| Active Record |
A record that is currently in use. |
| Assessor |
A trained person who is responsible to assess his/her subordinate's current competency levels. |
| Assign |
Means to link or attach one or more records from one table to another, e.g. assigning Employees to a Training Program Date. |
| Behavioural Competency |
The underlying characteristics that differentiates superior performance. |
| Business Rules |
These are standard rules that dictate how certain functions or operations in HRDPower are performed. |
| Check Box |
A small box that sometimes appears on a Form or Dialogue Box and is designed to hold a tick. Clicking in this box will either place or remove a tick. The presence of a tick indicates agreement (Yes), while the absence of a tick indicates disagreement (No). |
| Competence |
The skills required to perform the tasks of a job. |
| Competencies |
A combination of observable skills (applied), knowledge and behaviors that is essential for organizational success and personal performance. |
| Competency Assessment |
The process of determining whether or not an individual is competent, by comparing the current competencies with required standards. |
| Competency Based Training |
Training that focuses exclusively on equipping the individual with competences and competencies required for the job. |
| Competency Cluster |
A grouping of related competencies. |
| Competency Code |
Identification for a competency and an enabler for easy retrieval. |
| Competency Dictionary |
A listing of all competencies required for all the jobs in the organization – sorted by competency clusters. |
| Competency Gap |
The difference between the Required Competency Level (RCL) and Current Competency Level (CCL). |
| Competency Rating Scale |
A scale based on descriptive words or phrases that indicate performance levels e.g. Awareness, Basic Skilled, Skilled, Advance Skilled, Mastery and Industrial Expert. |
| Competent |
Sufficiently fit and capable to carry out a task. |
| Core Competency |
The set of competencies, which are common across the organization and apply to every employee irrespective of grades and job function. |
| Core Fields |
Fields that are required either for identification purposes or for essential system operation. They are preset in the system and cannot be deleted, but they can be renamed. We have tried to keep these fields to a minimum so that maximum flexibility is maintained by enabling you to define as many of your own fields as possible (User Defined Fields). |
| Current Competency Level (CCL) |
The current level or status of the performance for a specific competency of an employee as assessed by the immediate supervisor. |
| Current Performance Level |
The performance level that is applied to a competency linked to an Employee. |
| Database |
A file that holds a group of tables. In HRDPower™, the database file is called HRDdata.mdb. |
| Dialogue Box |
A small screen or window that appears over an existing screen, usually asking for some data input. This is sometimes called a Form. |
| Element |
A part of the unit competency. Describes a specific outcome but part of the unit. |
| Employee Competency Profile |
Describes the current competencies of an employee. |
| Employees |
(i.e. expenditure specifically related to an employee, e.g. accommodation, travel) |
| Evidence |
Data that demonstrates a person’s competence. This may include logbooks, project plans, tests etc. |
| Field |
An item of information within a record, e.g. Name, Date of Birth, and Position Number. |
| Functional Competency |
The specific skills (functional) for a job. |
| General Expenditure Non-Training Related (Gentr) |
This relates to expenditure that is not covered by any of the three previous categories, such as cleaning of the Training facility, repairs, maintenance and purchase of consumable items. |
| General Expenditure Training Related (Getr) |
This relates to expenditure that is not covered by Training Program Cost and Salary Cost, but may relate to Employees, Training Programs or Training Program Dates. |
| Link Components |
A set of fields that appear for data entry only when items are assigned. |
| Performance Criteria |
An evaluative statement that specifies how to assess the level of competency. The performance criteria specify the activities, skills, knowledge and understanding that provide evidence of competent performance for each element of competency. |
| Position Competency Profile |
Describes the set of competencies required to perform a job to a certain standard. |
| Proposed Competency Level (PCL) |
The proposed competency level which the training program will enable individuals to perform. |
| Proposed Performance Level (PPL) |
The performance level that is applied to a competency linked to a Training Program. |
| Record |
Information about a particular item, e.g. Employees, Training Programs, etc. |
| Record Pointer |
The symbol in List View that shows which record is currently being addressed. This symbol appears on the left hand column of buttons in the List View. |
| Required Competency Level (RCL) |
The minimum competency level expected from the incumbent for a specific competency required by the job. |
| Required Field |
A Required Field, or Mandatory Field, is a field that must have data entered before it can be saved. Any field, either Core or User Defined, can be made a Required Field through Setup, Field Maintenance. |
| Required Performance Level |
The performance level that is applied to a competency linked to a Position. |
| Role Competency |
The set of competencies, required by a position when it interacts with other position with reference to a context. |
| Salary Cost |
This is the expense incurred due to the absence of the Employee from the work place while attending training. This expense is automatically calculated from the Hourly Rate field in the Employee record and the Duration field in the Training Program Date field. If the Hourly Rate field in the Employee record is zero, the Salary Cost will not be calculated. |
| Table |
A file that holds information about a group of records, e.g. Employees, Training Programs, Competencies, Positions, etc. |
| Training Program Competency Profile |
Describes the competencies addressed by the training program. |
| Training Program Cost |
This is the expenditure incurred when an Employee is assigned to a Training Program Date. This expenditure is recorded only when a date is entered into the Date Paid field. If the Per Person checkbox is ticked, the amount recorded will be the amount in the Training Program Cost field. If the Per Person checkbox is not ticked, the amount recorded is the amount in the Training Program Cost field divided by the number of participants. |
| Training Program Dates |
(i.e. expenditure specifically related to Training Program Dates, e.g. meals, consumables used).
All these expenditures are classified as General Expenditure Training Related. |
| Training Programs |
(i.e. expenditure specifically related to a Training Program, e.g. equipment purchased for a program, training aids). |
| Unit |
A discrete component within a competency cluster, which includes several elements. It describes a specific outcome. |
| User Defined Fields |
Fields that you can add to any record in the system according to your own requirements. This feature makes your system unique, as you do not need to hold unnecessary information. You may add as many fields as you wish, of any type or size. |
