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How to Create a Competency-Based Training Program
This document outlines how to create and implement a competency-based training program. It discusses defining competencies, assessing skills gaps, and developing individual development plans (IDPs) aligned to organizational goals. The process involves needs analysis, identifying core competencies, skills assessment, competency mapping, and integrating development activities into talent management. Sample frameworks show how to assess and map competencies for customer service and leadership roles, then link relevant courses to close skills gaps and support IDPs. Competency-based training focuses on achieving specific competencies through self-paced learning, in contrast to traditional training models.
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How to Create a Competency-Based Training Program
- 1. How to Createa Competency-Based Training Program
- 2. Definition of Competency-Based Training How to Implement Competency- Based Training How to Utilize Needs and Performance Analysis Identifying and Establishing Core Competencies Identifying Performance Gaps Competency Mapping to Create IDP’s
- 3. Traditional Training (Educational) Model • Based on model from schools & universities • Appointment-Based • Trainer Focused
- 4. What is Competency-BasedTraining (CBT)? • Skills – tasks, knowledge and attitude • Platform for learning and organizational development • Focus on traits and skills needed to meet strategic objectives
- 5. Key Characteristics ofCBT Programs • Competencies aligned to strategic goals • Knowledge to support performance • Training designed to affect behaviors tied to competencies • Success = achievement of specified competencies • Pre-assessment • Self-paced
- 6. Advantages of CBTPrograms • Focus on success of each learner • Learner confidence grows as they achieve mastery levels • Time is used efficiently
- 7.
- 8. Core Skills Development Needs Analysis Competencies Assessment of an IDP CBT – Implementation Process
- 9. Step 1: NeedsAnalysis How do specific teams support achievement of organizational goals? How do individuals support achievement of department or team goals? What is the organization trying to achieve?
- 10. Step 2: Competencies • Whatcharacteristics & capabilities are critical to the success of your organization’s overall mission & goals? • For departments, groups and teams? • What are the common traits and strengths of top performers?
- 11. Step 3: SkillGaps Difference between current levels & desired levels =
- 12. Collecting Skill GapData • Interview managers & employees • Interview top performers • Questionnaires / Surveys • Historical data
- 13. Step 4: Individual DevelopmentPlans Needs Gaps Development activities
- 14. Integrating with TalentManagement Recruiting/ Hiring Core Compensation Development Competencies Assessment/ Promotion
- 15. Competency Mapping toCreate IDP’s Competency mapping provides a broad view of an employee’s individual strengths & weaknesses, as it relates to their personal career development, as well as organizational efficiency, and bottom-line results.
- 16. Sample Service SkillsAssessment • Auto generated by LMS • Based on Job Role • Assigned to Peers, Managers & Subordinates
- 17. Sample Service GapAnalysis • Lists Competency Ratings • Identifies above and below standard ratings • Links to development activities • Basis for IDP
- 18. Individual Development Plans(IDPs) • Nurture individual strengths • Target specific skill gaps & challenges • Track & monitor individual progress Specific courses & development activities
- 19. Sample Customer ServiceCompetencies Relationship Building Concern for Quality Achieving Results Developing Others Initiative Communication Flexibility Inspire Trust & Confidence Decision Making Team Work Service Orientation
- 20. Sample Customer ServiceCompetencies Relationship Building Concern for Quality Achieving Results Developing Others Initiative Communication Flexibility Inspire Trust & Confidence Decision Making Team Work Service Orientation
- 21. Service Competencies -Curriculum Behaviors: • Organize and express Communication ideas clearly orally and in writing. • Keep managers and others informed of the status of projects and activities Courses: 1. Organize to Remember 2. Communicate to Increase Understanding
- 22. Service Competencies -Curriculum Behaviors: • Follows procedures to Concern for ensure quality output. Quality • Encourages people to maintain high standards of quality and thoroughness. Courses: 1. Continual Quality Improvement 2. Quality Focused Management
- 23. Service Competencies -Curriculum Behaviors: • Responds to Service customer requests Orientation in a timely manner. • Proactively identifies customer needs. Courses: 1. Excelling at Customer Service Simulation 2. The Voice of the Customer
- 24. Sample Leadership Competencies Relationship Building Building Commitment Achieving Results Developing Others Managing Performance Communication Strategic Thinking Inspire Trust & Confidence Decision Making Influencing Others Purpose, Principles & Values
- 25. Sample Leadership Competencies Relationship Building Building Commitment Achieving Results Developing Managing Performance Others Communication Strategic Thinking Inspire Trust & Confidence Decision Making Influencing Others Purpose, Principles & Values
- 26. Leadership - Curriculum Behaviors: • Sees connections Strategic among diverse Thinking sources. • Turns strategy into action. Courses: 1. Systems Thinking and Models 2. Planning and Implementing a Business Strategy
- 27. Leadership - Curriculum Behaviors: • Communicates Managing expectations to Performance diverse workforce. • Motivates employees. Courses: 1. Communication Vision 2. Managing Cross Generational Teams
- 28. Leadership - Curriculum Behaviors: • Understands Influencing employee motivations Others and needs. • Leads by example and does not micromanage. Courses: 1. Building Influence as a Leader 2. Leadership & Emotional Intelligence
- 29. Sample Competency –Course Map
- 30. Job Family Customer Services Job Role Manager Recommended Content • Book: Planning for Tomorrow Competency • Course: Key Elements Goal Attainment of a Sound Plan • Simulation: Planning for Results Key Behavior Planning
- 31. Competency-Based Training differsfrom Traditional Training Methods 1. Identify Organizational Goals/Training Needs 2. Establish Core Competencies 3. Assess Current Ability 4. Identify Gaps 5. Assign Development Activities 6. Post-Assessment www.bizlibrary.com
- 32. questions? View and register for complimentary webinars here
- 33. For Additional Info. Dean Pichee www.bizlibrary.com dean@bizlibrary.com 888.432.3077 888.432.3077 ext. 106 Thank you!