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
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.
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
14. THE COMPETENCY-BASED TRAINING APPROACH
LEARNER FOCUSED
ABILITY TO DO VS. KNOWING HOW
FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS
ALIGNED TO STRATEGIC OBJECTIVES
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
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
35. www.bizlibrary.com/webinars
TUES. NOV. 4
TEN TIPS TO OVERCOME THE TRAINING USAGE DIP
THURS. 11.06
ONBOARD, NOT OVERBOARD.
ACCELERATING NEW HIRE TRAINING
36. Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry
@BizLibrary
Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl
#BIZWEBINAR