V Skill HF-D9.7-006 sector-specific 9 kompetencer
Organising learning and development
Determines the learning needs in the organisation, chooses learning formats and providers and organises training including evaluation of its effect.
Sådan måler hrmforce dette
- Evalueringsmetode
- Portfolio or evidence
- hrmforce instrument
- Development Review, Competency Check
- Kompetence (50-rammeværk)
- Planning and Organizing
- Træningsmuligheder
- high
- Udsigter for efterspørgslen 2026 til 2030
- rising
A collection of prior work or results, assessed against fixed criteria.
Adfærdsmæssige ankre
| Niveau | Adfærd på dette niveau |
|---|---|
| N1 Guided | Arranges the practical side of a training course under guidance and tracks participation and cost. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Independently draws up a training plan for a department, chooses learning formats and measures whether the intended behaviour changes. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Determines the organisation's learning strategy, sets up the learning infrastructure and accounts for the return to the board. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 og N4 er bevidst ikke forankret. Bedømmerne placerer dem mellem forankringerne i overensstemmelse med konventionen i O*NET.
Underliggende kompetencer
Disse kompetencer arver vurderingsforløbet og adfærdsankrene fra dette konstrukt.
| T | Kompetence | Definition | Udsigter for efterspørgslen 2026 til 2030 |
|---|---|---|---|
| V | Making a training plan Training plan | Draws up a training plan with target groups, learning goals, planning and budget for a department or whole organisation. | rising |
| V | Identifying learning needs Learning needs analysis | Uses conversations, data and job requirements to identify which knowledge and skills the organisation lacks. | rising |
| V | Managing a training budget Training budget | Allocates and monitors the training budget, approves requests and reports on spending and remaining room. | stable |
| V | Selecting training providers Provider selection | Compares providers on content, price, references and accreditation and records the choice in an agreement. | stable |
| T | Setting up e-learning in a learning platform Learning management system | Sets up modules, learning paths and reports in a learning platform and tracks the progress of participants. | rising |
| V | Evaluating training effect Training evaluation | Measures satisfaction, learning result and behaviour on the job after a training and reports the effect. | rising |
| V | Supervising workplace learning Workplace learning | Organises internships and work placements, supports workplace trainers and keeps agreements with the school up to date. | stable |
| V | Conducting a career conversation Career conversation | Holds a conversation about ambition, strengths and next steps and records agreements in a development plan. | rising |
| V | Building skills based development paths Skills based development | Describes per role which skills are needed and which learning interventions bring someone to a next level. | rising |