atlas copco competence portal
DESCRIPTION
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Atlas Copco Competence Portal
A way to development
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Why?
Improve your skills
Acquire new knowledge
KEEP YOUR CAREER MOVING FORWARD
Grow your talent!
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WhyEmpower your team!
Find competence/skills gaps and assign needed courses to your employees.
Track the employees’ development
CREATE A COMPETENT TEAM
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Why?
Certain competencies, skills or certifications are required for each position/role
You might feel not having the necessary knowledge to do a good job
The appraisal can show a gap in competencies within a team
Develop competencies and skills
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WhyFill the gap
Employee´s skills
Competency gap to be filled by training
Required skills
Training possibilities
On the job OnlineIn-person
-Internal-External
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The Atlas Copco Competence PortalOnline and classroom trainings
https://competenceportal.atlascopco.com
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Basic Competence
Development
- E-learning content
- Access for Employees
- 9 Core Competences & few Global Job roles
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2 Standard Competence Development
- All Global Job roles
- Few Local Job roles
- Divisional and Country Academies
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3 Advanced
Competence Development
- Technical Skills
- All Local Job roles
- Skill-based Trainings
Atlas Copco Competence PortalToday and tomorrow
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Time
Value
Atlas Copco Competence PortalWhat is in it for me?
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Performance management
A one-stop shop for recording appraisals and seeing an overview of the employee’s development.
Identify gaps in the employee’s skills or competence development, then assign training to fill the gaps.
Follow the employee’s competence development and help him/her visualize a career path.
Learning management
A one-stop shop for finding and joining online or classroom training related to an employee’s needs and interests.
The employee can see the courses assigned to him or her and find courses in one place.
The employee’s pursuit of competence development becomes more visible.
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E-learning
Obligatory courses assigned based on your job role
Managers can assign courses to their employees
Recommended courses
Free courses available for you to choose
Both specialist and general (e.g.: Microsoft Office, Language courses, communications courses).
Search for courses: catalogue/search function
Wide range of courses
E-learning
Save money and time– No travel nor lodging costs
Flexibility– No restrictions in number of participants
– Possibility to take a course from anywhere in the world
Interactivity– Courses in different forms (e.g.
webinars)
– Informal character
Support of the sustainability goals– Less travel = Lower CO2 emissions
Linked to the personal development plan– Overview of completed trainings
Benefits we bring
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Classroom & virtual trainings
Organized by the Group, Country or Division
Customized audiences, reports, diplomas
Management of vendors, instructors and facilities
Implemented as separate project in a division or a country
The Competence Portal is a gateway– To sign up for both classroom and on-line training
– An overview of all passed courses
– Reports
ACademyCollection of learning activities focused on a specific entity
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ACademy
Country ACademy Divisional ACademy
Responsible for creation Softskills training in:– A Country
– A Local organisation
– A Region
Owned by the Holding Manager in a Country/Region
Types of Academies
Responsible for creation of product and Service Training in:– An Atlas Copco Division
Owned by the Divisional Training Management Team
Group ACademy Responsible for creation Softskills
training in:– Group Functions
Owned by the Group Functional Manager– E.g. Communications, Leadership
Performance Management
Qualitative competence and development reviews
More coaching approach from our leaders Identify competence gaps and close them
in a structured way
Visible career paths
Alignment between mission, strategy and individual development Competence and motivation, aligned with
the business strategy
Structured introduction in new job roles
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What we want
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A) Preparation review– employee1. Evaluation of last years goals and activities
2. Set draft of personal goals according to team goal
3. Assessment on own competences and skills
4. Draft of own development plan
B) Preparation review- manager 1. Create employee personal goals according to team goal
2. Assessment on employee competences and skills
3. Evaluation of last years goals and activities
4. Create employee development plan
C) Physical meeting - manager and employee1. Performance review
2. Competence development review
D) Agreement – manager & employee1. Agreement of review and performance plans
2. Create an Individual development plan
Performance and development review
Roles and Responsibilities
Local HR Service Desk HR Keep the AC Staff db* up to date
Approve employees access
Promote, inform– Present the portal to local employees
– Be a point of contact for local employees
Create content – Divisional courses (product and service)
Promote, inform– Promote the portal within their divisions
– Spread news and updates
Activates new people upon request
– request must contain an approval of the local HR Manager
Advise on access, technical support
Implement ACademies
Implement performance management
Operational support– Change management
– Continuous improvement
– Train the trainer
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HR department– Any time
Service Desk HR – With technical issues
ACBS Customer Portal http://inside.atlascopco.com/BusinessServices/HR/accompetenceportal/– For introduction video including tutorial, login manual, contacts, news and more
Training Managers (division/ACademy) List of divisional training managers is available on the ACBS Customer Portal
InformationContact…
Committed tosustainable productivity.
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