1. REACTION Conference, Gent, 14 September 2007 Competence analysis in a company context Luk Indesteege, Quadri

2. REACTION Conference, Gent, 14 September 2007 Action 1 Name Work Why am I here ? (in this workshop) = my expectations

3. REACTION Conference, Gent, 14 September 2007 Content of this workshop 1.Competences : what are we talking about? 2.Competences in a Learning Organisation: the V-model 3.Different kinds of competences 4.How to measure competences? The Pole star method 5.Experiences

4. REACTION Conference, Gent, 14 September 2007 Why companies work with competences ? Competences are the only local ressources we have Even these ressources are becoming scarce Casting of people is very important Competence based learning is very effective

5. REACTION Conference, Gent, 14 September 2007 Competences as an element of a learning process Function Competentiemeting Measurement Learning Meting & begeleiding Competences Action

6. REACTION Conference, Gent, 14 September 2007 How people learn : AAA Sleep Unconsciously incompetent Awake consciously incompetent Absorb consciously competent Action Unconsciously competent

7. REACTION Conference, Gent, 14 September 2007

8. Definition COMPETENCE A competence is an integrated set of kwowledge, skills and attitudes used in a productive way Knowledge facts, understanding Skillsapplication, control Attitudesbehaviour, devotion

9. REACTION Conference, Gent, 14 September 2007 Action 2 function : reception desk Define 4 tasks in the job Define 4 competences needed for the tasks N.B. One competence can be useful in more than one task

10. REACTION Conference, Gent, 14 September 2007 How to develop competences  Knowledge Learning  Skills: Training  Attitudes Motivation ????

11. REACTION Conference, Gent, 14 September 2007 Core competences (on organisation level) –Necessary for the organisation to be SUCCESSFULL –Applicable in all functions Customs satisfaction Safety Speed …..

12. REACTION Conference, Gent, 14 September 2007 Competences on function level Sets of knowledge, skills and attitudes that allow the job holder to perform successfully –Driving licence –ECDL –….

13. REACTION Conference, Gent, 14 September 2007 Personal competences Basic personal features, talents Needed to develop core competences and functional competences Difficult to develop –Language skills –Empathy –Good view –….

14. REACTION Conference, Gent, 14 September 2007 Action 2 function : reception desk Add 2 competences needed for the tasks One company core competence One personal competence

15. REACTION Conference, Gent, 14 September 2007 How to measure competences? Some existing methods: SWOT- analyse Assessment 360° Feedback

16. REACTION Conference, Gent, 14 September 2007 SWOT-analysis SWOT means –Strengths –Weaknesses –Opportunities –Threats S en W are internal (to a person) O en T are external

17. REACTION Conference, Gent, 14 September 2007 Assessment Used for selection, also useful for the measurement of competences Group of job holders in test situation Observation with valid checklist Gives objective information on competences If the asessees agree to collaborate Confidentiality is needed

18. REACTION Conference, Gent, 14 September 2007 360° Feedback Questionnaire concerning 1 person Filled in by: –The job holder –His/her direct leader –Colleagues, peers –Collaborators –Customers –Suppliers Assessee Customer Level +1 Peer Level -1SupplierLevel -1 Peer Level +1

19. REACTION Conference, Gent, 14 September 2007 How to measure competences? The existing methods: SWOT- analyse Assessment 360° Feedback Include high investments in time and money  Pole star method Easy combination of good practice with ICT

20. REACTION Conference, Gent, 14 September 2007 POLE STAR METHOD 1. Agreement on the project plan 2. Information for participants 3. Analysis of workplace, tasks 4. List of competences for the job 5. Measurement of competences 6. Inventory of points to learn 7. Report, learning plan

21. REACTION Conference, Gent, 14 September 2007 Measurement of competences 3 to 6 indicators for every competence In indicators knowledge, skills and attitudes can be separated Indicators are perceptible, linked to tasks 30 to 60 indicators in total Result: a clear measurement instrument for competences

22. REACTION Conference, Gent, 14 September 2007 Action 3: reception desk In groups of 3p. Take one competence of the list Define 3 indicators to measure if the competence is acquired Make them observable, related to the job, clear to understand

23. REACTION Conference, Gent, 14 September 2007 Measurement of competences

24. REACTION Conference, Gent, 14 September 2007 Measurement of competences Possibilities to reach consensus on the list of indicators: Conversation between employee and manager (2p) Conversation with external guidance (3p) Observation on the workplace 360° feedback...

25. REACTION Conference, Gent, 14 September 2007 Use of software Competence compass Easy communication via internet Database of reusable competences and indicators Fast results

26. REACTION Conference, Gent, 14 September 2007 Ex: Competence profile

27. REACTION Conference, Gent, 14 September 2007 participants

28. REACTION Conference, Gent, 14 September 2007 Indicator form

29. REACTION Conference, Gent, 14 September 2007 consensus

30. REACTION Conference, Gent, 14 September 2007 Learning matrix

31. REACTION Conference, Gent, 14 September 2007 Basic success factor for competence management Leads to : Motivation Information Good project management Results

32. REACTION Conference, Gent, 14 September 2007 Links with APEL Qualification fear is over –Trade unions –Employers Companies provide evidence on competences The pressure from Europ and our Ministry of Education on LIFELONG LEARNING is high The interest of universities is growing –New opportunities –Internal opposition

33. REACTION Conference, Gent, 14 September 2007 KHLim KHLim is a university college in the N-E of Belgium Providing education to + 5000 students –with + 700 staff members Providing also services to society (Quadri) –Lifelong Learning to + 10.000 adults –Consulting on contract basis –R&D work on contract basis

34. REACTION Conference, Gent, 14 September 2007

35. contact Luk Indesteege KHLim Quadri University Campus B5 BE-3590 Diepenbeek Tel + 32 11 300 470 Fax + 32 11 300 479 luk.indesteege@khlim.be

36. REACTION Conference, Gent, 14 September 2007