The demand for maintenance professionals able to perform the most simple and routine activities is far greater than the demand for skilled professionals capable of performing more complex maintenance tasks.
• The natural path for any professional skills development program is to start with acquiring the basic skills and gradually developing the more complex and specialised skill-set overtime.
The HuMAINTENANCE Competence Creation Program
builds on this basic principle when creating a critical mass of relevant maintenance skill-sets amongst a labour force in a structured manner, which:
• Significantly increases retained competence
• Reduces the cost of ineffective training, re-training, equipment damage and downtime.
Considering Necessary Details For Credit Risk FRM Part II.For more information on this video, and to sign-up for our 10-day Free CFA Course click here:-http://www.edupristine.com/courses/frm-garp-financial-risk-manager/frm-level-ii-trainings/
To know more about these trainings, do contact us at -M: +91 80800 05533
The Civil Air Patrol Professional Development Program has five levels: Foundations, Technical Training, Management, Command and Staff, and Executive. Level I Foundations is mandatory and involves completing courses on history, policies, customs and courtesies. Level II Technical Training focuses on earning ratings in specialty tracks. Level III Management prepares members for wing-level roles with management experience and conference attendance. Level IV Command and Staff requires command/staff experience, specialty track mastery, and professional military education. Level V Executive is the highest level preparing members for national leadership through advanced experience and education requirements.
This document provides an agenda for a seminar on quantitative analysis for the FRM exam. It lists topics that will be covered including probability distributions and key concept checkers. It also discusses Pristine, the company providing the seminar, which was founded by professionals to create world-class risk management professionals. Pristine is an authorized training provider for several certifications and has trained over 1000 students. It utilizes topic experts and both classroom and online delivery methods to improve learning.
The document discusses the growing need for skilled workers in India's retail industry. It notes that the organized retail sector is a Rs 200,000 Cr business growing over 40% annually, and will require 210,000 new customer sales associates by 2012. However, over 73% of retail managers report a significant shortage of necessary store-level skills. The proposal aims to address this shortage through a partnership between City & Guilds and Manipal Education to develop vocational training qualifications tailored to the retail industry. The first qualification, a 125-hour Level 1 Certificate in Retail Skills, would teach essential customer service and store operations skills to entry-level retail workers.
The document provides an agenda for a seminar on Value-at-Risk (VaR) trainings by Pristine Careers. The agenda includes an introduction to Pristine Careers, an overview of the FRM examination structure, an introduction to VaR including calculating simple VaR and VaR for linear and non-linear assets, registration information, and details on the next seminar. Pristine Careers is an authorized training provider for financial risk certification exams and programs.
This document provides an agenda for a seminar on quantitative analysis for the FRM exam. It lists topics that will be covered including probability distributions and key concept checkers. It also discusses Pristine, the company providing the seminar, which was founded by professionals to create world-class risk management professionals. Pristine is an authorized training provider for several certifications and has trained over 1000 students. It utilizes topic experts and both classroom and online delivery methods to improve learning.
The document discusses the program structures for AIESEC India. It outlines the goals of establishing the right teams based on focus areas to make programs successful. It emphasizes having enough talent for each program and function. The document then provides details on the proposed team structures and roles for outgoing and incoming global internship programs, including responsibilities and skills required for different leadership positions. The goal is to deliver high quality experiences and meet annual targets for internships.
The document discusses performance management systems at Accor hotels. It describes Accor's strategy of measuring, rewarding, and developing employees at all levels. Specific programs for Novotel brands include Move Up, which uses competency-based training, assessments, and development opportunities to help employees advance in their careers. Senior management competencies are also identified and leaders are put through assessment centers. The performance systems aim to structure the business, support career growth, improve retention, and control costs.
Considering Necessary Details For Credit Risk FRM Part II.For more information on this video, and to sign-up for our 10-day Free CFA Course click here:-http://www.edupristine.com/courses/frm-garp-financial-risk-manager/frm-level-ii-trainings/
To know more about these trainings, do contact us at -M: +91 80800 05533
The Civil Air Patrol Professional Development Program has five levels: Foundations, Technical Training, Management, Command and Staff, and Executive. Level I Foundations is mandatory and involves completing courses on history, policies, customs and courtesies. Level II Technical Training focuses on earning ratings in specialty tracks. Level III Management prepares members for wing-level roles with management experience and conference attendance. Level IV Command and Staff requires command/staff experience, specialty track mastery, and professional military education. Level V Executive is the highest level preparing members for national leadership through advanced experience and education requirements.
