Nationalisation Development Program Design
Organisations that operate overseas facilities rely heavily on the national personnel to help maximise the operation.
Most countries especially in South East Asia do not have a readily available source of qualified and experienced human resources to ensure the safe, timely and cost effective development of such projects. It is therefore incumbent on organisations to effect programmes that develop national talent, thereby ensuring that qualified, experienced and committed personnel are in a position to replace expatriate personnel at the earliest possible opportunity.
In terms of national personnel development, this commitment places a huge investment demand in terms of time, financial resources and effort on organisations. It is however recognised that this investment commitment will pay handsome dividends as projects mature.
The Nationalisation Plan sets out the programme requirements and time-scales expected to facilitate the successful transfer of experience, knowledge and skills to national personnel, thereby enabling individuals to replace all expatriate positions currently identified within organisations. Such programmes require time-scales, budgets and commitment. These programs require the following;
- The provision of position descriptions which clearly and concisely identify the prerequisite levels of experience, knowledge and skill sets required by each individual position
- The provision of competency profiles
- The development of a training matrix identifying suitable training courses for personnel
- The development of a Competency Based Training and Assessment (CBTA) process to evaluate the development of personnel
- The identification of individuals suitable and capable of progression and development
- The ability of organisations to identify and contract suitable training and development providers to assist in the development of the national personnel
- The commitment extended by organisations to ensuring the success of such programmes