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Elements and Performance Criteria

1. Determine current skill requirements for employees
   • Establish range and stage of implementation of competitive systems and practices techniques in the organisation
2. Consult with stakeholders on skill requirements for effective implementation of competitive systems and practices techniques used in the organisation
3. Ensure records of skill mix currently required by employees are maintained in accordance with procedures
4. Re-assess and monitor the skills required by employees as organisation requirements change
5. Consult with stakeholders to predict new skill requirements arising from changes to products, processes, equipment or work organisation
6. Determine current skill mix of employees
   • Ensure current records of skill profile of individuals are maintained
7. Consult with stakeholders and monitor the application of these skills in the workplace to ensure they remain current and valid
8. Compare the actual and required skill mix for employees
9. Plan for skill development
   • Consult with employees and identify mismatch between skills possessed and used and skills required
10. Identify new skills required due to anticipated changes
11. Consult with stakeholders to determine the best way to refresh existing skills and develop new skills
12. Develop individual skill development programs
13. Ensure skill development arrangements are implemented in accordance with procedures
14. Forecast possible future skill needs
    • Examine strategic directions of organisation
15. Discuss possible future directions with stakeholders
16. Determine possible long-term future skill requirements in consultation with stakeholders
17. Write plan to implement ongoing skill development to meet future skill requirements

Range Statement

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