Skilled and experienced staff are vital in safety-sensitive industries, such as the oil and gas industry, where individuals interact with complicated machines and perform tough jobs on a daily basis. Compliance and competence are critical in this situation to ensure a safe working environment. Compliance refers to following set norms or specifications, whereas competence is made up of three components: skills, knowledge, and experience. Compliance and competence management services are provided by MSTS Asia to assist our customers in all elements of workforce compliance and competence. When it comes to compliance and competence, many people mistakenly believe that training and certification are equivalent to compliance and competence. Even though they are inextricably linked, they are not the same thing.
There are a variety of reasons why the departments in charge of these requirements are having difficulty establishing themselves as 'fit for the future.' Most organisations today believe that a high-performance culture is formed by finding and closing competency "gaps" versus mandatory compliance and competency standards as fast and cost-effectively as possible.
The traditional compliance and competency movement has placed a greater emphasis on the individual, with the belief that by helping individuals overcome their shortcomings and behaviours, the team as a whole will become stronger. However, this is erroneous thinking because it ignores the tremendous interaction effects that occur when complementary skills and capabilities are combined in a team.
Employees benefit from having a prescribed set of competences for their training and career growth, according to traditional techniques. People' career pathways are frequently plotted out in detail, with detailed competency development directories and training programmes aimed at 'grooming' employees in areas where they are judged to be 'falling short.'
The use of "Excel" as the primary instrument for assisting paperwork and tracking compliance and competence has become commonplace around the world. Naturally, Excel is quite adaptable, and any company can use it in its own unique way to keep track of things. These processes get increasingly complex and confusing as an organisation grows in size and maturity.
To this point, we've seen that businesses are confronted with a fast changing, and especially during this epidemic, very uncertain future in which they must devise a strategy to ensure market survival. The technology and potential included under the name "fourth industrial revolution" offer several opportunities while also posing certain obstacles. For example, new technologies have the potential to improve the production branch's efficiency and efficacy. However, before an organisation can benefit from the effects of digitalisation, new capabilities in how to handle new technology and devices must be developed.
In these times of global competition, it is more difficult than ever to stay a top player in a field where new companies with diverse business plans are continuously entering. Not imitable business concepts or products, but individual human capital management proficiency is the only way to secure a leadership position in a market. It's considerably more difficult to stay relevant and survive when a pandemic is still present. To identify each element as part of the compliance and competency requirement, a top-to-bottom assessment was required.
The availability of an organisational strategy and a future mission is critical to enabling this efficiency within a corporation. It will be impossible to extract deviations from the current state to the goal state, or even to derive relevant compliance and skills at all, unless the strategy is articulated in a detailed, well-founded manner. If these criteria are met, a closer examination of the infrastructure level can be undertaken.
Because there is often no precise description of how to deal with the compliance and competence management, establishing a full compliance and competence management framework on one's own might be difficult. There are numerous tools and technologies available today to assist organisations in managing their compliance and competency. When it comes to selecting a system, there are a few aspects to consider:
CUSTOMIZATION: Customization is essential for ensuring that the system meets your needs and is approved by personnel. Simple tweaks, such as customising certain terminology, to more significant alterations that personalise the competence management system are all possible. This will ensure that it is used on a daily basis and becomes an integral component of your company's operations.
INTEGRATION: It is critical to integrate the new compliance and competence management system seamlessly with existing processes and applications to enable a smooth implementation and a successful start.
EASE OF USE: A compliance and competence management system should make your life easier, thus a user-friendly interface should be a top priority. This improves the odds of a smooth and successful integration, as well as employee acceptance.
When it comes to building a compliance and competence management framework, organisations often feel overwhelmed because there is no information on how to deal with compliance and competence correctly. MSTS Asia strives to assist organisations at every stage of the process, from reviewing existing procedures to defining competencies and training goals, implementing the competence management framework, and obtaining the appropriate accreditation. Our compliance and competency management solution guarantees that businesses create the right structure and then keep it up to date in accordance with international standards.
Our compliance and competence management software programme is extremely adaptable and can be tailored to your organization's specific requirements. It's built to meet the standards of all major accreditation organisations.
The following are the key features of our compliance and competence management system:
- Compliance and competencies of your staff, as defined by your competency framework, may be tracked digitally and in real-time.
- Comprehensive data/evidence storage and audit capabilities, as well as end-to-end coverage of the assessment process.
- Using a custom app that can be used online or offline, a comprehensive digital examination can be performed.
- The system that is highly flexible and can be fully integrated with your existing framework
- Accreditation standards for the competence framework are met.
We constantly make care to fulfil the client's particular demands while developing a compliance and competence management system. As a result, it's critical to align goals and fundamental understandings to avoid misunderstandings.
Compliance and competency are continual processes that might be difficult to manage. It is critical in creating a safe workplace for the protection of employees, others, and the environment. As a result, businesses should take steps to guarantee that their employees are competent. A compliance and competence management system can help streamline the process while also increasing an organization's overall competence. The right implementation partner is critical: they provide guidance, assistance when issues emerge, and ensure that the new application fits seamlessly into old processes to make the transition as painless as possible.
It's difficult to strike the correct balance between defining compliance and competences in enough detail to be relevant while being simple enough to be applied in a digital solution. To avoid dissatisfaction, it's a good idea to clarify how the organisation understands and defines compliance and competencies, as well as what they want from a compliance and competence management system, ahead of time. This also aids in the decision-making process when selecting a competency solution.