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The Fundamentals of Competency Training
 

The Fundamentals of Competency Training

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Explore the world of Competency training. Just as performance-based interviews can help to identify qualified job candidates, competency-based training can ensure that employee development is directly ...

Explore the world of Competency training. Just as performance-based interviews can help to identify qualified job candidates, competency-based training can ensure that employee development is directly tied to job performance. In the training world, this means separating the "need to know" from the "nice to know." If it isn't required for job performance, it shouldn't be listed in the company training catalog

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  • Today’s webinar is sponsored by Lambda Solutions
  • Our presenters today, are Bernadette Allen, CEO – The Competency Group, and myself, ArnetTkachuk, Business Analyst from Lambda Solutions.
  • If you’re thinking about implementing an Learning management system or an LMS, we’re the people to talk to. Lambda works with Moodle and Totara, and provides training, consulting, managed hosting and expert support. Our goal is to provide an affordable, open-source eLearning solution that deploys easily in both large and small organizations- We work with a growing number of schools, colleges, training institutions, healthcare facilities, small businesses, and nonprofits who want to offer Learning in the Cloud. We believe support is a critical component to any successful implementation.
  • And today we have the competency group with us. Lambda Solutions and the Competency group work closely together on a number of projects. They are truly experts in the field.
  • In today’s webinar we willBernadette’s going to take over in a few seconds here where she’ll take you through the basics of competency-based training. She’ll cover ROI and then how competency training can plug into into an LMS. I’d like to then take just a couple of short minutes to show you how we can actually use competencies inside of an LMS. I’ll pop Totara open and give you a quick walk-through of the technology. So without further delay, Bernadette take it away.
  • Ask this question firstI think many training dollars are wastedTraining is the first thing cutNot seen as adding real value to the organizationBecause often it does not provide the skills that organizations needOften seen as nice to have, not a must
  • Training must clearly identify:What do you want the learner to be able to do?How well do you want them to be able to do it? Is the training approach sufficient to achieve the desired performance changeOften training is too shortFor example, if training is about performance it must provide sufficient opportunity for application
  • This leads us to the focus of today’s presentation.Today I will show you how a competency framework provides the basis for training that achieves results.This is achieved because:Competencies define the standards for each job role.This forms the basis for all training And all human resources functions
  • So what is competency-based training? Here is an overview slide which I will describe in detail later.I see three key aspects of competency-based training that sets it apart from other training approaches:It is based on a competency analysis for job roles or functions in the organization. The competency analysis defines “best practice” for how the job is performed. The competency analysis defines the level of performance required.2. The content of competency-based training targets targets “best practice” to the required skill level. Content is delivered in the best way to attain the performance 3. The training model is self-directed, individualized and mentor or facilitator role
  • Share the competency analysis approach I used for many yearsThe Competency Group has used this approach to develop job competenciesacross many industries and sectors, such as mining, electricity, health, hospitality, finance, education, biotechnology, etcIt is applicable to any role or functionExtremely practical and usefulThis analysis produces a level of detail sufficient to develop quality training and also to evaluate existing or off-the-shelf training programsProvides sufficient detail to inform all stages of employee cycle.Dacum approachThis level needed to drive the employee lifecycleTwo aspects of competency analysisAnalysis of the job, role or functionPerformance standards
  • Competency Map – Operations ManagerMajor categoriesSkillsThis analysis of skills links directly back to organizational objectivesIt gives you the framework for building training that meets the organization’s needs and goalsThis is the high level view of the role of operations manager. To develop training, must further analyze the role
  • Example of next level of the analysisThis shows one of the major categories.On the competency map, you saw only the major categories and skillsThis next step breaks the skills into sub-skills and defines the supporting knowledge and abilities of each skillRemember, the competency map is defining what is best practice for this role within a specific organization. More detail is required.
  • The competency map and further analysis describes what you want employees to be able to doAnother critical question is:How well do they need to do it”?That’s where setting a performance standard comes in.Each skill on the Competency Map is assigned a performance ratingThis is a sample scale that I have used many timesWorks very well for real workplaceEmployees easily understand it.When you are developing competency based training, you must know the level of performance you are aiming at.This in turn informs your learning objectives, drives your content and your training approach.For example, if your performance standard is 4, your training content and training approach will be different than if the employee is only required to perform some parts of the skill.The performance rating links directly back to organization’s expectations for the particular job role or function. objectivesOtherwise your training will not be effective. It will not be a good investmentNext, Show sample Operations Manager PDF Competency map with ratings (PDF 2)
  • The essence is that the training content must enable employees to:Learn how to perform the required skills as outlined on the competency mapEnable them to perform to the required performance levelIt is the basis that makes it competency-based trainingThe content must support those two objectivesTypically, you will use a combination of approaches in order to attain your goalsIt depends on:The learnerThe organizationTools and resources Characteristics of the target population, etc.
  • The third distinguishing aspect of competency-based training is the training model.The learner is responsible for their own learningTheir manager or coach is accountable for their learningThe competency-based training model is really a performance development model.It integrates competency and performance requirements into the organizations performance development system
  • Let’s look at a few applications of competency-based trainingonboarding
  • With the modular view of competencies you can easily group skills in many waysThis is a sample of how skills a grouped for an onboarding program for an operations manager.Once these skills are grouped and performance ratings assigned, you can:Design a specific onboarding program
  • Arnet:Having a framework for competencies is incredibly important when you move learning into the cloud, and start standardizing roles. Give me one second, and I’ll pull up our practice instance of Totara to give you an idea of what it can look like.
  • Our key features demo will cover the following:
  • Totara is a Moodle distribution focused on corporate learning, the features of which are built upon the best practices learned from the needs of other organizations.- While Moodle Covers the items you see in yellow on the screen, Totara takes this and really expands the functionality to deliver something truly unique for corporate environments