To Aalborg Portland the development of competences is much more than courses and formal training. The gathering of knowledge and experience through the daily work, internal job changes, participation in projects and in activities within and outside the company - all these are valuable development activities.
The activities we undertake within development of competences must ensure that we reach our business goals. Therefore they must be carried out in a targeted and continuous process on all levels in the companies - organisatorically as well as individually. No matter where in the world you are employed.
Any initiative to develop competences is based on the business needs.
It is a common responsibility constantly to develop ourselves professionally and personally, ensuring that the competences of the individual employee are developed and kept abreast with the needs of the company. This will also maintain the 'market value' of the employees within and outside Aalborg Portland.
The starting point of the competence development at Aalborg Portland is an individual personal and professional profile. This competence profile forms the basis for the earmarking of relevant development needs.
Development interviews
At least once a year all employees must have a personal interview with the closest manager in order to discuss these topics:
- General discussion on job satisfaction, co-operation and suggestions for improvements
- Evaluation of personal, professional and management competence profile
- Evaluation of goals and agreed on and results reached since the past development interview
- Wishes regarding job and career
- Need for a successor plan
The development interview leads to a number of information's that will form the basis for a training plan as well as a possible job and career plan and successor plan.
We have developed a user-friedly web based tool in order to support the preparation, completion, documentation and follow up of the development interview.
The tool is called HR@Portland.
