The QMIHS 2024 Conference showcased impressive advancements in technology, safety systems, and operational processes within the resources sector. Innovations aimed at boosting productivity and safety were front and center. However, as exciting as these developments are, they revealed an unsettling reality: competency development is lagging behind. Specifically, the verification of competency (VOC) remains stuck in outdated, manual, and paper-based processes for many companies.
This challenge is especially concerning when considering how central competency is to the success of resource sector operations. In Australia, the industry’s commitment to safe production is unquestionable. Companies prioritize onboarding, upgrade training, and halt work if critical skills are missing. Safety incidents are meticulously investigated to avoid recurrence. However, while these efforts focus on meeting minimum competency requirements—which is essential for compliance—the push toward proficiency often falls short.
But proficiency, not just competency, is key to unlocking higher production levels and ensuring teams can operate safely and efficiently, especially in high-risk environments. With the rapid pace of technological change, we must ask: Is competency development keeping pace? Unfortunately, for many organizations, the answer is no.
The Gap Between Compliance and Proficiency
Despite significant investment in training programs, the reality for many organizations is that they are focused on meeting compliance standards, often at the expense of deeper proficiency development. Compliance-centric training ensures that employees meet the minimum legal and safety requirements, but proficiency goes beyond that—it drives efficiency, productivity, and better outcomes on the ground.
The truth is that while new technologies and systems can improve safety and streamline operations, without the right level of competency—proficiency—those benefits will be limited. Organizations that fail to ensure their workforce moves beyond minimum competency are leaving significant productivity gains on the table.
Many organizations still rely on traditional methods of training, such as:
- Formal or desktop-based training: While important, this type of training often doesn’t translate into the in-field experience needed to enhance performance.
The real opportunities for improvement lie in areas like:
- In-field “on the tools” competency training: Hands-on training ensures that workers can apply what they’ve learned in real-world settings, not just in the classroom.
- Post-training support: Supervision and mentoring after training are critical to ensure skills are reinforced and applied correctly.
- Proficiency programs: These programs, such as improving performance in specific tasks like more efficient bucket fills, can directly impact productivity.
Leadership Development: The Missing Piece
Another area where the gap between compliance and proficiency is stark is in frontline leadership. Many leaders in the resources sector rise through the ranks due to their technical expertise. However, while technical skills are essential, they aren’t enough for leadership roles that require effective team management and problem-solving in dynamic environments.
Behavioral or soft skills training for leaders—such as conflict resolution, communication, and team motivation—is often lacking. Yet these skills are critical for shaping team culture, ensuring safety, and driving productivity. Companies that don’t invest in leadership development are not fully equipping their leaders to handle the complexities of modern operations.
The Benefits of Focusing on Proficiency
While competency training focused on compliance is necessary, proficiency training provides direct benefits to productivity and safety. Organizations that focus on elevating their workforce to proficiency often see:
- 10% or more improvement in production: By focusing on hands-on training and supporting the workforce through supervision and mentorship, organizations can see tangible improvements.
- Increased safety: Workers who are proficient in their roles are less likely to make errors that could lead to accidents or operational delays.
- Better leadership outcomes: Leaders who have the skills to manage teams effectively can drive better performance and engagement from their teams, leading to improved operational outcomes.
The Future of Competency Development
As the resources sector continues to evolve with new technologies and systems, organizations must ensure that their competency development programs evolve as well. This means moving beyond compliance and embracing proficiency-based training that emphasizes in-field experience, ongoing support, and leadership development.
At Tutis, we specialize in managing this more complex side of training and learning. Our approach focuses on helping organizations go beyond basic compliance and achieve true proficiency. By doing so, we empower companies to drive real, measurable improvements in productivity and safety, ensuring that they are not just keeping up with industry changes but thriving in the face of them.
Conclusion
While the QMIHS 2024 Conference highlighted many exciting advancements in the resources sector, it also underscored the importance of keeping competency development aligned with these changes. The gap between minimum competency and true proficiency remains a challenge for many organizations. By focusing on practical, in-field training, post-training support, and leadership development, companies can achieve not only compliance but also the level of proficiency required to thrive in an increasingly complex and competitive industry.
Is your organization ready to move beyond compliance and embrace true proficiency? At Tutis, we’re here to help you manage the complexities of competency development and unlock your workforce’s full potential.