This document provides an agenda for a seminar on quantitative analysis for the FRM exam. It lists topics that will be covered including probability distributions and key concept checkers. It also discusses Pristine, the company providing the seminar, which was founded by professionals to create world-class risk management professionals. Pristine is an authorized training provider for several certifications and has trained over 1000 students. It utilizes topic experts and both classroom and online delivery methods to improve learning.
The document discusses the growing need for skilled workers in India's retail industry. It notes that the organized retail sector is a Rs 200,000 Cr business growing over 40% annually, and will require 210,000 new customer sales associates by 2012. However, over 73% of retail managers report a significant shortage of necessary store-level skills. The proposal aims to address this shortage through a partnership between City & Guilds and Manipal Education to develop vocational training qualifications tailored to the retail industry. The first qualification, a 125-hour Level 1 Certificate in Retail Skills, would teach essential customer service and store operations skills to entry-level retail workers.
The document provides an agenda for a seminar on Value-at-Risk (VaR) trainings by Pristine Careers. The agenda includes an introduction to Pristine Careers, an overview of the FRM examination structure, an introduction to VaR including calculating simple VaR and VaR for linear and non-linear assets, registration information, and details on the next seminar. Pristine Careers is an authorized training provider for financial risk certification exams and programs.
This document provides an agenda for a seminar on quantitative analysis for the FRM exam. It lists topics that will be covered including probability distributions and key concept checkers. It also discusses Pristine, the company providing the seminar, which was founded by professionals to create world-class risk management professionals. Pristine is an authorized training provider for several certifications and has trained over 1000 students. It utilizes topic experts and both classroom and online delivery methods to improve learning.
The document discusses the program structures for AIESEC India. It outlines the goals of establishing the right teams based on focus areas to make programs successful. It emphasizes having enough talent for each program and function. The document then provides details on the proposed team structures and roles for outgoing and incoming global internship programs, including responsibilities and skills required for different leadership positions. The goal is to deliver high quality experiences and meet annual targets for internships.
The document discusses performance management systems at Accor hotels. It describes Accor's strategy of measuring, rewarding, and developing employees at all levels. Specific programs for Novotel brands include Move Up, which uses competency-based training, assessments, and development opportunities to help employees advance in their careers. Senior management competencies are also identified and leaders are put through assessment centers. The performance systems aim to structure the business, support career growth, improve retention, and control costs.
Global recruiter summit lander associates presentationLander Consultancy
From quality on-boarding of new talent and focussed growth of high performing management teams, to creating effective development programmes and growing the next vital generation of leaders – how do you formulate a cohesive approach within a sensible budget, across multiple geographic locations with diverse cultures which will not only up skill your entire workforce but help to engage them resulting in improved attraction, retention and overall performance results? Fiona Lander of Lander Associates explains.
IPMA Líder Mundial em Certificação Baseada em CompetênciasIPMA BRASIL
A IPMA é o líder mundial em certificação de profissionais e gestão de projetos através de seu modelo sistema universal de certificação, com base em um esquema de quatro níveis (4-L-C) e globalmente aceito.
The document discusses the People Capability Maturity Model (PCMM), which is a framework for improving an organization's human resource practices. It describes PCMM as a conceptual model developed by the Software Engineering Institute to help organizations continuously improve how they attract, develop, motivate and retain employees. The document outlines the five levels of PCMM and lists some example process areas and benefits of adopting PCMM, such as improving ability to attract and retain talent and enhancing business performance. It also provides some case studies reporting positive results from companies that implemented PCMM.
The document provides information about short courses offered by the Saudi Logistics Academy (SLA) including:
- SLA aims to develop tailored training programs and short courses to meet the needs of the logistics and transport industry in Saudi Arabia.
- Short courses are offered in areas like transport and logistics operations, import and export operations, and supply chain management.
- Courses range from 12 weeks and provide certifications from the Institute of Supply Chain Management and English language training.
