This essay would like to address the challenges that today\u27s workforce face, specifically in the global and Australian labor economy. The writer discusses the importance of the role of the employees\u27 training and competence in finding stable jobs in the highly competitive industries. In the same manner, to give stress on the enhancement of the existing skills and talents of the employees in order to sustain their professional growth in the organization they work for in the long run. Hence, the productivity of the employees should be given priority in order to maintain the growth and profitability and economic stability of one company

Rizvi, S

Zaman, Fazluz

English

Research Online

University of Wollongong Research Online UOW College 1-1-2014 Research framework on employee skills development through competency based curriculum and assessment Fazluz Zaman University of Wollongong College S Rizvi Follow this and additional works at: https://ro.uow.edu.au/uowcollege Recommended Citation Zaman, Fazluz and Rizvi, S, "Research framework on employee skills development through competency based curriculum and assessment" (2014). UOW College. 1. https://ro.uow.edu.au/uowcollege/1 Research Online is the open access institutional repository for the University of Wollongong. For further information contact the UOW Library: research-pubs@uow.edu.au Research framework on employee skills development through competency based curriculum and assessment Abstract This essay would like to address the challenges that today's workforce face, specifically in the global and Australian labor economy. The writer discusses the importance of the role of the employees' training and competence in finding stable jobs in the highly competitive industries. In the same manner, to give stress on the enhancement of the existing skills and talents of the employees in order to sustain their professional growth in the organization they work for in the long run. Hence, the productivity of the employees should be given priority in order to maintain the growth and profitability and economic stability of one company. Keywords curriculum, competency, employee, skills, research, development, framework, assessment Publication Details Zaman, F. & Rizvi, S. Jafar Raza. (2014). Research framework on employee skills development through competency based curriculum and assessment. Research Journal of Social Science and Management, 3 (9), 168-172. This journal article is available at Research Online: https://ro.uow.edu.au/uowcollege/1  www.theinternationaljournal.org > RJSSM: Volume: 03, Number: 09, January-2014    Page 168  Reseacrh Framework On Employee Skills Development Through Competency Based Curriculum And Assessment  Fazluz ZAMAN Business Trainer and Curriculum Writer, University of Wollongong College (UOWC), Australia and Academies Australasia, Group of Colleges  Syed Jafar Raza RIZVI Research Officer, Center for Equity and Health Systems, The International Centre for Diarrhoeal Disease Research, Bangladesh (icddr,b)  ABSTRACT  This essay would like to address the challenges that today’s workforce face, specifically in the global and Australian labor economy.   The writer discusses the importance of the role of the employees’ training and competence in finding stable jobs in the highly competitive industries.  In the same manner, to   give stress on the    enhancement of the existing   skills and talents of the employees in order to sustain their professional growth in the organization they work for in the long run.  Hence, the productivity of the employees should be given priority in order to   maintain the growth and profitability and economic stability of one company.  BACKGROUND  The Vocational Education and Training (n. d.) which initiated by the Australian Government offers   varied apprenticeship programs for the novice job hunters in the country. This is actually a stepping stone for them to get employed as well as to enhance their existing skills and competence through different areas of training and development. This program is provided by the government to the Australian   job-seekers, employees, and students who want to land a job in the field of their interest. This skilled employment  and apprenticeship Access Program provides   the  job seekers with  unique and once in a life time experience of combining the practical work, training and theories in order to   enhance further their employment skills  and  increase their  job opportunities without  any cost or payment. This is also promotes further education, information and assistance for the job applicants who happen to experience difficulty in finding a job. The Australian government has taken this initiative in order to help their citizens to acquire formal qualifications in finding employment opportunities as well as to improve their chances to secure a long term employment, remuneration package and benefits in the long run.  METHODOLOGY OF THE FUTURE RESEARCH  The aim of this research is to establish a better understanding of the factors that are driving the employee skills development. This can be obtained through analyzing its advantage. A quantitative approach for data collection and analysis will be used.  Primary data will be obtained through a survey strategy making use of questionnaires focused mainly on close-ended questions with the intention that the data collected will be more suited to a quantitative analysis method.    www.theinternationaljournal.org > RJSSM: Volume: 03, Number: 09, January-2014    Page 169 An empirical model is constructed using Skills development within the firm as the dependent variable. Ordinary least square (OLS) is then used to estimate a regression model of training expenditure with those variables seemed likely to influence the extent of training as the independent variables.  The following are used as explanatory variables. First, the extent of training is likely to vary with firm size and labor force size, larger firms train more. Second, there may be industry difference. Union density is included, expressed as the percentage of employers’ association and additionally for regular use of job rotation foe employee development, since it is plausible stability are applied to test foe longitudinal changes.  