Based on ISO 10015:2019 — Quality management — Guidelines for competence management and people development
When considering competence needs, organisations should determine the competence required to achieve intended results, at the organisational, team, group and individual level.
When determining the types and level of competence needed, the organisation should consider external issues, internal factors, and the needs and expectations of the relevant parties.
When determining differing team or group needs, the organisation should consider leadership, team objectives, systems and processes, hierarchies, structure and culture.
To determine individual competence, the organisation should consider external competence requirements, roles and responsibilities, activities related to roles or function, as well as personal behaviours.
The organisation should consider existing competence levels, compare these with required competence levels, and apply risk-based thinking to prioritize actions to address competence gaps.
People development should be related to the competence needs determined in order to achieve competence in the organisation, and the competence needs determined by individuals for their personal development.
Enabling people to achieve personal development goals as well as meeting the competence needs of the organisation will contribute to the engagement of people and an effective quality culture.
When planning competence development activities, the organisation should determine specific development objectives, determine criteria to monitor outputs, and consider resources available.
The competence development programme structure should include: who the target audience is, when the development objectives should be achieved, and what specific activities will take place.
Teams, groups and individuals should be encouraged to engage in competence management and people development planning activities to increase engagement and ownership.
When implementing the development programme, the organisation should determine who will deliver it, and agree on the scope, purpose and target audience of the development programme.
The organisation should determine future competence and people development needs based on demographic, economic or social changes, as well as the the organisational mission, vision, values and culture.
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