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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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