Training & Development
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Competency
Functional competency is deemed to be when an employee is considered to have a set of skills and knowledge that matches or exceeds the documented expectations of a given position within a client’s organisation.
In order to assess the competency levels within a company, DEFT documents the organisational set up of the client’s company, in areas targeted by the client, and then assesses client’s personnel in the normal work environment and conditions, so as to establish whether personnel are in fact demonstrating and utilising knowledge and skills required and expected by the client’s organisation.
Once competency has been established, per client requirements, what follows is a high level oversight of what is involved in developing an effective and efficient training and development programme that assures both career advancement opportunities for the workforce but also cost and time efficient work processes for the client. The process, as outlined in DEFT’s training and development cycle graphic, is triggered by the client competency model, which initiates the process of building the workforce competency packages.
Gap Analysis
DEFT employs a variety of tools and techniques to effectively assess skills and knowledge gaps in individuals and/or groups within client organisations. Subsequent training and development programmes are devised based on gap analysis results leading to more effective knowledge acquisition by client’s personnel and a more cost effective utilization of clients’ training budgets.
Such skills based approached raises workforce motivation and interest while providing clients with the opportunity to cater for the training of both new hires, requiring basic level training inputs, and more experienced personnel requiring skills upgrades to facilitate career advancement or to meet new technical or technological advances in core fields.
Curriculum Development
DEFT’s Training Programmes are developed following exhaustive gap analysis of client’s personnel by position/role with skill or knowledge gaps identified. Each position/role is associated with a package of competencies (specific knowledge/skills) with any gaps assigned learning objectives where suitable learning tools are developed to achieve these objectives. Once learning content has been delivered utilizing appropriate channels, instructor lead, OJT, CBT, formal mentoring etc, identified gaps should have successfully been closed leading to a more competent and motivated workforce.
Training
Training is provided in various guises and developed per the specific requirements identified during gap analysis. Typical training areas are:
- Classroom
These are traditional instructor led classes, a proven means of delivering knowledge based Training Programmes. DEFT provides clients with instructional personnel who are subject matter experts with significant technical and training experience in their respective fields. - Simulation Training
These are primarily computer based Training Programmes (CBTs), either generic industry programmes or new DEFT developed CBTs based on client’s specific needs. Such training can be deployed on a self-user basis, instructor led or a mixture of both. - Workshop training
Building on the inputs received from both classroom and simulation training, client’s workers are provided with a more practical learning environment via practical exercise under the watchful tutelage of DEFT instructors. This type of training is particularly important for areas such as operations, electrical, mechanical, instrumentation etc where a ‘hands on’ approach is critical for trainees’ full understanding. - Facility specific training
Materials & Training developed and provided by DEFT for client’s personnel, either new hires or experienced workers moving to a new client facility, which provides facility-specific information on areas such as:
- Facility orientation/induction programme
- Health, Safety & Environment policies & procedures
- Operations and Maintenance procedures
- Process Trouble shooting
On the Job Training (OJT)
OJT focuses its attention the safe and effective transition of client’s personnel from the relatively safe, low risk environment of the training rooms and workshops to the more demanding and hazardous areas of actual operational work. During this phase of training under the tutelage of suitably qualified DEFT mentors and supervisors, trainees learn how to complete their assigned tasks in a safe and effective manner. The mentors and supervisors carefully monitor trainees’ progress during the OJT phase with a view to identifying and logging any knowledge or skills gaps, which in turn are addressed by DEFT’s development of additional training inputs to close such gaps.
At all stages, checks and assessment are built into the programme to ensure that training is having the desired effect, namely closing identified knowledge and skill gaps and/or enabling employee career advancement.