Profile of VET organisation

Name of organization: Percorsi SRL

Country: Italy

e-mail: [email protected]

 

Type of VET institute: Further education and training

Good practice title

Selection and evaluation of human resources

Baseline / problem

Difficulty in ensuring the ongoing appropriateness of the professional requirements of the personnel concerned, because of scheduling difficulties due to the user changing (frequent short courses, different type of users: employers, apprentices, unemployed, etc. ..) and the difficulty to use the same personal since the courses are dictated by public notices or requests from private companies with different needs both from the point of view of content and organizational one.

Good practice: (Measures, instruments, criteria, indicators)

Through a process of selection and evaluation of human resources of the training center, it has been possible to ensure the planning of human resource needs in relation to internal and external variables. The process has ensured the ongoing appropriateness of the professional requirements of the staff employed. The purpose of the evaluation process is to ensure the maintenance and improvement of the professional requirements of all the personnel involved in the service.
The process is divided into two sub-processes: 1-management of internal staff and 2-external personnel management.
The objective is to obtain data on the quality of the evaluation on performance, satisfaction and effectiveness of the training activities of staff with positive feedback of approval for at least 80% of the teachers. Furthermore, to ensure the quality of teachers, at least one training action for each employee was included.

PROCESS
Selection and evaluation of human resources

Responsible	Director
DESCRIPTION AND PURPOSE	The process of selection and evaluation of human resources of the training center ensures the planning of human resource needs in relation to internal and external variables. The process ensures the ongoing appropriateness of the professional requirements of the staff employed. The purpose of the evaluation process is to ensure the maintenance and improvement of the professional requirements of all the personnel involved in the service. The process is divided into two sub-processes: 1 management of internal staff and external personnel management 2.
Indicators	Objectives of the quality Assessment data on performance, satisfaction and effectiveness of the training activities of staff CV list of the teachers
Objectives	At least one training activity aimed at each employee Achieving positive assessments of satisfaction for at least 80% of teachers

 

Subprocess Nr.1: management personnel

Activity

Operator	Input	Activity	Output
Director	Statement of employment contracts Accreditation system	Selection of plant personnel training	Scheme with name Matrix of functions and competences Matrix of responsibilities and processes
Director	Matrix of functions and competences Matrix of responsibilities and processes Scheme with name Minutes of management review	Attribution of assignments	Appointments and contracts
Director	Matrix functions and competences Matrix of responsibilities and processes	Detection training needs of staff and review of skills	Report on the needs and skills
Director and Quality Manager	Report on the needs and skills	Planning training actions	internal training plan
Director and Quality Manager	Internal training plan	Realization on training activities	Recordings on training and personal cards
Director and Quality Manager	Internal training plan Recordings on training and personal cards	Reviewing of activities and effectiveness verification	Report on the state of the system

Subprocess Nr. 2: external personnel management

Activity

Operator	Input	Activity	Output
Director	Accreditation system	Creating database of freelancers	Archive of curricula
Director, Head of planning department, administrative manager	Archive of curricula Projects and economic resources	Identification of the teacher / operator	Engagement letter with the requirements of the service
Director and Quality Manager	List of teachers / operators used Data from evaluation questionnaires	performance evaluation	Evaluation reports
Director	Evaluation reports	Qualification of the teacher / operator	Personal Cards updated

Problems and constraints encountered and solutions found:

During start up it was necessary to involve several professionals to create the database of professional resources to draw on in the disbursement phase of the training activity.