The document is an agenda for a seminar on CFA Level II Equity Investments held in June 2011. The agenda covers an introduction, understanding the CFA exam structure, an introduction to equity investments including valuation concepts and calculations of free cash flow to the firm (FCFF) and weighted average cost of capital (WACC). It also lists the presenter's contact information.
This document provides an agenda for a seminar on financial reporting and analysis for the CFA Level I exam in June 2011. It lists topics that will be covered, including an introduction, the balance sheet, advanced concepts, and contact information. It also provides information about Pristine, the organization providing the seminar materials and training. Pristine was founded by professionals to create world-class finance professionals through innovative content delivery and training methodologies. Pristine is an authorized training provider for several financial certifications.
The document outlines a coaching program with various activities to develop different types of leaders, including training classes, consulting, mentoring, and therapy sessions. The training and coaching program for Syariah includes classes on topics like becoming an agent, closing sales, basic and advanced Syariah knowledge, personal development, and certification. The classes have durations ranging from half days to two days and target participants at different levels from new agents to top producers and trainers.
The document introduces an e-portfolio tool called Assessment Manager that can:
1) Manage the assessment process for qualifications by tracking learner progress, assigning assessments, and providing reporting.
2) House full qualification structures and unit standards and allow assessors to mark assessments online.
3) Accommodate the three different forms of assessment (knowledge & theory, practical skills, work experience) required by the Quality Council for Trades and Occupations (QCTO).
The document discusses expectations for a study visit on quality and holistic approaches to environmental education. It outlines how environmental awareness is considered in vocational training systems in different countries and how to develop sustainability across curriculums. It also discusses implications for managing training centers and nature-based learning opportunities. The document then provides an overview of Spain's vocational training system and proposes quality criteria and indicators for assessing environmental awareness training.
Performance management aims to achieve organizational goals consistently through regular feedback on both results and behaviors. It can be made more effective by linking individual goals to business plans, focusing on both results and behaviors, providing regular reviews and updates, and training managers to give valid and unbiased feedback. Integrating competencies supports feedback on how work was performed. A phased implementation approach is recommended, starting with the basics of goal-setting and feedback before integrating competencies.
Leaping Point Consulting provides strategic consulting services to help clients achieve quantum leaps in business performance. They focus on performance improvement through expertise in execution and turnarounds. Their approach involves a staged capability building plan over four years to drive innovative growth strategies, lean operations excellence, and M&A/IPO opportunities. They have specific service offerings tailored for clients at different growth stages.
This document discusses sustaining sales force capability improvements through ongoing training and development. It emphasizes assessing current skills and processes, customizing training programs, and measuring impact. Key steps include diagnosing needs, reviewing solutions, initiating training, verifying implementation of action plans, and embedding skills long-term. Sustained capability enhancement is a journey that requires thorough preparation, focused follow-up, and proving the value of investment through performance impact. Senior leadership support, cross-functional experts, customized materials, and clear post-training plans are cited as critical success factors.
Business Impact is a training company that aims to improve business skills and embed a culture of continuous improvement. They work with companies from various sectors to upskill employees through training programs, with the goal of increasing productivity, efficiency, and competitiveness. Their lean training programs help manufacturing and non-manufacturing companies achieve improvements. Business Impact also offers apprenticeship and NVQ programs in various areas like customer service, business administration, warehousing, and IT. They claim to help businesses introduce improvements, increase profitability, and establish an improvement culture through long-term business improvement programs.
The document outlines the training process at VRG Dongwha, including planning training, assessing needs, designing programs, delivering instruction, and evaluating effectiveness. It describes specific training programs conducted by VRG Dongwha on topics like first aid, fire safety, and labor safety. The summary also explains that on-the-job training is a common method used at all levels of the organization to teach employees job skills through real work experiences under supervision.
Corporate Training Solutions, Bangalore and South Indian LocationsSiddharthan VGJ
Corporate Training solutions and Open workshops in Bangalore. We offer over 30 comprehensive training programs and 2 open workshops. The programs can be offered across south india locations
The document summarizes key aspects of vocational education and training in Germany, known as the dual system. It discusses:
- The dual system involves alternating periods of training at vocational schools and companies, guided by training contracts between apprentices and employers.
