The document discusses competency-based training and development. It outlines four theories of adult development: experiential education theory, motivation acquisition theory, social learning theory, and self-directed change theory. It describes how competencies can be taught and developed in adults. The document also provides steps for developing a competency-based training program, including developing a competency model and identifying the most cost-effective training options.

1. Development and
Career Pathing
Done by-Amita.C.Bhalerao

2. Competency-Based Training and Development
• Competencies can be taught or learn
• Core competencies such as achievement orientation and self confidence can
be modified
• Competencies can be developed and people can learn and change

3. Development Based Four Theories
• Adult Experiential Education Theory
• Motivation Acquisition
• Social learning
• Self- directed change

4. Adult Experiential Education Theory
The Four inputs where adults learn in best ways
• Abstract conceptualization -creating theories to explain observations
• Active Experimentation-using theories to solve problems, make decisions
• Concrete Experience-being involved in a new experience
• Reflective Observation-watching others or developing observations about one’s
own experience

5. REFLECTIVE
OBSERVATION
ABSTRACT
CONCEPTUALIZAT
ION
ACTIVE
EXPERIMENTATIO
N
CONCRETE
EXPERIENCE
Adult learning style

6. McClelland’s Theory of motive Acquisition
McClelland 12 principles can be summarized in 5 inputs
• Conceptual Model-Learner must learn a new pattern of thinking with positive
feeling attached
• Self Assessment-learner must receive feedback on there competency
• Practice-learner should practice using new thought and behaviours by practicing it
in real-life
• Goal Setting –learner must plan and set there goal by using there competency in
important activities of life
• Social Support- learner should have socially safe and supportive environment

7. Social Learning Theory
• Interpersonal skills can be learn by behaviour role modelling
• Behaviour modelling methods can be learn by learners showing them live
examples, films or videotape
• Learner are encouraged to act or role play the model

8. Self-Directed Change Theory
• Self- Directed change research holds that’s adults change their behaviour when
three condition are present
- Dissatisfaction with an existing condition (Actual)
- Clarity about a desired condition(ideal or goal)
- Clarity about what to do move from Actual to Ideal(Action Step)
People will only change if they are interested to change if they don’t change there
could be dissatisfied with there current competency
And Learner must feel the gap between there current and desired level compentency

9. Four strategy of six step
• Recognition
• Understanding
• Self-Assessment
• Skill Practice/Feedback
• Job Application Goal-Setting
• Follow-Up Support

10. Organizational issues
The Following issues indicate a need for competency-based training
A straightforward need to increase performance
A desire to reducing curve time from job entry to full productivity

11. Steps in Developing
A competency-based training program
• Development of a competency model-
• Identification of which competencies are cost effective to train versus to select for
• Self Most Cost effective development options
• Competency-Based Training Programs
• Development centres
• Self-development resources guides
• Computers and interactive video-assisted training