Competency Development and Empowerment of Women Employees

All developmental processes are essentially self-lnotivated. All other concerned parties for competency development and empowerment of women hl an industrial environment are trade unions, nun-government welfare agencies, enlployers and various government agencies. The concerned parties can only play a supportive role by creating illid nurturing a conducive work culture for self-learning and development. As a first step for the competency development of women, it is an essential precondition tliat a level playing ground free fromgender bias and sexual discrimination is created so tliat wonian can fearlessly come out with her normal expression and actively participate in the various activities of the organisation. The process of empowerment involves delegation, assigning higher responsibility, certain amount of risk tqking on the part of concerned individual as well as by her immediate boss, mentoring and coaching, etc. Faith, trust and love for work, organisation a ~ i d her mentor and other colleagues are other essential coliditions for successful transformation of women in order to he fully e~npowered in her present job.The process of competency development and empowernlent is a life long process, which should continue throughout the career of a woman. She should be ahle to identify hcr mentor within h e orgalisation so tliat she can seek liisker lldp as and when required.The mentor should prepare a career progression plan in joint consultation with the women keeping in mind her learning ability. ambition level, ability to put in sustained efforts over a period of,ti~nie and untiring zeal to excel under all kind of circumstances.