- Over 350 occupational profiles exist across industries, developed by social partners and coordinated by a federal institute.
- Apprenticeships typically last 3-3.5 years and involve both practical workplace training and 12 hours per week of theoretical training.
- The dual system is regulated by national laws and helps ensure qualified and competent workers for Germany's economy.
This document discusses the core competencies that apprentices should focus on developing in their training programs. It identifies five key competencies: 1) technical skills in their chosen trade, 2) problem-solving and critical thinking abilities, 3) communication skills, 4) adaptability and flexibility, and 5) professionalism and a strong work ethic. Developing these competencies is crucial for apprentices to succeed in their programs and careers.
The building and extending skills training projectalinesimo
The Building and Extending Skills Training (BEST) Project aimed to reform Jordan's Technical Vocational Education and Training (TVET) system to better meet the needs of employers and address high youth unemployment. Over four years, the project developed competency profiles for in-demand fields, designed new 2-year diploma programs, delivered hands-on training to 180 participants, and obtained feedback from employers and trainees. Key elements of its successful model included conducting needs assessments with industry advisory committees, translating validated competency profiles into curriculum, and building meaningful relationships between education and industry stakeholders.
As businesses strive to increase competiveness in the new world economy, management can’t afford to waste their budget on one-size-fits-all packages. Training that’s poorly suited to learners’ needs falls flat. Competency-based training, in contrast, leverages existing skills, provides custom training for learners on the job and comes far closer to alignment with corporate goals. In this article, learn how you can renovate your workforce with training that zeros in on employee roles, areas of expertise and functional competencies.
The document describes the Post Graduate Program in Service Management (PGPSM) offered by the Institute of Customer Experience Management (ICEM). Some key details:
- The 15-month program aims to create 100% employment-ready professionals through a curriculum that is 65% practical (including a 16-week industry internship) and 35% theory.
- The curriculum covers developing the necessary mindset, skillset and knowledge for a career in customer service, and includes modules designed by industry leaders in verticals like banking, retail and telecom.
- Students will receive certifications in customer service and leadership, and will gain hands-on experience managing customer contact channels through the COPC Inc. process excellence curriculum
Global recruiter summit lander associates presentationLander Consultancy
From quality on-boarding of new talent and focussed growth of high performing management teams, to creating effective development programmes and growing the next vital generation of leaders – how do you formulate a cohesive approach within a sensible budget, across multiple geographic locations with diverse cultures which will not only up skill your entire workforce but help to engage them resulting in improved attraction, retention and overall performance results? Fiona Lander of Lander Associates explains.
IPMA Líder Mundial em Certificação Baseada em CompetênciasIPMA BRASIL
A IPMA é o líder mundial em certificação de profissionais e gestão de projetos através de seu modelo sistema universal de certificação, com base em um esquema de quatro níveis (4-L-C) e globalmente aceito.
The document discusses the People Capability Maturity Model (PCMM), which is a framework for improving an organization's human resource practices. It describes PCMM as a conceptual model developed by the Software Engineering Institute to help organizations continuously improve how they attract, develop, motivate and retain employees. The document outlines the five levels of PCMM and lists some example process areas and benefits of adopting PCMM, such as improving ability to attract and retain talent and enhancing business performance. It also provides some case studies reporting positive results from companies that implemented PCMM.
The document provides information about short courses offered by the Saudi Logistics Academy (SLA) including:
- SLA aims to develop tailored training programs and short courses to meet the needs of the logistics and transport industry in Saudi Arabia.
- Short courses are offered in areas like transport and logistics operations, import and export operations, and supply chain management.
- Courses range from 12 weeks and provide certifications from the Institute of Supply Chain Management and English language training.
The document is an agenda for a seminar on CFA Level II Equity Investments held in June 2011. The agenda covers an introduction, understanding the CFA exam structure, an introduction to equity investments including valuation concepts and calculations of free cash flow to the firm (FCFF) and weighted average cost of capital (WACC). It also lists the presenter's contact information.
This document provides an agenda for a seminar on financial reporting and analysis for the CFA Level I exam in June 2011. It lists topics that will be covered, including an introduction, the balance sheet, advanced concepts, and contact information. It also provides information about Pristine, the organization providing the seminar materials and training. Pristine was founded by professionals to create world-class finance professionals through innovative content delivery and training methodologies. Pristine is an authorized training provider for several financial certifications.