The regression model is estimated as outlined above; the proportion of quality on training is used as the dependent variable. It will estimate as a function of size, sector, and use of job rotation, employers’ association, membership and union density.    SKILLS DEVELOPMENT THROUGH COMPETENCY BASED TRAINING  Spencer and Spencer (1993) have provided an analysis of 650 jobs that were based on the twenty years of research with the use of the McClelland/McGee job competence assessment (JCA) methodology. This includes the generic job models for entrepreneurs, technical professionals, salespeople, service workers and corporate managers for future directions and helpful uses for job competency training among job applicants. Since competency models for human job competence and performance   have been based on the numerous techniques on how to develop employee’s competency for better personnel assessment, training and development and choosing a career path.   Cripe and Mansfield (2001) have claimed that practical plan for targeting skills of any employee is very important in wanting to develop their competence in the long run.  However, in today’s market, no one can really tell if the competitive job market is stable or not for the most loyal employees seeking for long term job security from the companies that try to retain them.  Those value added employees   are productive on their jobs as well as who understand how to increase their personal marketability by developing specific skills, knowledge, and attitudes. Hence, the managers should   coach them with proper training strategies and approaches together with the tools and resources to make employees more valuable to the organization. The competency model process is not only applicable to the ever-changing business and global economy today, but also to the policymakers and human resource practitioners who can do a lot of motivations and drives to the workers in order to achieve change, further competence in the workplace as well as to attain professional and personal goals.  In addition to that, Croucher and Brookes (2009) established the fact through a survey data   in the larger private employers’ inputs to employee skills development, that unions and employers’ associations raise employer incentives for employees’ training and development.   Wallace (2006) has found that the pace of change in any organization is continuing to get faster, until the management will find out that it just like most other companies in the industry. The change is not only coming faster, but it is probably having an impact on the employees, company and the entire organization. The causes for change management are often based on the major variables of the business such as the wants and needs of customers, investors’ expectations, the economy, global competition, among others.  Moreover, most of the companies today always rely on the product branding in order to position their business at the frontline of the competition.  But, most of all the management should not forget that the key to organizational success in the 21st century is helping your employees develop goal-focused behaviors that produce improved results. Hence, leadership must be involved with ensuring that the organization's development objectives are  www.theinternationaljournal.org > RJSSM: Volume: 03, Number: 09, January-2014    Page 170 linked to and aligned with organizational objectives such as to  improve the  daily performance of the employees and a develop an  initiative that is driving the organization in the direction  towards  developing a high level of competency among the employees.(Wallace, 2006).  Lyons (2005) explained that   an interactive approach to skill development and knowledge attainment may serve with various purposes for employees’ learning and development. Team leaders should be given adequate training materials in order to perform more effectively in the workplace. Generally, there are several performance behaviors among employees that can be used by the team leaders to assess those most valued workers in the company through the application of skill charting. This tool is effective to use by the professional trainer and also by the human resources practitioners, so as by the managers to be able to arrange in order the events or activities that happen among the employees in the workplace. This process can be used for training purposes for the employees’ exploration of their new skills, or for some initiatives. This only needs an approach that may involve the employee’s direct participation in increasing the likelihood of working practices that will achieve greater employee acceptance to the changes.   HOW DOES TRAINING AND OUTCOME OF TRAINING BE REFLECTED IN WORKPLACE PRODUCTIVITY AND FINANCIAL OUTCOME  Saeed  and  Shabir (2013)  cited  (Benson et al, 2004) demonstrated that  investment in employees’ training and skills development may contribute to the  further productivity  of the employees and in the long run will   even tremendously contribute to the  profitability of the company as well as to the return of investment of the owners.   In this connection, the Australia’s Skills and Workforce Development Needs (2012) has given emphasis  to the  increase need of  today’s economy to have  adequate education and skills among people in order to learn properly how to communicate globally  and effectively especially  in the global  workplace. The increased knowledge and continuous enhancement of the people’s skills are both important   to be able to have competent advantage over their competitors in the industry as well as in the organization they work for. Especially nowadays, those different industries are in need of more and more skilled individuals to fill the numerous positions.  