Technical Competency Development Is the Key to Progress in Energy Production Institutions
Competent labor is the most important factor in the success of global energy production institutions, and has to be considered one of the most important fixed assets that determine the economic value of companies and institutions around the world. Therefore, preparing a competent and well-trained workforce team has a top priority for the leaders of major energy production institutions worldwide. Since the importance of competency development is a great issue and has a valuable economic return, as the human workforce competency will ensure the application of the highest standards of quality inside well-reputed organizations, as well as reduce incidents that harm individuals and the environment alike. This developed competency will also lead to rationalization of spending and maximizing the profits of energy production projects.
Competency development concept and application need to be supported by new legislations to push and motivate the different institutions, especially energy production companies and corporations, to create new regulations for competency development and directing suitable fund of their budgets for that target achievement through different training sessions, talented people discovering and human development programs implementation. In parallel, the candidate’s selection tools for leadership levels have to be developed and updated based on regulated/strict competency assessment criteria and their performance should be under evaluation according to clear and actual Key Performance Indicators (KPIs).
Competency development is a continuous, integrated, and complicated process that needs cooperation between different technical and administrative teams in a well-defined system, announced targets, and clear assessment criteria to yield new competent personnel, well qualified, able to hit the strategic targets of their institutions and make different performance in a more smart and safer way.
Competency development need to be set as a strategy for the country which looking forward to improving its economy and life quality as it can be used as a tool for economic development in two ways, 1. competent professionalism will raise profits and enhance the economic outcome of all institutions in these countries generally and 2. competent workforce can be used as a final product of competency development continuous process in order to export this human power to other countries in need for utilizing competent personnel for building their economies and developing their natural resources.
Some countries created clear visions for implementing well-planned competency development programs for producing a new generation of competent technical and managerial professionals to use as experts in different fields, especially for education and health development issues. The most successful countries in applying this vision are Singapore and Malaysia. Other countries, like India and China, use the competent professionals for exporting manpower abroad to find career opportunities which would make good economic income for them and their countries alike.
Competency development regulations, programs and evaluation criteria need to be included in the legislative agenda of the concerned legislation councils/authorities on a regular basis for updating the same to be compatible with the quick huge changes worldwide in technological sciences and new application in the most life fields. This concept of competency has had a great effect on economic progress and we can consider it as a warranty certificate for life quality in any country. Some countries’ economies experience severe decline as a result of non-competent personnel occupying effective positions due to unprofessional selection mechanisms which represent the truly ugly side of corruption.
As support for competency development and well employment for all competent/talented staff, we will be in need for setting-up clear Key Performance Indicators (KPIs) unit to create those KPIs for each proficiency level. On the other hand, for the leadership levels there is a dire need for applying that system for competency development and performance level measurement for assuring quality, progress, and development of any enterprise.
For summarizing that principal and conceptual ideas about competency development and key performance indicators, we can use the following tips: (1) competency assurance, development and measurement is a must for continuous success of any enterprise, (2) KPIs have to be well-defined for accurate performance evaluation based on the organizational targets, (3) the proficiency levels determination by concept of competencies and sub-competencies is extremely important for upgrading all staff members then they can go up in leadership ladder, (4) the leadership/managerial level candidates should be determined according to very selective system strictly based on competencies, skills, and merit
Finally, I need to say we need to invest more money and effort to set-up an institution or enterprise and it may not last or fall-down due to many reasons but the common reason for enterprises failure or vanishing is non-competent performance and heterogeneous behavior of the work team and team leaders in the most circumstances.
