SKILL CHARTS COMPILATION

1
SKILL CHARTS COMPILATION
INNOMET II Integrated human resources development
and monitoring system for adding innovation
capacity of labour force and entrepreneurs of the
metal engineering, machinery and apparatus sector

• Dr. Jüri Riives

2
Human Resources (HM)

• In most industries, it is now possible to buy on
  the international marketplace machinery and
  equipment that is comparable to that in place at
  the leading global firms. Access to machinery and
  equipment is not the differentiating factor.
  Ability to use it effectively is. A company that
  lost all of its equipment but kept the skills and
  know-how of its workforce could be back in
  business relatively quickly. A company that losts
  its workforce, while keeping its equipment, would
  never recover.
•  
• / Robert McLean, Performance Measures in the New
  Economy (The Premier's Council of Ontario,
  Ontario, Canada, 1995)/

3

• /Robert S. Kaplan, David P. Norton/

4
HR and Strategy Implementation

• Which strategic goals / objectives / outcomes are
  critical?
• What are performance drivers for each goal?
• How would we measure progress towards those
  goals?
• What are the barriers to the achievement for each
  goal?
• Is the HR function providing the company with the
  employee competencies and behaviours necessary to
  achieve these objectives?
• What needs to change?

5

• The culture of an organisation can be defined as
  a set of everyday values, beliefs, principles,
  attitudes of the people in an organisation.

6
Skill chart compositionDescription of the list
of skills and knowledge
7
Business chain Key processes
8
Two approaches
Criteria-centered approach
Person-centered approach
9
Skill chart

• Estimation of existing level ? EVALUATION
• During the evaluation a guess value will be
  assigned onto management of the organisation and
  its departments, and in another hand onto work
  places and performance of the people working
  there.
• During job evaluation will be estimated its
  complexity, specifity and relevance to
  organisation in terms of its objectives and task
  performing.
•  
• At evaluation of staff members will be estimated
  their performance appraisal, enabling to find
  correlation in terms of specific norms at
  completing tasks.

5
3
10
Assessment chain (from target to appraisal)
11

12
Skill chart composition
Skill chart
Estimations of needed level
I
II
13
Marketing
14
Purchasing
15
Product Development (PD)
16
Production Planning
17
Production