The document outlines a coaching program with various activities to develop different types of leaders, including training classes, consulting, mentoring, and therapy sessions. The training and coaching program for Syariah includes classes on topics like becoming an agent, closing sales, basic and advanced Syariah knowledge, personal development, and certification. The classes have durations ranging from half days to two days and target participants at different levels from new agents to top producers and trainers.
The document introduces an e-portfolio tool called Assessment Manager that can:
1) Manage the assessment process for qualifications by tracking learner progress, assigning assessments, and providing reporting.
2) House full qualification structures and unit standards and allow assessors to mark assessments online.
3) Accommodate the three different forms of assessment (knowledge & theory, practical skills, work experience) required by the Quality Council for Trades and Occupations (QCTO).
The document discusses expectations for a study visit on quality and holistic approaches to environmental education. It outlines how environmental awareness is considered in vocational training systems in different countries and how to develop sustainability across curriculums. It also discusses implications for managing training centers and nature-based learning opportunities. The document then provides an overview of Spain's vocational training system and proposes quality criteria and indicators for assessing environmental awareness training.
Performance management aims to achieve organizational goals consistently through regular feedback on both results and behaviors. It can be made more effective by linking individual goals to business plans, focusing on both results and behaviors, providing regular reviews and updates, and training managers to give valid and unbiased feedback. Integrating competencies supports feedback on how work was performed. A phased implementation approach is recommended, starting with the basics of goal-setting and feedback before integrating competencies.
Leaping Point Consulting provides strategic consulting services to help clients achieve quantum leaps in business performance. They focus on performance improvement through expertise in execution and turnarounds. Their approach involves a staged capability building plan over four years to drive innovative growth strategies, lean operations excellence, and M&A/IPO opportunities. They have specific service offerings tailored for clients at different growth stages.
This document discusses sustaining sales force capability improvements through ongoing training and development. It emphasizes assessing current skills and processes, customizing training programs, and measuring impact. Key steps include diagnosing needs, reviewing solutions, initiating training, verifying implementation of action plans, and embedding skills long-term. Sustained capability enhancement is a journey that requires thorough preparation, focused follow-up, and proving the value of investment through performance impact. Senior leadership support, cross-functional experts, customized materials, and clear post-training plans are cited as critical success factors.
Business Impact is a training company that aims to improve business skills and embed a culture of continuous improvement. They work with companies from various sectors to upskill employees through training programs, with the goal of increasing productivity, efficiency, and competitiveness. Their lean training programs help manufacturing and non-manufacturing companies achieve improvements. Business Impact also offers apprenticeship and NVQ programs in various areas like customer service, business administration, warehousing, and IT. They claim to help businesses introduce improvements, increase profitability, and establish an improvement culture through long-term business improvement programs.
The document outlines the training process at VRG Dongwha, including planning training, assessing needs, designing programs, delivering instruction, and evaluating effectiveness. It describes specific training programs conducted by VRG Dongwha on topics like first aid, fire safety, and labor safety. The summary also explains that on-the-job training is a common method used at all levels of the organization to teach employees job skills through real work experiences under supervision.
Corporate Training Solutions, Bangalore and South Indian LocationsSiddharthan VGJ
Corporate Training solutions and Open workshops in Bangalore. We offer over 30 comprehensive training programs and 2 open workshops. The programs can be offered across south india locations
The document summarizes key aspects of vocational education and training in Germany, known as the dual system. It discusses:
- The dual system involves alternating periods of training at vocational schools and companies, guided by training contracts between apprentices and employers.
- Over 350 occupational profiles exist across industries, developed by social partners and coordinated by a federal institute.
- Apprenticeships typically last 3-3.5 years and involve both practical workplace training and 12 hours per week of theoretical training.
- The dual system is regulated by national laws and helps ensure qualified and competent workers for Germany's economy.
This document discusses the core competencies that apprentices should focus on developing in their training programs. It identifies five key competencies: 1) technical skills in their chosen trade, 2) problem-solving and critical thinking abilities, 3) communication skills, 4) adaptability and flexibility, and 5) professionalism and a strong work ethic. Developing these competencies is crucial for apprentices to succeed in their programs and careers.
