Corporate HRD and Skills Development for ... - Unesco-Unevoc

According to Glover (1992), industry-based skill assessment and certification should (1) be
independent of training providers; (2) use a variety of instruments; (3) recognize multiple
levels of mastery; (4) promote broad training and continuous learning; (5) be geared toward
high-performance work organizations; (6) be voluntary; and (7) be flexible in order to keep
pace with technological developments.
The Benefits of Having Skills Standards
Skill standards have emerged from a belief that technology and market shifts have caused
major changes in the skills and behaviours needed by the labour market (Bailey & Merritt,
1995). They presented sound arguments for improving the system of skill standards and
certification. These included employer identification of qualified workers, reduced application
screening costs, recruitment support, and overall improved public perception of credentialing
organizations.
An improved set of skill standards would provide students with a benchmark of relevant
knowledge and skills, and the motivation for attaining them. Other advantages of a national
system for graduates would include improved access to a national labour market and promotion
of geographic mobility. Students, employers, and the general public are then better able to
evaluate education and training providers. Increased accountability of workers, and meeting
the needs of business and industry, are also believed to result from the implementation of skill
standards (Bailey & Merritt, 1995).
According to Boesel et al. (1994), the skills standards are useful in addressing the increase
in labour mobility and movement between occupations. The skill standards also lead to more
internal promotion by building career ladders within companies by using skill standards
levels. Students are able to see concrete relationships between what they are learning in school
and the actual jobs in the market. This prompts some lower level achievers to concentrate
more on their schoolwork.
Faulkner (2002) describes skill standards as meritorious in articulating the skills and
knowledge required by front-line workers in high-performance environments. It also serves as
a benchmark that employees and employers can use to sustain a competitive edge. An advocate
of skill standards and an active member in the national skill standards movement, Spill (2002)
identifies multiple benefits to multiple stakeholders. The benefits to employers include
enhancing their ability to communicate knowledge and skill performance requirements to
new and incumbent employees and thereafter determine proficiency levels. They can also
reduce the costs and risks associated with hiring new workers, while at the same time
promoting existing employees. Individual employees and students benefit by being able to
make informed decisions about financial resources for education and training. They can better
communicate their skills and knowledge to current and potential employers.
Providers of education and training benefit because they can adapt course content which
prepares graduates with the most current knowledge and skills necessary to meet the
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