Abstract
This study was designed to assess practice and challenges of industries Participation in implementation of occupational competency assessment in Addis Ababa. A combination of quantitative and qualitative methods was used to achieve the objective of the study. Multi stage cluster sampling and Purposive sampling under non-probability sampling method was employed. The data were gathered using different data collection techniques which includes, survey, focus group discussion, key informant interview and in-depth interview. Data collected through various techniques were analyzed thematically. Study result of this research indicated that the current practice of industries participation in occupational competency assessment is too low. Industries practice and involvement in occupational competence assessment process in Addis Ababa is found very poor due to many factors. The finding indicated that, even though majority of manufacturing industries and hotels experts insured their competency by OCACC, significant number of employee was not certified. Low level of awareness/understanding about OCCAC, limited efforts of OCCAC and other stakeholders in rising awareness about the significance of active involvement of industries in occupational competence assessment process, high employee turnover, industries high emphasis on daily production, high interest of industries to employ unqualified and low skilled employees for wage purpose are some of the challenges that limit industries from active participation on occupational competence assessment process. Industries consider participation in an Implementation of Occupational Competency assessment as losing their production time and material. As a result, industries poor involvement in occupational competence assessment process has a great influence in creating quality assessment process and getting equipped and qualified experts for the industry sector.
Highlights
IntroductionAs to Dubois [3]; Lucia and Lepsinger [9], competency is the capability of applying or using knowledge, skills, abilities, behaviors and personal characteristics to successfully perform critical work tasks, specific functions or to operate in a given role or position
Different scholars tried to define the term competence in various ways
Based on the results shown in the above table, 90 (28.6%) of the respondents industries are not willing to become occupational competence assessment center
Summary
As to Dubois [3]; Lucia and Lepsinger [9], competency is the capability of applying or using knowledge, skills, abilities, behaviors and personal characteristics to successfully perform critical work tasks, specific functions or to operate in a given role or position. Competencies are elements of the core competency of an organization that are difficult (if not impossible) for their competitors to match the study [12]. The development of distinctive competencies provides an organization with a competitive advantage because it allows the organization to take advantage of new opportunities in areas (sweet spots) where its competitors cannot function. To create and sustain a competitive advantage, the organization needs to integrate its core competencies and resources with its strategies in a competency-based management model. The competencies required to perform each job in an organization can be determined through a competency mapping process that assumes there is a group of competencies required to successfully perform a particular
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