The building and extending skills training projectalinesimo
The Building and Extending Skills Training (BEST) Project aimed to reform Jordan's Technical Vocational Education and Training (TVET) system to better meet the needs of employers and address high youth unemployment. Over four years, the project developed competency profiles for in-demand fields, designed new 2-year diploma programs, delivered hands-on training to 180 participants, and obtained feedback from employers and trainees. Key elements of its successful model included conducting needs assessments with industry advisory committees, translating validated competency profiles into curriculum, and building meaningful relationships between education and industry stakeholders.
As businesses strive to increase competiveness in the new world economy, management can’t afford to waste their budget on one-size-fits-all packages. Training that’s poorly suited to learners’ needs falls flat. Competency-based training, in contrast, leverages existing skills, provides custom training for learners on the job and comes far closer to alignment with corporate goals. In this article, learn how you can renovate your workforce with training that zeros in on employee roles, areas of expertise and functional competencies.
The document describes the Post Graduate Program in Service Management (PGPSM) offered by the Institute of Customer Experience Management (ICEM). Some key details:
- The 15-month program aims to create 100% employment-ready professionals through a curriculum that is 65% practical (including a 16-week industry internship) and 35% theory.
- The curriculum covers developing the necessary mindset, skillset and knowledge for a career in customer service, and includes modules designed by industry leaders in verticals like banking, retail and telecom.
- Students will receive certifications in customer service and leadership, and will gain hands-on experience managing customer contact channels through the COPC Inc. process excellence curriculum
Wizcare is a consultancy that offers total recruitment solutions including staffing, recruiting, training, and HR consulting, with the mission of providing the right resources at the right time to maximize client satisfaction. Their vision is to be a best-in-class organization delivering staffing and recruitment solutions to satisfied customers and empowered employees. The document outlines their objectives, services, and recruiting process which includes attracting candidates, assessing skills, and negotiating acceptance.
Tree Consultancy Services Summer Training/InternshipTaniya Parmar
TREE CONSULTANCY SERVICES IS INDIA BASED COMPANY, PROVIDING IT SERVICES TO ITS CLIENTS. WE ENSURE THE HIGHEST LEVEL OF CERTAINTY AND SATISFACTION THROUGH COMMITMENT TO OUR CLIENTS. WE HAVE COMPREHENSIVE EXPERTISE IN WEB, DIGITAL, GRAPHICS, BUSINESS SOLUTIONS AND TRAINING.
Business Impact UK Ltd are experts in delivering Apprenticeships nationwide.
This mini portfolio outlines the current Intermediate and Advanced Apprenticeships we deliver in this area.
If you are interested in taking on an Apprentice in this area or have current staff you'd like to develop please contact Gemma on 0800 9778566 or email apprenticeships@businessimpactuk.com
Skyrocket training provides top notch quality, cost effective, short courses to corporates and individuals. Flexible enough to assist in implementation of corporates Training plans as well as to manage last minute requirements
Our Trainers are top quality, multilingual, and we take quality assurance very seriously to ensure you get the most of our Training
NHRDN Virtual Learning Session on Integrating Learning & Performance for Busi...National HRD Network
The document provides an overview of integrating learning and performance for business excellence. It discusses key areas such as integrating training into becoming a value rather than a cost to the organization. The role of trainers and linking performance management and training measurement is also covered. Finally, it emphasizes the importance of training, performance management, benchmarking and continuous improvement for achieving business goals.
The document outlines a career ladder program for an organization. The program aims to (1) recognize employee accomplishments, (2) provide career paths, and (3) apply consistent criteria for job levels and compensation. It establishes multiple career levels within different job families and outlines how employees can be promoted based on meeting competency standards. Governance of the program involves leadership approval of promotions and compensation reviews at each level.
The document discusses the Team Member Program (TMP) run by AIESEC India. The TMP aims to provide practical team experience and leadership development for young people. It is AIESEC's largest program and drives performance in other programs like the Global Internship Program and Global Talent Program. The TMP is designed to meet organizational goals while developing entrepreneurship and responsibility in team members over a set duration. AIESEC creates strong team experiences to meet both individual needs of members and organizational needs.
