The typical small to medium enterprise (SME) is resource constrained. However, they are measured on the same scale(s) of knowledge and performance expectations as larger competitors. They are strictly governed in terms of monitoring and maintaining those core competencies. A task which on its own can be challenging to manage. Certainly when you consider that those mandates are coming from Federal and State Government as well as industry bodies. And new competition is emerging from everywhere, squeezing margins.
A key need for SME’s then, is to win a high percentage of customer enquiry and convert to sale, or the cost of ‘inquiry to sale conversion’, becomes too high. So, creating and maintaining high level capabilities, clear process management, managed and monitored education, and communication channels, becomes the key to winning more often.
The best way to effectively manage all these rules is to develop a managed competency plan. At a high level this plan might look like:
- Define and manage competencies and certifications for every employee and team member
- Keep a running history of competency changes, specific requirements and certifications
- Outline every aspect your company needs to maintain competencies for full compliance
- Keep a running history of competency changes, certifications and course performance for every employee
- Encourage employees to stay on top of industry best practices
- Track legal requirements for specific employee positions
- Monitor compliance with individual employee certifications
To maintain competitiveness, it becomes critical that each participant in the business process is measured in the same way:
- Compare current competencies against a defined competency framework
- Identify competency gaps and recommend training and certification to resolve those gaps
- Specify each job and role with required competencies
- Create competency plans by business unit and individual
- Automatically kick off an automated course enrollment to fill competency gaps and track results
Using a simple to mange LMS platform like the on-premises LMS365 as an integral component of your Microsoft suite of software, means businesses of all sizes can create and implement a comprehensive competency management strategy. It all starts with establishing an organisational structure that can easily and realistically be managed on a day-to-day basis. All done using familiar tools and interfaces. An LMS is the best way for corporations to measure employees’ skill levels. It is a cost-effective method that will also help with competency frameworks, time management and scheduling conflicts.
Above all, the plan will identify competency gaps so your company is not penalised for letting certifications or competencies ‘fall through the cracks’. “I didn’t know” is not a response that governmental regulators like to hear.
Making your competency plan a core part of your business, will not only allow you to identify gaps in competency, but find ways to address them as well. LMS365 will point out competency gaps and automatically enroll employees in required courses to fill in the gaps.
The program’s management capabilities allow company managers to keep track of individual employees at any given moment. This is a great tool that can assist with performance reviews as well.
So you can stop worrying about what is coming down the competency pipeline next. The pipe-line that should still get attention is the leads and inquiries, make sure you have resources that are skilled and ready to deal with those. LMS365 is designed to produce results, and that’s exactly what you will get with a high quality Learning Management System LMS 365.
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