The Quality Guru

“MyDiploma” forms an integral part of ACI Globals training process and recognises a candidate’s ability to apply knowledge and skill gained through certified training. This is delivered through visual observation such as video streams of a candidate demonstrating key competencies through a live event such as an audit or evaluation.

Mr Erskine Managing Director and CEO of ACI Global in announcing the release of this new and innovative product has stated that “MyDiploma” will enable the verification of a candidates skill set in such a way that it can be easily and cost effectively verified by Independent Third Party Personnel and Management Systems Certification Bodies.

“MyDiploma” will add significant value for the candidate as this product will attract no additional fees as it is included in the price of ACI Global’s existing training courses and programmes. It will also enable the candidate to promote their ability to apply their knowledge and skill sets to Independent third party certification bodies.

The strength of the “MyDiploma” programme is underpinned by ACI Global’s Learning, Examination and Assessment Platform which is certified to ISO 9001:2008 and compliant to ISO/IEC 23988:2007, ISO/IEC 27001:2005 and ISO/IEC 17024:2003.

Mr Erskine went on to explain that “MyDiploma” will add an important and critical step in ACI Global’s 10 step online training process of e-learning, e-examination and skill assessments involving:

1. Registration and Enrolment – Candidates register, pay and enrol online;
2. Welcome Email Sent – Candidates are advised of access to e-learning and e-examination centre upon clearance of funds;
3. Commitment – Candidates are welcomed online and provide commitment to privacy and professional leadership development (CPD);
4. Assessment and Peer Review – Prior learning (RPL) and current competence (RCC) are assessed, recognised and recorded;
5. Assessment and Peer Review – Candidates are provided required knowledge through e-notes, resource library, audio narrations, research and one on one personal facilitation;
6. Assessment and Peer Review – Candidates knowledge, ability, attitude, cultural diversity and personal attributes assessed through online and onsite live assessments;
7. e-Examination - Certificates of competence issued upon successful examination outcomes of candidates knowledge, ability, attitude, cultural diversity and personal attributes;
8. Video Assessment and Examination – Candidates provide visual evidence of their “Skill” to demonstrate they can apply their knowledge, ability, attitude, cultural diversity and personal attributes by skype and video streaming of live events assessed by certified skill examiners;
9. “MyDiploma” – Diploma issued in recognition of candidates being able to “Demonstrate” ability to apply “Knowledge” and “Skill” in a real live Audit, evaluation or task;
10. Personnel Registration – Assist candidates in registering with Third Party Personnel Certification Bodies (PCB) if required.

ACI Global is seeking to obtain verification for its “MyDiploma” from Accreditation Bodies such as JAZ-ANZ, UKAS and JAB, NRBPT, IEC, IPC as well as Personnel Certification Bodies such as RABQSA, IRCA and EOQ along with selected Management Systems Certification Bodies.

Mr Erskine concluded that by verification of “MyDiploma” this would ensure International Recognition.  

Dear all,

1. Are there any benchmarks for healthy process maintenance Vs. improvement activities for software (service or hardware) organizations?

2. If there are no benchmarks, in your subjective opinion, what they should be?

C. Does it make sense to measure the two activities (process maintenance and process improvement) separately? Alternately, is it okay to club them into one and name it ‘Process Improvement Activities’ and measure accordingly.

I thought of bringing out the issue to this forum to encourage healthy discussions.

Best Regards,
Ribhu

ISO 9001:2008, clause 6.2.2 b goes like “…..provide training or take other actions to achieve the necessary competence”; i.e. training is considered as a means to achieve competence.

CMMI-Dev, V 1.2, OT PA: SG2 demands imparting training to provide competency development and competency maintenance for critical functional areas.

Still I find more and more organizations talking about ‘training’ and not ‘competency development’. As a result, more often than not, organizations land up providing training in a mechanical way, without bothering about the aim of the training, i.e. achieving employee competency. Members may please share their views and suggestions on this issue……