Similar to Humaintenance competence creation program (20)
1. !
HuMAINTENANCE™ !
Competence creation program!
HuCOMPETENCE™, HuPRODUCTION™, HuMAINTENANCE™, HuABILITY™ and accompanied logos are trademarks of HuMINE Resources Inc. All rights reserved 2012
2. HuMAINTENANCE !
Competence Creation Program!
The demand for maintenance professionals able to perform the most simple and routine activities is
far greater than the demand for skilled professionals capable of performing more complex
maintenance tasks.
• The natural path for any professional skills development program is to start with acquiring the
basic skills and gradually developing the more complex and specialised skill-set overtime.
The HuMAINTENANCE Competence Creation Program
builds on this basic principle when creating a critical mass of
relevant maintenance skill-sets amongst a labour force in a
structured manner, which:
• Significantly increases retained competence
• Reduces the cost of ineffective training,
re-training, equipment damage and downtime.
3. HuMAINTENANCE !
Competence Creation Program!
• The skills-sets required to perform all maintenance tasks
are mapped and grouped into different expertise levels,
ranging from the fundamental skill-sets required for 10 years
Specialist
simple tasks, through to the more complex undertakings. 8 years Technician
7 years
Technician
Level III
• HuMAINTENANCE’s pragmatic approach ensures that 5 years
the beginner will as soon as possible be able to perform
4 years
Technician
3 years Level II
some maintenance activities.
Technician
2 years
As the beginner acquires skill-sets to perform basic 1 year Level I
maintenance activities, he/she is integrated into the team
and starts to perform basic tasks, which gives them the
opportunity to practice & consolidate the skills acquired.
4. HuMAINTENANCE !
Competence Creation Program!
As the trainee/technician effectively proves that the acquired skills is being deployed correctly, the
program is able to gauge the strengths/weaknesses of each individual member and graduate the
person at current levels, qualifying him/her to acquire subsequent more complex skill-sets.
5. HuMAINTENANCE !
Competence Creation Program!
• The Skills at each, or all levels can be introduced through a range of means, including:
– Traditional training,
– On the Job Training / Mentoring
– Self-training, etc..
• As the the skills are acquire, the technician will be assessed to prove that he/she has the ability to
perform the tasks without supervision.
• When the technician completes, and is certified to have retained and applied a set of skills of any
given sub-level he/she is able to start acquiring competencies for subsequent levels.
• When the technician completes, and is certified to have retained and applied a certain Expertise
Level at different degrees of satisfaction, he/she is able become a candidate for promotion, based
on work performance.
The HuMAINTENANCE program should directly correlate with a Career and Compensation Plan.
6. On The Job Training & Mentoring!
• OJT is more suitable for a competence acquisition model than for traditional classroom training.
• OJT is conducted by Mentors, who can be a range of individuals qualified for a specific type of
training such as:
– Higher graduated / experienced technicians
– Junior engineers
– Supervisors
• The Mentoring approach promotes:
– Preparation of future leadership candidates
– Knowledge and experience sharing, benefiting both the mentor and trainee.
– Multiplies available training resources
– Develops training qualifications amongst a broader base of the overall team.
7. HuMINE People Selection!
How do you select the right individual to undergo an expensive training program,
with no previous experience in mining, construction or any other industrial activity,
whom will successfully be able to absorb the training and subsequently apply the
skill-sets safely and in sync with the overall operative goals?
!
• Mechanical systems understanding.
• Ability to handle metrics, conversions and math concepts.
• Ability to understand diagrams and schematics.
• Spatial perception.
• Logical thinking.
• Risk perception.
• Decision making.
• Leadership.
8. Competence Creation & !
Career Path Synchronization!
• Promote the individuals ownership of his/hers career path through skill acquisition, application &
transparency.
• Corporate recognition of competence acquisition & accountable application.
• Simplified and business focused Salary Level 6
Small salary
career & compensation management. increments, Salary Level 5
SKILLS
no promotion SKILLS
Salary Level 4
SKILLS
Promotion + Sensitive Salary Increment Serviceman Level II
Salary Level 3
Small salary SKILLS
increments, Salary Level 2
no promotion SKILLS
Salary Level 1 SKILLS
Serviceman Level I