115 Uses for NOS
Performance Management
1 Linking business objectives to team and individual
objectives
2 Setting standards for achievement
3 Planning and implementing changes in people’s roles and
performance
4 Monitoring the outcomes of people’s performance
5 Assessing the added value that people’s performance
contributes to the business
6 Reviewing and rewarding performance
7 Giving structured and constructive feedback to people on their
performance
8 Benchmarking to identify the nature and level of future
standards
Assurance of Product and Service Delivery
9 A quality specification for work processes and outcomes
10 Structuring and ‘loading’ production systems
11 Monitoring work processes
12 Guaranteeing customer service standards by licensing job
holders
13 Specifications for contract tendering
14 Judging potential suppliers’/contractors’ competence
15 Monitoring contract delivery/compliance
16 Evidence of competence for compliance with international
standards
Organisation Development
17 Specifying the competence needs of an organisation
18 Auditing the competence of an organisation
19 Comparing the organisation’s skills profile to the level of
competitors’ competence
20 Benchmarking key areas of competence with the best in that
area
21 Assessing the consequences of change for the organisation’s
competence
22 Assessing the organisation’s capacity to cope with change
23 Determining the structures and systems needed to enable
people to exercise their full competence
24 Reviewing and assessing the distribution of authority and
autonomy
25 Linking training and development policy and strategy to
business objectives
Recruitment and Selection
26 Identifying the performance requirement of a role/job
27 Identifying the performance requirement of an
anticipated/future role/job
28 Preparing recruitment specifications
29 Preparing job advertisements
30 A format for collecting information from referees
31 A format for giving advance information to job candidates
32 An interview checklist for selectors
33 Specifying induction and initial training
Job Design and Evaluation
34 Developing job specifications
35 Regular updating of job/role descriptions
36 Monitoring the pattern of role/job responsibilities in parts
or the whole of an organisation
37 Job design and redesign
38 Criteria for job evaluation
39 Criteria for job grading
40 Criteria for payment and reward systems
Labour Market Analysis & Planning
41 Identifying trends in skill requirements
42 Analysing and quantifying skills availability within labour
markets
43 Monitoring national and local skill supply shortages and
gaps
44 Providing training/learning guarantees
45 Highlighting links and routes between current and emerging
jobs/occupations
46 Identifying transition points between declining and emerging
occupations/ roles
47 Identifying factors which promote unfair exclusion in
occupational and career structures
48 Developing strategies for changing occupational and career
structures
Identifying Training Needs
49 Developing a strategic view of future learning
requirements
50 Identifying individual learning needs
51 A format for planning individual learning and development
52 Identifying group/organisational learning needs
53 Identifying previously acquired competence
54 Co-ordinating different HRD processes
Structuring Learning Programmes
55 Linking training to strategic economic needs
56 Increasing the relevance and credibility of training/learning
programmes
57 Allowing new learners to see the ‘whole picture’ in a simple
format
58 Broadening the scope and relevance of traditional skills
training
59 Identifying learning opportunities in the work
environment
60 Integrating on and off-the- job training provision
61 Sequencing training activities
62 Developing learning contracts
63 Developing specific learning objectives
64 Developing knowledge content
65 Specifying learning processes to meet needs
66 Specifying the outcomes and targets required from external
training providers
Delivering and Evaluating Learning Programmes
67 Evaluating & selecting learning resources against
organisational requirements
68 Integrating different kinds of training and development
69 A format for structured learning in the work environment
70 Identifying progression routes for learners
71 Providing clear goals for learners
72 Evaluating individual/group training programmes
73 Monitoring external training providers
Assessing Achievement
74 Identifying assessment opportunities
75 Specifying assessment methods and processes
76 A specification for formative assessment
77 A specification for internal assessment and appraisal
78 A format for joint review of learner progress
79 A format for individual review of progress/ achievement
80 Criteria for the recording achievement
81 A basis for self-assessment
82 A basis for peer/group assessment
83 A format for the collection of evidence for NVQs/SVQs
Industry Regulation
84 Assessing compliance with regulators’ competence
requirements
85 Assessing the relevance of qualifications to regulators’
requirements
Careers Guidance and Counselling
86 A basis for information/advice for people entering a first
career/job
87 A basis for information and advice for people changing to new
careers/jobs
88 Assessing aptitude and potential for careers/occupational
areas
89 Identifying common and potentially transferable skills in
different careers/ occupations
90 Analysing local and national career opportunities in outcome
terms
91 A framework for career planning and review
92 A framework for monitoring and evaluating the career progress
of groups of people (e.g. school leavers)
Development of Publicly Funded Training Regimes
93 Assessing requirements for national and local training
provision
94 Developing assessable outcomes for national targets
95 Assessing funding requirements for national training
programmes
96 Allocating funding for national training programmes
97 Monitoring the success of publicly funded programmes
Public Recognition/ Certification of Competence
98 A coherent system for publicly recognising competence
99 Providing coherence for national provision of
qualifications
100 Development of formal assessment systems
101 A specification for summative assessment for public
certification
102 Monitoring and assessing priorities for the development of
new qualifications
103 Development of NVQs/SVQs
104 Updating NVQs/SVQs
105 Providing criteria for equivalence between national and
international qualifications
Management Information
106 A database of the competence of employees
(local/national)
107 Evaluating the cost effectiveness of the organisation’s
training budget
108 Tracking the progress of individuals towards
qualifications
109 Evaluating the effectiveness of the organisation’s
employment policies and strategies
Regulating Professional & Occupational Qualifications and
Institutions
110 Profiling the membership requirements of a professional
body
111 Defining the institutions requirements for CPU
112 Relating and harmonising professional requirements with
other professional bodies’
113 Mutual recognition of vocational qualifications
114 Identifying and describing new and emerging occupations and
professional groups
115 Assessing the relevance of professional qualifications to
the demands of industry standards.