تضمین کیفیت پایدار با اطمینان از شایستگی کارکنان
|کد مقاله||سال انتشار||مقاله انگلیسی||ترجمه فارسی||تعداد کلمات|
|5223||2012||6 صفحه PDF||سفارش دهید||3770 کلمه|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : Measurement, Volume 45, Issue 6, July 2012, Pages 1534–1539
Adequate actions have to be taken to assure sustainably that all employees are sufficiently qualified for their respective working fields. To implement the principle of Life Long Learning in a company and thus enhance a process of continuous improvement, it is necessary to provide a solid base to start from. Therefore, an assistance system has been developed which supports the adequate selection of training offers for manufacturing metrology oriented on the existing demand of each employee. To avoid the neglecting of basic competences, interdependencies between application and fundamentals have been identified and described in typical competence profiles. By this comprehensive view on advanced education, a sustainable learning effect is enhanced and it is assured that the competences gathered by a learner can be augmented via informal learning processes, thus enabling a sustainable base for Life Long Learning processes.
The economic success of a company is determined by the fact how the offered products are rated by costumers. To achieve a positive ranking and thus assure a high level of perceived quality, the company has to find a suitable position in the triangle of conflicting requirements on quality, costs and time . Accordingly, measures of modern quality management aiming for sustainable success do not only mean to avoid the delivery of defective products to the customer but seek to establish maximum efficiency in the performance of all processes of the company. With such optimized procedures, products of high quality can be provided with minimum effort of time and costs. If this vision can be realized is determined by the employees. Their knowledge and competences for the execution of their respective tasks is the most valuable asset of a company. Together with the motivation, the capability of an employee for his or her field of working will determine the performance. Whereas the responsibility for motivation of employees by incentives for high performance is recognized as a fundamental duty of leadership, the importance of an adequate competence management as a prerequisite for successful working and effective quality management is still not fully noticed. In Germany, less than 20% of the enterprises implement systematic measures for the management of human resources  – besides the fact that this is one of the basic requirements of ISO 9001:2008  on a quality management system to assure product conformity and most industrial enterprises are certified according to that standard. To assure the matching of competences and tasks is seen rather as a duty of the employee than of management. Yet, for the sustainable assurance of a high performance, an adequate competence management is required, implementing the idea of Life Long Learning.
نتیجه گیری انگلیسی
By a holistic assistance tool for the scheduling of advanced vocational training, an individually adapted, traceable and well documented generation of training concepts is facilitated. Thus, measures of qualification can be efficiently oriented towards the specific demand of learner and company and high quality of advanced vocational training can be assured. So far, a functional concept for the assistance tool independent of the topic of application has been described. The feasibility of the concept has been checked and basic possibilities for the implementation have been analyzed. To enable the use in manufacturing metrology, a network of competences has been defined, specifying and itemizing competences for various sub-domains together with their respective preconditions of related competences. Currently, a prototype of an open system is developed including a facility for the assessment of competences in manufacturing metrology and an initial data base of training offers. Based on this prototype, the general acceptance of the tool by the intended user group can be evaluated. Based on these experiences, the concept can be easily adapted also to other areas of interest. By facilitating the objective observation of existing competences and target competences, the demand-oriented and transparent selection of efficient training offers as a part of human resource management is enabled – providing well-reasoned measures of long-term improvement as an amendment to short-term support by reducing the demand of given tasks via automation. Thus, the establishment of sustainable understanding of the principles of given tasks is supported, being a prerequisite for Life Long Learning.