BOSTON--(BUSINESS WIRE)--IHRDC and the Offshore Petroleum Industry Training Organisation (OPITO) are pleased to announce that IHRDC’s competency management system has been officially approved by OPITO as meeting the high standards set by OPITO for evaluating, measuring and implementing competency management solutions for oil and gas companies worldwide.
The approval was awarded following a rigorous period of testing and evaluation of IHRDC’s competency management standards, processes and software.
The award means that IHRDC’s competency management system can be branded with the OPITO logo. It also means that IHRDC clients, who are interested in receiving OPITO approval, will now have a clear path to approval for their respective organizations by implementing IHRDC’s approved process and methodology including its category-leading competency-management software, CMS Online.
“We are very gratified that OPITO has awarded its seal of approval to our company,” declared Brad Donohue, Vice President for Competency Management for IHRDC. “OPITO’s reputation for integrity in setting standards for oil and gas workforce competency is widely recognized, and we are pleased that we have been able to meet their strict code for benchmarking and improving the job-related skills of oil and gas employees worldwide.”
“OPITO’s mission is be the global leader in setting standards for workforce competency among all employees in the international and oil and gas industry,” said David Doig, CEO of OPITO. “Based on our evaluation of IHRDC’s experience and innovation in the field of skills training and competency assurance, we are very pleased to approve their competency management system.”
IHRDC has been providing competency management services for clients for more than three decades – defining the skills that apply to particular job roles and implementing these occupational requirements to ensure workforce effectiveness and enhanced organizational performance.
Competency projects typically follow a process utilizing sound project management principles to (1) identify the competencies needed for each target role, (2) assess the workforce, (3) identify the skill gaps and (4) build individual learning plans.
There are four elements that a competency project needs:
- The methodology to carry out competency assessments
- The software solution to support the methodology
- An industry-specific competency library
- The subject matter experts to be able to write competency materials, assess staff and create individual development plans.
Because of its experience in enhancing organizational competence for company clients, IHRDC has been able to apply the same methodology to building the competency of its professional staff. This showcasing of its own business expertise was one element that helped earn OPITO’s approval.
International Human Resources Development Corporation (www.ihrdc.com) has been a global leader in training and competency management for the oil and gas industry for more than 45 years, offering the best Instructional Programs, e-Learning resources, and Competency Management products and services available to the industry today. The company is headquartered in Boston, USA with offices in Houston, London, Amsterdam, Abu Dhabi, Kuala Lumpur, Jakarta, and Lagos.
IHRDC is the proud recipient of the "Petroleum Industry Training Provider of the Year Award" from the Getenergy organization for 2010, 2011, and 2012, the 2011 Platinum AVA Award, 18 Telly Awards, and the 2003 Corporate Award for Excellence in Distance Learning Programming.
OPITO (The Offshore Petroleum Industry Training Organisation) is the global leader in standards, competence and skills for the oil and gas industry. Based in Aberdeen, Scotland, the company develops industry-recognized criteria for defining, evaluating, improving and auditing employee skills to achieve a sustainable, competent and safe workforce for oil and gas companies across the globe.
The OPITO certification of competency provides assurance that the recipient organization has implemented an approved system for defining, implementing, and assuring standards that apply to particular job roles and establish occupational competence for each and every employee.