The significance of Skills Recognition to organisational success

The Skills Recognition framework contains a structured method and series of enabling tools, resources and processes that can assist in other areas of workforce development.

These may include recognising competence in special areas such as train drivers; recognising qualifications and competencies in the area of leadership; blending Skills Recognition processes with HR developmental tools such as mentoring and coaching; using technology and simulation to recognise competence; and making the organisation more attractive to talented people who would be encouraged by the prospect of gaining Skills Recognition.

The Skills Recognition framework can further assist in identifying learning and development needs, thereby supplementing performance development discussions.  

Who is likely to want Skills Recognition?

Part of the Skills Recognition process involves first gaining a strategic understanding of why skills recognition is important and which groups of employees or individuals are most likely to benefit. Rail organisations are unlikely to engage in Skills Recognition if there is no need or benefit. This means assessing the demand for Skills Recognition before embarking on an implementation journey.                          

Who is likely to want Skills Recognition?

Drivers

Train drivers who have worked elsewhere in very similar environments may feel that her skills, or some of their skills, are suffice for the task in hand

Engineers

Apprentice trained engineers may feel that their qualifications and experience may have equivalence across industrial sectors or job boundaries

Administration support

Recognition for administration and organisational skills gained in another environment

Migrant workers

Qualifications obtained in another country

Returning workers

Recognition for some or all qualifications and  experience gained in previous years, but still of relevance in the workplace today

Managers

For generic an social skills, irrespective of the context

Long term workers

Need for a recognised qualification to formalise recognition of tacit skills and knowledge

Lateral transitions

Recognition of qualifications and skills from one career role to another

Gaining recognition for knowledge and skills achieved elsewhere is a powerful motivator and not surprisingly plays a significant role in building positive workplace relations and employee engagement.