HOW TO CREATE A COMPETENCY-BASED TRAINING PROGRAM

WEBINAR BROUGHT TO YOU BY:

? Are you currently using competencies in your training program?

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WHAT YOU’LL TAKE-AWAY

Key characteristics of competency-based training and how you can apply them to your program.

A straightforward seven-step process that you can use to implement competency-based training.

Online resources provided by BizLibrary to help you create your program.

Does competency-based

training (CBT) remain

relevant in today’s evolving

workplace?

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IT’S A VUCAWORLD…

VOLATILITYUNCERTAINTY

COMPLEXITYAMBIGUITY

CHALLENGES

INTERNAL CHALLENGES:

Employee retentionWorkplace demographics

EXTERNAL CHALLENGES:

Change and capacity to adapt

CHANGING

OUR LEARNING

STRATEGY

Demographics

Behaviors

Technology

THE % OF KNOWLEDGE IN YOUR

BRAIN NEEDED TO DO YOUR JOB

1986 – 75% 1997 – 15-20% 2006 – 8-10%

Source: Robert Kelly, Carnegie-Mellon University

Competency-based training

focuses on identified workplace

behaviors essential to achieve

organizational strategic goals.

THE COMPETENCY-BASED TRAINING APPROACH

Learner Focused

Ability to do vs Know

Aligned to Strategic

Objectives

Focus on Skills,

Knowledge and Behavior

BUILD ON STRENGTHS

FOCUS ON IMPROVED

PERFORMANCE

EMPLOYEE FOCUSED

TARGETED SKILLS / KNOWLEDGE

ALIGNMENT

KEY CHARACTERISTICS

ALIGNMENT

CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS

EMPLOYEE FOCUSED

WHAT KEY COMPETENCIES ACTUALLY SUPPORT THE ACHIEVEMENT OF THE EMPLOYEE’S GOALS?

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

“

BUILD ON STRENGTHS

DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE

TARGETED

SKILLS AND KNOWLEDGE ARE GAINED WITH THE PURPOSE OF SUPPORTING PERFORMANCE.

PERFORMANCE ANALYSIS

ASSESS AND MEASURE

CREATE INDIVIDUAL DEVELOPMENT

PLANS

ESTABLISH COMPETENCIES

ESTABLISH JOB ROLE STANDARDS

IDENTIFY SKILL GAPS

IMPLEMENTATION PROCESS

Performance Analysis

BEGIN WITH THE END IN MIND

ACCOMPLISHMENT OF THE ORGANIZATION’S GOALS

NEED FOR SPEED AND NEED FOR COMPETENCY

Establish Competencies

TOP PERFORMERS ACROSS JOB ROLES

CRITICAL CHARACTERISTICS AND CAPABILITIES

NEED FOR SPEED AND NEED FOR COMPETENCY

CORE COMPETENCIESIndustry and culture

JOB FAMILY COMPETENCIESBusiness discipline

JOB ROLE COMPETENCIESLevel of mastery required

Competency Levels

What about new and

emerging competencies?

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Establish Job Role Standards

LEVEL OF MASTERY REQUIRED

INDIVIDUAL CONTRIBUTOR, MANAGER OR EXECUTIVE

BENCHMARK AND ASSESS

Identify Skill Gaps

DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE

3-4 KEY COMPETENCIES

IDENTIFY APPLIED COMPETENCIES

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 Skill Gaps

INDIVIDUAL DEVELOPMENT PLAN

Name:

Position:

Manager:

Date:

CAREER PLANPersonal 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

Assess and Measure

PERFORMANCE IMPROVEMENT

BEHAVIOR CHANGE

ORGANIZATIONAL CAPABILITIES

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.

RESOURCES TO CREATE YOUR COMPETENCY-BASED TRAINING

PROGRAM

COMPETENCY TOOLKITS FOR ON-THE-JOB DEVELOPMENT

THOUSANDS OF COURSES .

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Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

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