if required), by getting line managers to capture the results into the system and for line managers to report monthly against sign off targets that they have agreed to pursue.

The learning objective in the process therefore has three important uses.

It is used by the learner to prepare for assessment and therefore encourages self directed leaning and also is valuable in describing the required competencies

It is used by the manager as assessment questions to test if the employee has the necessary skills

It forms the basis of a short interval measure to drive competency acquisition into the business.

Aspiration E-Skills Software

To manage the process our clients can choose the option of implementing the Aspiration E-Skills Management software module to manage the process.