Most systems available in the market are legacy database software solutions driven from the top and needlessly complex. They are costly and require Assessors to be available in the physical workplace to do the actual assessment.
Beyond providing ticks in boxes, and being glorified training databases, the current solutions provide little to no added value to the workforce.
Traditional assessments are often marred by bias and adoption by the workforce is problematic. Competency Assurance is often confused with “Training”, but training is simply a process with an unknown outcome whereas “Competency” is the outcome organizations seek for their workforce.
Lack of competency is a major risk for any organization. All the legacy Competency Assurance systems and training efforts have shown little to no reduction in undesired events. When it comes to competency of our workforce, many organizations find themselves stuck in Phase 1: “We don’t know what we don’t know.”
What if you had a user friendly, intuitive software that would take a holistic approach to analyzing gaps in knowledge, skills and desired behaviors in a workforce? A tool that closes those gaps between observed and expected competencies? Integrated with a YouTube-like video training platform that establishes and promotes best practices in the workplace? A solution that your workforce would love to use; something that could finally take a stab at those undesired events?
ARDVARK is industry neutral.
ARDVARK focuses on “Knowledge”, “Skills”, and “Behaviors” that enable a person to perform his/her work consistently, safely, confidently, independently, and reliably.
ARDVARK shares ‘best practices’ in an organisation, generated by, and shared in its workforce.
ARDVARK uses voice controlled Heads Up Displays (HUD) technology in the assessment process, handsfree and 100% paperless: No signatures, scanning/couriering/uploading of paper, or distractions.
Our HUD technology works in high noise/hazardous
industrial areas;
ARDVARK works online in real time, or offline, for situation with low bandwidth/limited connectivity.
ARDVARK combines Competency Assurance with a video based LMS.
ARDVARK allows for engaging video based learning of “Best Practices” on a person’s mobile phone: Just in Time (Achieving a high level of “Retention” of the learned matter), and all
the time.
ARDVARK videos are workplace specific.
ARDVARK is a great tool for onboarding of new hires, as well as for an experienced workforce.
ARDVARK works with all HR databases, where data is synchronized through custom API’s.
ARDVARK recognizes prior learning of a person, and greatly reduces the need for expensive formal training activities.
ARDVARK eliminates almost all bias in the assessment process by using video; expectations for a how a Task is to be performed are transparent, and evidence is of high integrity.
ARDVARK is built using an open source/low code platform; we will never “lock you in”.
ARDVARK is a low cost solution with flexible pricing options, based on number of Users. We also provide “Competency as a Service” (CaaS) for certain industries.
Competency has to be specific for position, equipment, location, etc.
Competency is focusing on a worker’s Tasks, and their associated Performance Criteria: How is the Task done?
A number of Tasks make up a worker’s Competency Profile.
Competency for a Task must be observed by independent/neutral Assessors in its proper, (high fidelity) context, strictly against the Performance Criteria defined for the Task.
Competency for a Task has to be binary: One is “Competent” in a Task, or “Not Yet Competent”.
In case a worker is “Not Yet Competent” for a given Task, there has to be closure of the gap between the ‘observed’ and the ‘expected’ Knowledge, Skills and Behaviors.
Gap closing activities could include coaching, self study, a training video, or simply observing a co-worker perform a similar Task;
Competency is dynamic: Over the life of an asset (machine, factory, installation, etc.), operating and maintenance procedures change, equipment is added/removed, regulations are modified, Client requirements change, etc.
In addition, a workforce is dynamic: People get hired/fired, retire, promoted, reassigned, etc. Competency Assurance systems have to follow track, without missing a beat.
