Planning competence development Clause Samples
Planning competence development. The parties recommend that employee development is planned in connection with regular appraisal interviews. It is a good idea to plan and hold employee appraisal interviews using www. samtalens123.d▇, ▇ ▇▇▇▇ ▇▇▇▇▇oped by the parties under the auspices of the Edu- cation and Cooperation Fund. It is also recommended that, when planning skills development, the starting point should be the employee’s employment situation, age and seniority, and it is recommended that personal development targets be set for the individual employee. Employees can have their participation in in-company courses and other qualify- ing activities recorded officially. Frameworks and principles for systematic education planning and competence development can be discussed in one or more of the following ways: • Between the individual employee and the organisation • In collaboration with an education contact person appointed from among the employees • In a joint education committee • In a works council
Planning competence development. The parties recommend that employee development is planned in connection with regular appraisal interviews. It is also recommended that the planning of competence development is based on the employee's job situation, age and seniority, and it is recommended that personal development goals are set for each employee. Employees can have their participation in in-company courses and other qualify- ing activities recorded officially. Frameworks and principles for systematic education planning and competence development can be discussed in one or more of the following ways: • between the individual employee and the organisation • in collaboration with an education contact person appointed from among the employees • in a joint education committee • In a works council
Planning competence development. The parties recommend that employee development is planned in connec- tion with regular appraisal interviews. The parties recommend that for unskilled employees with more than 4 years' seniority in retail, an Individual Competence Assessment (Individuel Kompetence Afklaring (IKA)) should be carried out at a vocational school in preparation for an appraisal interview. It is also recommended that the planning of competence development is based on the employee's job situation, age and seniority, and it is recom- mended that personal development goals are set for each employee. Employees can have their participation in in-company courses and other qualifying activities recorded officially. In the company's works council, frameworks and principles for education and development can be discussed. Such frameworks and principles should also be established in organisations without works council, for example by setting up an education committee.