The document outlines the importance of competency-based training (CBT) programs, emphasizing their effectiveness in aligning employee skills with organizational goals amidst a rapidly changing work environment. It provides a seven-step implementation process, highlights key characteristics of successful CBT programs, and underscores the necessity of focusing on essential competencies. Additionally, it suggests creating individual development plans to address skill gaps and improve future performance.

1. HOW TO
CREATE A
COMPETENCY-BASED TRAINING
PROGRAM

2. 7,000+ COURSES . 25 TOPIC AREAS . UNLIMITED ACCESS

3. ?
Are you currently using competencies in your training program?

4. WHAT WE HOPE 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…

7. VOLATILITY
UNCERTAINTY
COMPLEXITY
AMBIGUITY

8. CHALLENGES
EXTERNAL CHALLENGES:
Change and capacity to adapt
INTERNAL CHALLENGES:
Employee retention
Workplace demographics

9. CHANGING
OUR LEARNING STRATEGY
Demographics Behaviors Technology

10. U.S. TOTAL LABOR FORCE PARTICIPATION BY GENERATION, 2012
5%
40%
22%
33%
Traditionalists (Born 1928-1945)
Baby Boomers (Born 1946-1965)
Generation X (born 1965-1980)
Millennials (Born 1980 - 2000)

11. 9 out of 10 Americans already use their smartphones for work.
Cisco BYOD Insights Report 2013

12. THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB
1986
1997
2006
Source: Robert Kelly, Carnegie-Mellon University

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

14. THE COMPETENCY-BASED TRAINING APPROACH
LEARNER FOCUSED
ABILITY TO DO VS. KNOWING HOW
FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS
ALIGNED TO STRATEGIC OBJECTIVES

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

16. ALIGNMENT
CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS

17. EMPLOYEE FOCUSED
WHAT KEY COMPETENCIES ACTUALLY SUPPORT THE ACHIEVEMENT OF THE EMPLOYEE’S GOALS?

18. 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

19. BUILD ON STRENGTHS
LEARNING RESOURCES
ON-DEMAND AND SELF-PACED
DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE

20. SKILLS AND KNOWLEDGE
KNOWLEDGE IS GAINED WITH THE PURPOSE OF SUPPORTING PERFORMANCE.

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

22. Performance Analysis
BEGIN WITH THE END IN MIND
ACCOMPLISHMENT OF THE ORGANIZATION’S GOALS
NEED FOR SPEED AND NEED FOR COMPETENCY

23. Establish Competencies
TOP PERFORMERS ACROSS JOB ROLES
CRITICAL CHARACTERISTICS AND CAPABILITIES
NEED FOR SPEED AND NEED FOR COMPETENCY

24. Competency Levels
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES
Level of mastery required

25. What about new and emerging competencies?

26. Establish Job Role Standards
LEVEL OF MASTERY
INDIVIDUAL CONTRIBUTOR,, MANAGER OR EXECUTIVE

27. Identify Skill Gaps
DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE
3-4 KEY COMPETENCIES
Identify APPLIED competencies

28. 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

29. 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)
Individual Development Plans
OBJECTIVE INFORMATION
LEARNING STYLES
CAREER PLAN
MANAGER SUPPORT

30. Assess and Measure
PERFORMANCE IMPROVEMENT
BEHAVIOR CHANGE
ORGANIZATIONAL CAPABILITIES

31. 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.

32. RECOMMENDED RESOURCES
COURSE TITLE:
Great Managers Help People Hone Their Strengths
DURATION: 3 minutes
COURSE TITLE: Using Competencies Successfully - Communicating the Way We Want People To Work DURATION: 18 minutes

33. RECOMMENDED RESOURCES

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