Date post: | 22-May-2015 |
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Business |
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HOW TO CREATE A COMPETENCY-BASED
TRAINING PROGRAM
7,000+ COURSES . 25 TOPIC AREAS .
UNLIMITED ACCESS
? Are you currently using competencies in your training program?
WHAT WE HOPE YOU’LL LEARN
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven-step process any organization can use to implement CBT today.
Does competency-based
training (CBT) remain a
relevant in today’s evolving
workplace?
IT’S A VUCA WORLD…
VOLATILITY UNCERTAINTY
COMPLEXITY AMBIGUITY
CHALLENGES
EXTERNAL CHALLENGES: Change and capacity to adapt
INTERNAL CHALLENGES: Employee retention Workplace demographics
CHANGING
OUR LEARNING
STRATEGY
Demographics Behaviors Technology
U.S. TOTAL LABOR FORCE
PARTICIPATION BY GENERATION, 2012
5%
40%
22%
33%
Traditionalists (Born 1928-1945) Baby Boomers (Born 1946-1965)
Generation X (born 1965-1980) Millennials (Born 1980 - 2000)
9 out of 10 Americans already use
their smartphones for work.
Cisco BYOD Insights Report 2013
THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB
1986 1997 2006
Source: Robert Kelly, Carnegie-Mellon University
Competency-based training
focuses on identified workplace
behaviors essential to achieve
organizational strategic goals.
THE COMPETENCY-BASED TRAINING APPROACH
LEARNER FOCUSED
ABILITY TO DO VS. KNOWING HOW
FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS
ALIGNED TO STRATEGIC OBJECTIVES
KEY CHARACTERISTICS
ALIGNMENT
EMPLOYEE FOCUSED
BUILD ON STRENGTHS
SKILLS AND KNOWLEDGE
IMPROVED PERFORMANCE
ALIGNMENT
CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS
EMPLOYEE FOCUSED
WHAT KEY COMPETENCIES ACTUALLY SUPPORT THE ACHIEVEMENT OF THE EMPLOYEE’S GOALS?
Managers have unique opportunities in their daily interactions with employees to empower them to discover and develop their strengths, and they have the ability to position employees in roles where they can do what they do best every day… …Employees who feel engaged at work and who are able to use their strengths in their jobs are more productive and profitable and have higher quality work.
Source: Gallup Study, 2013 State Of The American Workplace
BUILD ON STRENGTHS
LEARNING RESOURCES ON-DEMAND AND SELF-PACED
DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE
SKILLS AND KNOWLEDGE
KNOWLEDGE IS GAINED WITH THE PURPOSE OF SUPPORTING PERFORMANCE.
PERFORMANCE ANALYSIS
ESTABLISH COMPETENCIES
ESTABLISH JOB ROLE STANDARDS
IDENTIFY SKILL GAPS
CREATE INDIVIDUAL
DEVELOPMENT PLANS
REPEAT
IMPLEMENTATION PROCESS
ASSESS AND MEASURE
Performance Analysis
BEGIN WITH THE END IN MIND
ACCOMPLISHMENT OF THE ORGANIZATION’S GOALS
NEED FOR SPEED AND NEED FOR COMPETENCY
Establish Competencies
TOP PERFORMERS ACROSS JOB ROLES
CRITICAL CHARACTERISTICS AND CAPABILITIES
NEED FOR SPEED AND NEED FOR COMPETENCY
Competency Levels
CORE COMPETENCIES Industry and culture
JOB FAMILY COMPETENCIES Business discipline
JOB ROLE COMPETENCIES Level of mastery required
What about new and
emerging competencies?
Establish Job Role Standards
LEVEL OF MASTERY
INDIVIDUAL CONTRIBUTOR,, MANAGER OR EXECUTIVE
Identify Skill Gaps
DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE
3-4 KEY COMPETENCIES
Identify APPLIED competencies
COMPETENCY SUPPORTING BEHAVORS
Customer Focus Considers both short and long-term
interests of the customer in making
service decisions
Creates strategies to help the
organization serve customers more
effectively
Establishes and maintains effective
relationships with customers and gains
their trust and respect.
Identify Skills Gaps
INDIVIDUAL DEVELOPMENT PLAN
Name:
Position:
Manager:
Date:
CARRER PLAN Personal Mission Statement
SHORT-TERM CAREER GOALS (1-2 Years)
Area of Interest / Positions
Competencies/Skills/
Knowledge Needed:
(areas I need to develop)
LONG-TERM CAREER GOALS (3-5 Years)
Area of Interest / Positions
Competencies/Skills/
Knowledge Needed:
(areas I need to develop)
Individual Development Plans
OBJECTIVE INFORMATION
LEARNING STYLES
CAREER PLAN
MANAGER SUPPORT
Assess and Measure
PERFORMANCE IMPROVEMENT
BEHAVIOR CHANGE
ORGANIZATIONAL CAPABILITIES
KEY TAKE-AWAYS
Take time to understand what competencies are important to your organization and employees.
Only focus on a few at time to be most effective.
Competency-based training focuses your training efforts based on business needs and performance improvement.
RECOMMENDED RESOURCES
COURSE TITLE: Great Managers Help People Hone Their Strengths DURATION: 3 minutes
COURSE TITLE: Using Competencies Successfully - Communicating the Way We Want People To Work DURATION: 18 minutes
RECOMMENDED RESOURCES
WWW.BIZLIBRARY.COM/FREE-TRIAL
7,000+ COURSES . 25 TOPIC AREAS . UNLIMITED ACCESS
www.bizlibrary.com/webinars
TUES. NOV. 4 TEN TIPS TO OVERCOME THE TRAINING USAGE DIP
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Jessica Petry
Sr. Marketing Specialist
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
@chrisosbornstl
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