How to Create a Competency-Based Training Program. Webinar 04.09.14

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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

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How to Create a Competency-Based Training Program. Webinar 04.09.14

  1. 1. HOW TO CREATE A COMPETENCY-BASED TRAINING PROGRAM
  2. 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. 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. 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. 5. Does competency-based training (CBT) remain a relevant in today’s evolving workplace?
  6. 6. IT’S A VUCA WORLD… VOLATILITY UNCERTAINTY COMPLEXITY AMBIGUITY Change and capacity to adapt Employee retention Workplace demographics
  7. 7. CHANGING OUR LEARNING STRATEGY Demographics Behaviors Technology
  8. 8. BIZLIBRARY.COM 5% 39% 32% 24% Mature/WWII Baby Boomers Generation X Generation Y THE WORKFORCE Source: Bureau of Labor Statistics, (2012).
  9. 9. BIZLIBRARY.COM 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. 10. Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.
  11. 11. THE CBT APPROACH • Learner focused • Ability to do vs. knowing how • Focuses on skills, knowledge or behaviors • Tied to strategic objectives
  12. 12. KEY CHARACTERISTICS ALIGNMENT EMPLOYEE FOCUSED BUILD ON STRENGTHS SKILLS AND KNOWLEDGE IMPROVED PERFORMANCE
  13. 13. Alignment …should be viewed as a process guided by specific goals whereby an organization makes continuous adjustments…
  14. 14. Employee Focused What key competencies actually support the achievement of the employee’s goals?
  15. 15. Build on Strengths …should be viewed as a process guided by specific goals whereby an organization makes continuous adjustments…
  16. 16. Skills and Knowledge Knowledge is gained with the purpose of supporting performance.
  17. 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. 18. PERFORMANCE ANALYSIS ESTABLISH COMPETENCIES ESTABLISH JOB ROLE STANDARDS IDENTIFY SKILL GAPS CREATE INDIVIDUAL DEVELOPMENT PLANS REPEAT IMPLEMENTATION PROCESS ASSESS AND MEASURE
  19. 19. Performance Analysis What skills and behaviors are critical to achieving your organization’s goals?
  20. 20. Establish Competencies Organizational values Top performers across job roles
  21. 21. Establish Job Role Standards Benchmark top performers What does success look like? What do they do?
  22. 22. Identify Skills Gaps Difference between desired and actual levels of performance 3-4 Key competencies Identify APPLIED competencies
  23. 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. 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. 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. 26. Assess and Measure Performance improvement Behavior change Organizational capabilities
  27. 27. COMPETENCY TOOLKITS
  28. 28. 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]
  29. 29. 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!
  30. 30. BIZLIBRARY.COM Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary
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