Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars

1. HOW TO
CREATE A
COMPETENCY-BASED
TRAINING
PROGRAM

2. 6,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
training videos and eLearning courses today!

3. Are you currently using
competencies in your training
program?
a. Yes! Just looking to get a few ideas
today.
b. Not yet – we’re looking to
implement competency-based
training in the next 6-12 months.
c. Not yet – we’d like to use
competencies in our program, but
aren’t sure where to start.
d. No. Not sure if competency-based
training is the right solution for our
company at this point.

4. BIZLIBRARY.COM
WHAT 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.

5. Does competency-based training
(CBT) remain a relevant in today’s
evolving workplace?

6. IT’S A VUCA WORLD…
VOLATILITY
UNCERTAINTY
COMPLEXITY
AMBIGUITY
Change and capacity to
adapt
Employee retention
Workplace
demographics

7. CHANGING
OUR LEARNING
STRATEGY
Demographics
Behaviors
Technology

8. BIZLIBRARY.COM
5%
39%
32%
24%
Mature/WWII
Baby Boomers
Generation X
Generation Y
THE WORKFORCE
Source: Bureau of Labor Statistics, (2012).

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BRING YOUR OWN DEVICE - BYOD
Source: Good Technology State of BYOD Report 2012
75.5%
13%
6.1%5.1%
Currently Support
Planning to Support, Next
12 Months
Considering, But No
Specific Timeframe
Not Planning to Support

10. Competency-based training
focuses on identified workplace
behaviors essential to achieve
organizational strategic goals.

11. THE CBT APPROACH
• Learner focused
• Ability to do vs. knowing how
• Focuses on skills, knowledge or
behaviors
• Tied to strategic objectives

12. KEY CHARACTERISTICS
ALIGNMENT
EMPLOYEE FOCUSED
BUILD ON STRENGTHS
SKILLS AND KNOWLEDGE
IMPROVED
PERFORMANCE

13. Alignment
…should be viewed as a process
guided by specific goals
whereby an organization makes
continuous adjustments…

14. Employee
Focused
What key competencies
actually support the
achievement of the
employee’s goals?

15. Build on
Strengths
…should be viewed as a process
guided by specific goals
whereby an organization makes
continuous adjustments…

16. Skills and
Knowledge
Knowledge is gained
with the purpose of
supporting performance.

17. BIZLIBRARY.COM
LEARNING MUST BE JUST IN TIME
AND JUST FOR ME
Michael Rochelle,
Chief Strategy Officer,
Brandon Hall Group
90% of Americans use their
personal smartphones for
work-related purposes.
One in five iPad owners use
their iPads for work.
Source: BYOD Insights 2013: A Cisco
Partner Network Study

18. PERFORMANCE ANALYSIS
ESTABLISH
COMPETENCIES
ESTABLISH JOB
ROLE STANDARDS
IDENTIFY SKILL
GAPS
CREATE
INDIVIDUAL
DEVELOPMENT
PLANS
REPEAT
IMPLEMENTATION PROCESS
ASSESS AND
MEASURE

19. Performance Analysis
What skills and
behaviors are
critical to achieving
your organization’s
goals?

20. Establish Competencies
Organizational
values
Top performers
across job roles

21. Establish Job Role Standards
Benchmark top
performers
What does success
look like?
What do they do?

22. Identify Skills Gaps
Difference between
desired and actual
levels of
performance
3-4 Key
competencies
Identify APPLIED
competencies

23. 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

24. Individual Development Plans
Objective
information
Learning styles
Career plan
Manager support
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)

25. BIZLIBRARY.COM
OUTLINING COMPETENCY MODELS & MAPS
Competency Behavior Development
Resource
Target
Audience
Job Role
Resources, activities and development
opportunities, Elearning courses, videos,
books, workshops.
Job Family and Job-Specific
Competencies
Sales, Operations, Administrative,
Customer Service
Individual Contributor
Manager
Executive
Perform a particular job
at a successful level.
Demonstrated behaviors that
support the competency
Core Competencies
Cultural or organizational

26. Assess and Measure
Performance
improvement
Behavior change
Organizational
capabilities

27. COMPETENCY TOOLKITS

29. BIZLIBRARY.COM
RECOMMENDED RESOURCES
Quick Talks: Dan Pink: Gaining
Engagement through Autonomy
[video]
Collaboration Creates Value [video]
Mentoring: Matching Proteges with
Mentors [video]
Criteria for Performance Excellence
[video]
Results Rule! Build a Culture that
Makes Your Team a Hero [video]

30. BIZLIBRARY.COM
Free trial of the BizLibrary Collection
or Demo of Technology Solutions
6,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
training videos and eLearning courses today!

31. BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary