Suggested Interventions to Develop Deficient Outcomes in the HR4SCM TOC Skills Pathway and Indicators
| Outcome | Suggested Intervention | Indicator |
|---|---|---|
| The steps and competencies required to undertake SCM tasks are known. |
2.1. Establish a competency framework and roles and responsibilities for SCM at all levels with corresponding SCM qualifications. 2.2. Conduct SCM competency mapping exercise. |
Lists of critical SCM competencies have been documented for all SCM services (Y/N). Competency frameworks, which define the knowledge, skills, and attributes needed, are available for all SCM cadres (Y/N). All needed SCM competencies are assigned to SCM roles (Y/N). |
| SCM workers demonstrate adequate technical and managerial competencies. |
2.3. Implement education and training interventions that address identified competency gaps. 2.4. Review job descriptions to ensure that appropriate qualifications are requested for the position. | Percentage of staff appraisals that assess SCM competencies. |
| SCM workers have access to training, education and professional development linked to core competencies. | 2.5. Put in place staff development plans to support desired development. | Percentage of SCM staff with individual staff development plans. |
| SCM workers have leadership skills within their sphere of operations. |
2.6. Incorporate leadership development into/as part of staff development plans. 2.7. Include a competency assessment in the performance evaluation process. Compare results of assessment with competencies listed in job description. | Percentage of staff who are competent in leadership competencies listed in their job description. |
Abbreviations: HR4SCM TOC; Human Resources for Supply Chain Management Theory of Change; SCM, supply chain management.