Within the process of continuous improvement, the role of training becomes a basic element to ensure that the personnel working within the public administrations understands the importance of their performance, their professional development and the improvement of their qualifications, in order to facilitate the attainment of the proposed objectives. Improved quality and learning results, which stem from training, will, in turn, lead to greater efforts to improve the system detecting training requirements.
To detect the training requirements of the management two prior studies were carried out; one that determined the competencies of mangers, and one in which the competencies of the people in these positions were measured and analysed through critical incident interviews, evaluation questionnaires, and panels of experts. The results of this work showed that personal competencies were high and those items referring to the outcome orientation were good. Meanwhile those aspects for the management of individuals were low; the leadership styles indicated a low level of flexibility, low self-knowledge and there was a negative correlation with the desired work atmosphere. Therefore, between the end of 2007 and 2008, the Pilot Project for Personalised Development of Management Competencies was carried out. The project model started with a 360º evaluation of each of the people participating, by means of questionnaires about competencies, leadership styles and environment. With the results of the evaluations from those participating, a series of workshops were designed to cover the necessities of the whole group, considering that each person would have a personalised training itinerary in three of these workshops. Each of the workshops focused on experience-based learning and followed innovative models that favoured the exchange of experiences and knowledge in such a way that priority was given to the ‘learning by doing’ method. Each workshop had two sessions: one that consisted of 16 hours of learning and concluded with a personalised work plan for each participant, and one that was held a few months after the first, which was used to compare the results obtained and analyse the experiences when moving from the learning stage to real-life experience. During the project, three sessions of personalised assessment were provided. The programme concluded with an evaluation to assess the results of the work and enable each person to produce a longer term personal development plan.
In terms of competencies, which started with a very high profile, leadership and the development of the people increased the most. Within leadership styles, those with the highest increase correlated with a good work environment. With regards to the environment, the perception of collaborators improved by ten points. Currently, a new Project for the Personalised Development of Management Competencies is in progress, in which 60 executives, as well as civil servants from the Andalusia Regional Government are participating.
|Award category:||leadership and change|
|Sector:||Public administration, modernisation, institutional affairs, reform|
|Type of activity:|
|Keywords:||Competencies, management, personalised development, training|
|Short English description:||The programme concluded with an evaluation to assess the results of the work and enable each person to produce a longer term personal development plan|
|Organisation:||Andalusian Institute of Public Administration - Junta de Andalucía|
|Level of government:||regional level|
|Size of organisation:||>100|
|Number of people involved:|
|EU membership:||EU member|