Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

How to Create a Competency-Based Training Program | Webinar 01.20.15

2,180 views

Published on

How do you create targeted employee development plans that actually improve the performance of your organization?
The easiest way to target employee development is through competency-based training. Competency-based training links individual performance to the goals of the organization.

In this webinar we’ll provide a straightforward seven-step process any organization can use to implement competency-based training starting today.

www.bizlibrary.com

Published in: Business
  • Be the first to comment

How to Create a Competency-Based Training Program | Webinar 01.20.15

  1. 1. HOW TO CREATE A COMPETENCY-BASED TRAINING PROGRAM WEBINAR BROUGHT TO YOU BY:
  2. 2. ? Are you currently using competencies in your training program?
  3. 3. WHAT YOU’LL TAKE-AWAY Key characteristics of competency-based training and how you can apply them to your program. A straightforward seven-step process that you can use to implement competency-based training. Online resources provided by BizLibrary to help you create your program.
  4. 4. Does competency-based training (CBT) remain relevant in today’s evolving workplace?
  5. 5. IT’S A VUCA WORLD…
  6. 6. VOLATILITY UNCERTAINTY COMPLEXITY AMBIGUITY
  7. 7. CHALLENGES INTERNAL CHALLENGES: Employee retention Workplace demographics EXTERNAL CHALLENGES: Change and capacity to adapt
  8. 8. CHANGING OUR LEARNING STRATEGY Demographics Behaviors Technology
  9. 9. THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB 1986 1997 2006 Source: Robert Kelly, Carnegie-Mellon University
  10. 10. Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.
  11. 11. ALIGNED TO STRATEGIC OBJECTIVES LEARNER FOCUSED ABILITY TO DO VS. KNOW FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS THE COMPETENCY-BASED TRAINING APPROACH
  12. 12. BUILD ON STRENGTHS FOCUS ON IMPROVED PERFORMANCE EMPLOYEE FOCUSED TARGETED SKILLS / KNOWLEDGE ALIGNMENT KEY CHARACTERISTICS
  13. 13. ALIGNMENT CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS
  14. 14. EMPLOYEE FOCUSED WHAT KEY COMPETENCIES ACTUALLY SUPPORT THE ACHIEVEMENT OF THE EMPLOYEE’S GOALS?
  15. 15. 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
  16. 16. BUILD ON STRENGTHS DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE
  17. 17. TARGETED SKILLS AND KNOWLEDGE ARE GAINED WITH THE PURPOSE OF SUPPORTING PERFORMANCE.
  18. 18. PERFORMANCE ANALYSIS ASSESS AND MEASURE CREATE INDIVIDUAL DEVELOPMENT PLANS ESTABLISH COMPETENCIES ESTABLISH JOB ROLE STANDARDS IDENTIFY SKILL GAPS IMPLEMENTATION PROCESS
  19. 19. Performance Analysis BEGIN WITH THE END IN MIND ACCOMPLISHMENT OF THE ORGANIZATION’S GOALS NEED FOR SPEED AND NEED FOR COMPETENCY
  20. 20. Establish Competencies TOP PERFORMERS ACROSS JOB ROLES CRITICAL CHARACTERISTICS AND CAPABILITIES NEED FOR SPEED AND NEED FOR COMPETENCY
  21. 21. CORE COMPETENCIES Industry and culture JOB FAMILY COMPETENCIES Business discipline JOB ROLE COMPETENCIES Level of mastery required Competency Levels
  22. 22. What about new and emerging competencies?
  23. 23. Establish Job Role Standards LEVEL OF MASTERY REQUIRED INDIVIDUAL CONTRIBUTOR,, MANAGER OR EXECUTIVE BENCHMARK AND ASSESS
  24. 24. Identify Skill Gaps DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE 3-4 KEY COMPETENCIES IDENTIFY APPLIED COMPETENCIES
  25. 25. 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 Skill Gaps
  26. 26. INDIVIDUAL DEVELOPMENT PLAN Name: Position: Manager: Date: CAREER 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
  27. 27. Assess and Measure PERFORMANCE IMPROVEMENT BEHAVIOR CHANGE ORGANIZATIONAL CAPABILITIES
  28. 28. 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.
  29. 29. RESOURCES TO CREATE YOUR COMPETENCY-BASED TRAINING PROGRAM
  30. 30. RESOURCES TO CREATE YOUR COMPETENCY-BASED TRAINING PROGRAM
  31. 31. COMPETENCY TOOLKITS FOR ON-THE-JOB DEVELOPMENT
  32. 32. WWW.BIZLIBRARY.COM/FREE-TRIAL THOUSANDS OF COURSES . 25 TOPIC AREAS . UNLIMITED ACCESS FREE 30-DAY TRIAL! no risk – no obligation
  33. 33. Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry @BizLibrary Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl #BIZWEBINAR

×