Additionally, Fouad,   Hahm and Leisy (2010) admitted that    employers should   face the truth that if not for the most valued employees, many companies would be nothing in the business. The business is considered good while the best employees last in the company. Considering the downturn of the global economy today, many companies have been downsizing their number of workforce in order to   sustain the operation of the business despite the bad economic condition. Furthermore, many organizations     bounce back after economic trial mainly because of the help of their most competent and skilled employees in planning and creating newest products and services that may hold the key to economic recovery.   Hall (2013) has announced that the high quality education as well as the skills training is both vital to access the job opportunities of a growing nation and the changing economy of one country. Therefore, the vocational system that launched in Australia is a great achievement for the country in order to create more and more vocational and skilled people for the different industries in the country. The skills training market is significantly strengthening the   employees performance and abilities in accomplishing their tasks with more confidence and   objectivity.  More than that, the  vocational training system will also prepare the  students through undergoing training  together with the  theories they learned from the academy will be combined together in the training process in order to prepare these younger workers to  work efficiently and effectively by the time that they graduate. Many industries are helping  hand in hand in  order to provide and supply   all  www.theinternationaljournal.org > RJSSM: Volume: 03, Number: 09, January-2014    Page 171 the training tools and materials needed by the  on-the-job training  workers in order to give   full support to these  people who may deliver high level of productivity and efficiency in the near future in every industry they may in.  Skills for Improved Productivity, Employment Growth and Development (2008)  has  concluded that   education, training and  continuous  learning   will make the people productive  and at the same time many better  job opportunities  will be available for the people in order to have a better income and professional growth and development. And, the highly developing nations are successfully gaining further economic growth because the government really invests time and money in order to create skilled and competent individuals in their country. Most of all,  the skills training and development does not only boost the morale of the normal people but as well as  it helps the disadvantaged  younger group  of people especially with  physical disabilities to  realize their own potentials for highly skilled employment that will surely  contribute to the  economic growth and productivity at large.   Another thing, women have all the potentials to acquired skills and competence that they may use in various industries. All they need is to    prove that they have the high level of ability to acquire these highly   competent training skills and development.  REFERENCES  Australia’s skills and workforce development needs. (2012). Future focus.  Discussion Paper. Australian Workforce and Productivity Agency. Retrieved 09 July 2013 from: ww.awpa.gov.au/publications/documents/Future-Focus-Australias-skills-and-workforce-development-needs-Discussion-Paper.pdf.   Cripe, E.J. &Mansfield, R.S. (2001). The value-added employee. (2nd ed.). Routledge.  Croucher, R.  & Brookes, M. (2009). 'German employers’ inputs to employee skills development. Industrial relations:' A Journal of Economy and Society. Vol. 48, No. 2, pp. 231-236. Social Science Research Network. Retrieved 09 July 2013 from:http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1394663.  Fouad, S., Hahm, E.  & Leisy, B. (2010). Managing today’s global workforce elevating talent management to improve business. Retrieved 09 July 2013 from:ww.ey.com/Publication/vwLUAssets/Managing_Todays_Global_workforce/$FILE/Managing_Todays_Global_workforce.pdf  Hall, P. (2013).  Next steps for refocusing vocational training Victoria – Supporting a modern workforce. Communications Division for Higher Education and Skills Group. Department of Education and Early Childhood Development. Melbourne.  Lyons, P. (2005). A robust approach to employee skill and knowledge development. Emerald. Bradford, England. http://www.voced.edu.au/content/ngv10071.  Saeed, M.M.   &  Shabir, S.(2013). 'The impact of training and development on employees’ skills enhancement and their subsequent intention to quit: The moderating role of perceived alternative job opportunities.' African Journal of Business Management. Vol. 7(13), pp. 1030-1034.DOI: 10.5897/AJBM11.520.Retrieved 09 July 2013 from:http://www.academicjournals.org/ajbm/PDF/pdf2013/7Apr/Saeed%20and%20%20Shabir.pdf.  Skills for improved productivity, employment growth and development.  (2008). International Labour Conference, 97th Session,  Report V. International Labour Office  Geneva.    www.theinternationaljournal.org > RJSSM: Volume: 03, Number: 09, January-2014    Page 172 Spencer, L. M. &   Spencer, S. M. (1993).Competence at work: Models for superior performance.  Wiley & Sons Publication.  Vocational education and training. (n. d.). Australian Government.Retrieved 09 July 2013 from: http://australia.gov.au/topics/education-and-training/vocational-education-and-training.  Wallace, R. E. (2006). Developing employees' attitudes is a must. Special.  Birmingham Business Journal. Retrieved 09 July 2013 from:http://www.osmconsulting.com/PDF%20-%20News%20Letters/Developing%20employees'%20attitudes%20is%20a%20must%20-%20Birmingham%20Business%20Journal.pdf    

Research framework on employee skills development through competency based curriculum and assessment

https://ro.uow.edu.au/cgi/viewcontent.cgi?article=1000&amp;context=uowcollege

Research framework on employee skills development through competency based curriculum and assessment

Abstract

Similar works

Full text

Available Versions

Research Online