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- This topic has 1 reply, 2 voices, and was last updated 2 months ago by Ken Garrett.
- January 17, 2023 at 9:03 am #676733DdeepParticipant
- Topics: 7
- Replies: 4
Hello tutor, please explain this question.
which TWO of the following correspond to the drawbacks or obstacles to developing a competency framework.
Once peformance criteria are developed, they may not be updated
Leaming outcomes can never be measured or assessed accurately
Too few trainees can be trained at any one time
Difficut to design when they are to be implemented across the organisation
Cannot be used for training interpersonal skills
Usually insufficiently related to work outcomes and seen as too theoreticalJanuary 17, 2023 at 9:57 am #676741Ken GarrettKeymaster
- Topics: 10
- Replies: 10221
A I think this is correct. Developing competency frameworks takes time and there is a risk that these are not updated as business needs evolve.
B Learning outcomes can be measured. For example, this is what exams do.
C Not a limitation of the framework. This is a problem with the training department.
D As I said with A, above, developing competency frameworks takes time and to develop one for each of the many roles in an organisation will take a lot of time. So, the time and effort needed could be an obstacle.
E Interpersonal skills can be improved via training. For example, student doctors are taught how to better interact with patients.
F Could be true, but I have problems with the term ‘usually’. No doubt some organisations will have developed poor frameworks that are not work related, but other organisations will take more care. This is a poorly worded option.
I would go for A and D.
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