The development of individual capability in line with the organisation’s needs is based on SFIA’s objective statements of competence.
SFIA can be used to help define development objectives, by identifying the skills or aspects of skills which need to be developed, and then agreement can be reached on how this will be achieved and what support will be provided. This can include many different interventions or activities, including continual professional development (CPD), coaching and mentoring, work shadowing, training and certification, attendance at conference and events, and participation in special interest groups.
Proper analysis of how current skill levels affect the individual's performance enables the construction of relevant development plans that really work. Control of expenditure on training is an important part of the development mix; improvements there make a real difference to the value obtained from the training budget.
Use of SFIA encourages appropriate individual growth, effective budgeting and a way to confirm skills development is in line with the organisation’s real needs.
SFIA can be used by employers to set education and training objectives for individuals and groups. It can also be used by providers of education and training to explain learning outcomes and improve the effectiveness. This helps employers to understand the relevance of qualifications and certifications, and to make targeted investment in training and education for existing staff.
The individual’s defined development needs can also be fed into the process by which individuals are assigned to tasks.