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What is Workplace Learning and Performance?
What does the Workplace Learning and Performanceprofession
encompass?
The American Society for Training and Development has
conducted extensive research on workplace learning and
performance and developed a competency model for ourprofession.
The Model depicts nine (9) Areas of Expertise for our profession
that are based on
three Foundational Competencies.
Foundational Competencies
The foundational competencies are
personal: how well you adapt to change and make personal
decisions to enhance yourcareer
interpersonal: how well you work with, manage, and influence
people, policy, and
change.
business: how well you analyze situations, make decisions, and
implement solutions.
It is essential that Learning and Performance professionals
build and continually enhance this
foundation with resources that build and refresh these skill
sets. Belonging to a local ASTD
chapter is one way to do this.
Areas of Expertise
1. Designing Learning - Designing, creating, and developing
learning interventions to meetneeds; analyzing andselecting the
most appropriated strategy, methodologies, andtechnologies to
maximizethe learning experience and impact.
2. Improving Human Performance - Applying a systematic process
of discovering andanalyzing human performance gaps;planning for
future improvements in human
performance; designing and developingcost?effective and
ethically justifiable solutions to
close performance gaps; partneringwith the customer when
identifying the opportunityand the solutions; implementingthe
solutions; monitoring the change; evaluating the
results.
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3. Delivering Training - Delivering training solutions (for
example, courses, guidedexperience) in a manner thatboth engages
the learner and produces desired outcomes;
managing and responding tolearner needs; ensuring that the
learning solution is madeavailable or delivered in atimely and
effective manner.
4. Measuring and Evaluating - Gathering data to answer specific
questions regarding thevalue or impact of learning and performance
solutions; focusing on the impact ofindividual programs and
creating overall measures of system effectiveness;
leveragingfindings to increase effectiveness and provide
recommendations for change.
5. Facilitating Organizational Change - Leading, managing, and
facilitating changewithin organizations.
6. Managing the Learning Function - Providing leadership in
developing human capital toexecute the organizations strategy;
planning, organizing, monitoring, and adjusting
activities associated with the administration of workplace
learning and performance.
7. Coaching - Using an interactive process to help individuals
and organizations developmore rapidly and produce more satisfying
results; improving others ability to set goals,
take action, make better decisions, and make full use of their
natural strengths.
8.
Managing Organizational Knowledge - Serving as a catalyst and
visionary forknowledge sharing; developing and championing a plan
for transforming the organization
into a knowledge creating and knowledge sharing entity;
initiating, driving, and
integrating the organizations knowledge management efforts.
9. Career Planning and Talent Management - Ensuring that
employees have the rightskills to meet the strategic challenges of
the organization; assuring the alignment of
individual career planning and organization talent management
processes to achieve an
optimal match between individual and organizational needs;
promoting individual growthand organizational renewal.
Feeling overwhelmed by the shear breadth and depth of our
profession? Well, don't! No oneamong us is an expert in all of
these areas of expertise. Your career goal is to become as
knowledgeable as possible about all the areas of expertise and
then gain expertise and experience
in the areas on which you want to focus your career.
Clickhereto see a full-size image of the ASTD Workplace Learning
and Performance
Competency Model. For more information on the Competency Model,
see thecompetencymodelpages at ASTD National.
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