# HR Competency & Training Framework

## Purpose

This workbook defines the static **Competency & Training Architecture** for HAV Seafood.

It describes which enterprise competencies, proficiency levels, training definitions, certifications and authorizations exist; what current enterprise job roles require; how current employees are mapped to enterprise competencies; and how HR references the existing Production skill/proficiency model.

It belongs to **Phase 1 — Business Architecture** and does not contain training or assessment history.

## Workbook

`hav_seafood_hr_competency_training_framework_v1.xlsx`

## Core design

The architecture separates three concepts:

- **Competency** — an employee capability or ability.
- **Training** — a learning activity intended to build or maintain capability.
- **Certification / authorization** — formal evidence or permission associated with a qualification or controlled activity.

The principal relationships are:

`Job Role -> Required Enterprise Competencies`

`Job Role -> Required Training`

`Employee -> Current Enterprise Competency Profile`

`Employee -> Current Qualification / Authorization`

`Production Skill -> optional HR competency / training / certification bridge`

## Main contents

- **33 enterprise competencies** covering core working behaviors, leadership, safety, food-safety awareness, commercial, procurement, finance, HR, IT/data, marketing, maintenance and enterprise operations.
- **5 HR competency levels**, from Awareness through Expert / Coach.
- **24 training definitions** including induction, compliance, cybersecurity, safety, food-safety awareness, manager training and domain-specific business training.
- **10 certification/authorization definitions**.
- Role competency requirements covering all **56 enterprise job roles**.
- Role training requirements covering all **56 enterprise job roles**.
- Current enterprise competency profiles for all **92 employees**.
- Current qualification/authorization references where supported by Production data or required by a small number of sensitive internal roles.
- A bridge for **106 unique Production skills** found in the current Production people dataset.

## Production boundary

Production Architecture remains authoritative for production-specific:

- skills;
- skill proficiency;
- cross-training;
- operational authorization;
- work-center qualification;
- dated skill assessments; and
- production-specific competence evidence.

The HR workbook does **not** copy or replace that data.

`Production_Skill_Mappings` is only a cross-domain bridge. It preserves the exact Production skill labels and shows where a Production skill relates conceptually to an HR competency, training definition or certification/authorization.

The existing Production numeric proficiency scale is also mapped approximately to the HR enterprise scale for interpretation only. This mapping is non-authoritative.

## Current employee competency state

`Employee_Competency_Profile` contains synthetic current-state HR competency levels for the enterprise competency requirements associated with each employee's current role.

These seed levels are deliberately set to **meet the current role baseline**. The architecture therefore does not pre-create training gaps, overdue competence, underqualified employees or other business-story patterns before Phase 2.

Production employees still retain their separate Production-owned skills and proficiency records.

## Training architecture

The training catalog defines reusable training items and structural attributes such as:

- business owner;
- delivery method;
- whether the training is normally mandatory;
- whether renewal is expected;
- synthetic normal renewal interval; and
- whether assessment is normally required.

`Role_Training_Requirements` defines role-level requirements.

`Training_Applicability` defines broader population rules such as all employees, people managers, department populations and factory-access employees.

No course completion records exist in this architecture.

## Qualification architecture

The certification catalog contains generic and synthetic definitions only. It does not claim that a named qualification is a statutory Faroese licence or legal requirement.

Current employee qualification rows are intentionally limited. Production-derived forklift and retort authorizations reference the existing active Production skill evidence without copying dated assessment history. A small number of synthetic internal IT/payroll authorizations represent current sensitive-role permissions.

Employee-level expiry dates are not seeded here. Renewal and expiry events belong to Phase 3.

## Systems and ownership

The Shared Enterprise Systems Landscape defines **ESYS-005 People & Payroll** as the HR platform and includes competence/training administration outside Production skill proficiency.

The System & Data Ownership Model defines **DOBJ-111 HR Training Record** as an HR-owned operational record in ESYS-005.

This workbook defines the architecture that those later records will reference; it does not create the records themselves.

## Explicitly excluded

This workbook does not contain:

- training registrations;
- attendance;
- course completion dates;
- training test results;
- failed courses;
- training costs;
- historical competence assessments;
- performance-review assessments;
- expired-certification events;
- renewal events;
- individual development actions; or
- training-gap stories.

Those belong to later operational datasets after the business-story phase.

## Source workbooks

The framework is aligned to:

- `hav_seafood_enterprise_job_roles_job_families_v1.xlsx`
- `hav_seafood_hr_employee_employment_master_v1.xlsx`
- `hav_seafood_hr_positions_workforce_establishment_v1.xlsx`
- `seafood_production_people_dataset_v1.xlsx`
- `hav_seafood_enterprise_systems_landscape_v1.xlsx`
- `hav_seafood_system_data_ownership_model_v1.xlsx`

## Architecture boundary

This workbook is an HR domain extension of the Shared Enterprise Architecture. It does not redefine employee identities, enterprise job roles, positions, Production skills, systems or data ownership.
