Development and career pathing

Development and Career Pathing

Done by-Amita.C.Bhalerao

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

Development Based Four Theories

• Adult Experiential Education Theory• Motivation Acquisition• Social learning• Self- directed change

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

REFLECTIVE OBSERVATION

ABSTRACT CONCEPTUALIZ

ATION

ACTIVE EXPERIMENTATI

ON

CONCRETE EXPERIENCE

Adult learning style

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

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

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 competencyAnd Learner must feel the gap between there current and desired level compentency

Four strategy of six step

• Recognition• Understanding• Self-Assessment• Skill Practice/Feedback• Job Application Goal-Setting• Follow-Up Support

Organizational issues

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

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