This document provides guidance on creating a competency-based training program. It explains that competency-based training focuses on identifying key workplace behaviors and skills essential for achieving organizational goals. It then outlines a seven-step process for implementing competency-based training, including establishing competencies, job role standards, identifying skills gaps, and creating individual development plans. The document emphasizes that competency-based training should be learner-focused, build on strengths, and improve job performance.

1. HOW TO
CREATE A
COMPETENCY-BASED
TRAINING
PROGRAM

2. Are you currently using
competencies in your training
program?
a. Yes! Just looking to get a few ideas
today.
b. Not yet – we’re looking to
implement competency-based
training in the next 6-12 months.
c. Not yet – we’d like to use
competencies in our program, but
aren’t sure where to start.
d. No. Not sure if competency-based
training is the right solution for our
company at this point.

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WHAT 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.

4. Does competency-based training
(CBT) remain a relevant in today’s
evolving workplace?

5. IT’S A VUCA WORLD…
VOLATILITY
UNCERTAINTY
COMPLEXITY
AMBIGUITY
Change and capacity to
adapt
Employee retention
Workplace
demographics

6. CHANGING
OUR LEARNING
STRATEGY
Demographics
Behaviors
Technology

7. BIZLIBRARY.COM
5%
39%
32%
24%
Mature/WWII
Baby Boomers
Generation X
Generation Y
THE WORKFORCE
Source: Bureau of Labor Statistics, (2012).

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BRING YOUR OWN DEVICE - BYOD
Source: Good Technology State of BYOD Report 2012
75.5%
13%
6.1%5.1%
Currently Support
Planning to Support, Next
12 Months
Considering, But No
Specific Timeframe
Not Planning to Support

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

10. THE CBT APPROACH
• Learner focused
• Ability to do vs. knowing how
• Focuses on skills, knowledge or
behaviors
• Tied to strategic objectives

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

12. Alignment
…should be viewed as a process
guided by specific goals
whereby an organization makes
continuous adjustments…

13. Employee
Focused
What key competencies
actually support the
achievement of the
employee’s goals?

14. Build on
Strengths
Self-paced so employees build
on strengths.

15. Skills and
Knowledge
Knowledge is gained
with the purpose of
supporting performance.

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

17. Performance Analysis
What skills and
behaviors are
critical to achieving
your organization’s
goals?

18. Establish Competencies
Organizational
values
Top performers
across job roles

19. BIZLIBRARY.COM
COMPETENCY LEVELS
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES
Level of mastery required

20. Establish Job Role Standards
Benchmark top
performers
What does success
look like?
What do they do?

21. Identify Skills Gaps
Difference between
desired and actual
levels of
performance
3-4 Key
competencies
Identify APPLIED
competencies

22. 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

23. Individual Development Plans
Objective
information
Learning styles
Career plan
Manager support
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)

24. BIZLIBRARY.COM
OUTLINING COMPETENCY MODELS & MAPS
Competency Behavior Development
Resource
Target
Audience
Job Role
Resources, activities and development
opportunities, Elearning courses, videos,
books, workshops.
Job Family and Job-Specific
Competencies
Sales, Operations, Administrative,
Customer Service
Individual Contributor
Manager
Executive
Perform a particular job
at a successful level.
Demonstrated behaviors that
support the competency
Core Competencies
Cultural or organizational

25. Assess and Measure
Performance
improvement
Behavior change
Organizational
capabilities

26. COMPETENCY TOOLKITS

28. BIZLIBRARY.COM
RECOMMENDED RESOURCES
Quick Talks: Dan Pink: Gaining
Engagement through Autonomy
[video]
Collaboration Creates Value [video]
Mentoring: Matching Proteges with
Mentors [video]
Criteria for Performance Excellence
[video]
Results Rule! Build a Culture that
Makes Your Team a Hero [video]

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Free trial of the BizLibrary Collection
or Demo of Technology Solutions
7,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
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Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary