Competency Based Skills Development: A Case Study of a Dock Station Management Company in Thailand

Abstract

This study aims to develop a competency based skills development system for the logistics industry in Thailand. The objectives of the study were: (1) To identify competency required for employees in the sampled company; (2) to identify the actual competency possessed by those employees; (3) to identify methods of development to upgrade employees competency to meet the required competency levels; (4) to identify and develop specific industry competency based skills standards; and (5) to identify and develop competency based skills training curriculum for developing employees where necessary. A qualitative approach was employed with participatory action research as a guiding paradigm and competency development technique and case study as research strategies. Purposive and criterion samplings were applied in case selection. The company must employ not less than 100 employees and be willing to participate in the project. A dock station management company providing services on sea transport, warehousing and international freight forwarding was selected as a case for study in this research. The study reveals that the organizational structure of the company is comprised of four major sections: Booth Gate; CR Controller (CRC); CD Controller (CDC); and DC Documentation (DCD). A job analysis identified four main jobs, 11 tasks and 42 activities. In total there were 31 competencies, 31 competency models and 20 competency profiles. The results of the competency gap analysis revealed that: (1) Booth gate had 16 competency gaps out of 18 competencies, and 100% of the employees who occupied Junior CDC had competency gaps in the competencies of using English vocabulary in dock business, and understanding of specific conditions of each ship line; (2) CR Controller, it was found that employees who occupied the position of CRC Clerk had 10 competency gaps out of 18 competencies, employees who occupied the position of Junior CRC had 16 competency gaps out of 18 competencies; and employees who occupied the position of Senior CRC had 7 competency gaps out of 18 competencies; (3) CD Controller, employees who occupied the position of CRC Clerk had 16 competency gaps out of 19 competencies; employees in the position of Junior CDC had three competency gaps out of 16 competencies; and employees in Senior CDC positions had 13 competency gaps out of 16 competencies; (4) DC Documentation, employees who occupied the position of DCD Clerk had 19 competency gaps out of 20 competencies, employees in the position of Junior DCD had 14 competency gaps out of 20 competencies; and employees in Senior DCD had only five competency gaps out of 20 competencies. Based on the findings, the following skills development methods were recommended: On the job training, coaching, case study, self-study, lecture, simulation and demonstration. Four specific industry competency based skill standards were developed. In addition, a competency based training curriculum i.e., Container Depot Operation with seven training modules and 31 subjects was developed.