The CompMS tends to focus more on creating an environment of sustainable competency in addition to entering and tracking learning resources in software.
Competency-based performance management can then be employed to measure and discover learning gaps that then drive the training course selections for an employee.
Hence for many professions, formal education and graduation are followed by a period of practice typically under the direction of qualified practitioners.
The need to acquire education, skills, and an ability to perform professional behaviour are frequently the requirements of a competent practitioner.
As used by The Gill Payne Partnership Ltd extensively within the energy sector since 1992, their definition of competence is "The ability for a person to perform a required and/or specified activity, safely, to a set standard, and under varying conditions".
Classroom-based, or training course are not easy to use to provide the scale necessary to maintain the competences of such a large number of people.
It is also able to track the experience of people to add to their learning in order to provide an evidence base for assertions of competence.