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 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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  • Hello everyone. Welcome to our webinar on Totara LMS: LMS for Workplace Learning
  • Today’s webinar is sponsored by Lambda Solutions
  • Our presenters today, are Bernadette Allen, CEO – The Competency Group, and myself, Arnet Tkachuk, 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 will
    Bernadette’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 first
    I think many training dollars are wasted
    Training is the first thing cut
    Not seen as adding real value to the organization
    Because often it does not provide the skills that organizations need
    Often 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 change
    Often training is too short
    For 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 years
    The Competency Group has used this approach to develop job competencies across many industries and sectors, such as mining, electricity, health, hospitality, finance, education, biotechnology, etc
    It is applicable to any role or function
    Extremely practical and useful
    This analysis produces a level of detail sufficient to develop quality training and also to evaluate existing or off-the-shelf training programs
    Provides sufficient detail to inform all stages of employee cycle.
    Dacum approach
    This level needed to drive the employee lifecycle
    Two aspects of competency analysis
    Analysis of the job, role or function
    Performance standards

  • Competency Map – Operations Manager
    Major categories
    This analysis of skills links directly back to organizational objectives
    It gives you the framework for building training that meets the organization’s needs and goals
    This 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 analysis
    This shows one of the major categories.
    On the competency map, you saw only the major categories and skills
    This next step breaks the skills into sub-skills and defines the supporting knowledge and abilities of each skill
    Remember, 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 do
    Another 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 rating
    This is a sample scale that I have used many times
    Works very well for real workplace
    Employees 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.
    Otherwise your training will not be effective. It will not be a good investment
    Next, 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 map
    Enable them to perform to the required performance level
    It is the basis that makes it competency-based training
    The content must support those two objectives
    Typically, you will use a combination of approaches in order to attain your goals
    It depends on:
    The learner
    The organization
    Tools 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 learning
    Their manager or coach is accountable for their learning
    The 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 training
  • With the modular view of competencies you can easily group skills in many ways
    This 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
  • The Fundamentals of Competency Training

    1. 1. Fundamentals in Competency Training Improve Training ROI with Competencies
    2. 2. sponsored by
    3. 3. presenters Bernadette Allen CEO, the Competency Group Arnet Tkachuk Business Analyst
    4. 4. about Lambda Solutions  Support and training in Learning Management Systems  150+ Moodle installations hosted & supported  managed hosting, application support, custom development & integration
    5. 5. The Competency Group The Competency Group Inc. has provided customized human resource development strategies since 1997 for various industries. The Competency Group specializes in:  Occupational standards development  Occupational research  Competency profiles  DACUM facilitation  Competency-based training development
    6. 6. Overview of the presentation The Competency Group  What is Competency-based training?  Analysis  Content  Training Model  ROI Lambda Solutions  Competencies in LMS
    7. 7. Are you wasting training a distribution of Moodle dollars?
    8. 8. Why training dollars may be wasted  Are you missing the strategic foundation?  Are specific performance outcomes for job success defined?  Are performance standards defined?  Without a strong foundation outcomes are hit-or-miss  Topics may match but outcomes and levels of achievement do not  Wrong training approach to accomplish desired change
    9. 9. A Competency Framework Ensures Training ROI  Defines the standards for each job role or function  Provides framework for:  training  all human resource management functions
    10. 10. What is competency-based training? 1. Competency Analysis • Defines job skills • Defines performance standards 2. Content • Targets skills • Enables performance • Various formats 3. Training Model • Self-directed • Individualized • Mentor or facilitator
    11. 11. 1. Competency Analysis Competency analysis of job, role or function Performance standards
    12. 12.
    13. 13.
    14. 14. Performance Rating Scale 1 Can perform some parts of this skill satisfactorily but requires assistance or supervision to perform the entire skill 2 Can perform this skill satisfactorily but requires periodic assistance or supervision 3 Can perform this skill satisfactorily without assistance or supervision 4 Can perform this skill with satisfactorily with more than acceptable speed and quality
    15. 15. 2. Content: Competency-based Training  What really matters is that the learner works to achieve the level of performance required  There is evaluation of performance  Competency-based training can be delivered in any format
    16. 16. Example: Competency-based Training Content  Customer service training  Competency analysis  Online learning modules  Classroom practice  On the job checklists  Observation of performance
    17. 17. 3. Competency-Based Training Model Employee proposes learning plan Manager confirms learning plan Employee implements learning plan Employee self evaluates performance Manager observes and evaluates performance Skill gaps identified Organization defines competencies Manager confirms evaluation Employee self-evaluates
    18. 18. Competency-based Training: Onboarding  Select priority skills for orientation  Group skills for realistic learning  Select training  Method
    19. 19.
    20. 20. Competency-based Training Promotes Employee Engagement  Collaborative process employee and manager  Makes expectations for jobs transparent  Builds employee confidence  Employees identify their interests  Career progression  Cross training
    21. 21. Competency-based Training is Tied to Bottom Line Results  Clear performance expectations specified  Performance standards identified  Track employee performance against expectations  Determine if training was successful in terms of performance  Conduct ROI studies
    22. 22. Succession Planning  Competency-based training is for succession planning:  Identify key jobs/positions  Competency-based training for succession planning:  Identify key jobs/positions  Develop competency maps for key positions  Build learning paths to develop replacements
    23. 23. Maximize Your LMS Investment Having an established competency framework allows you to:  Provide training that addresses specific skills and performance standards  Evaluate existing training content against your skill needs  Link competencies to e-learning and other training content  Provide strong basis for all human resources management initiatives
    24. 24. Competencies demo
    25. 25. Repositories Management Calendar Competencies & Organizational Roles Content Team User Management Management Messaging & Notifications Learning Activities & Types Course Management Integration w/ other systems Social Learning Audience Management F-2-F Training Support Individual Learning Plan Enterprise Reporting Dashboard (Learners & Managers) Totara Sync Program Management Badges
    26. 26. QUESTIONS?