HOW TO CREATE A COMPETENCY-BASED TRAINING PROGRAM WEBINAR BROUGHT TO YOU BY:

Transcription

1 HOW TO CREATE A COMPETENCY-BASED TRAINING PROGRAM WEBINAR BROUGHT TO YOU BY:

2 ? Are you currently using competencies in your training program?

3 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.

4 Does competency-based training (CBT) remain relevant in today s evolving workplace?

5 IT S A VUCA WORLD

6 VOLATILITY UNCERTAINTY COMPLEXITY AMBIGUITY

7 CHALLENGES EXTERNAL CHALLENGES: Change and capacity to adapt INTERNAL CHALLENGES: Employee retention Workplace demographics

8 CHANGING OUR LEARNING STRATEGY Demographics Behaviors Technology

9 THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB Source: Robert Kelly, Carnegie-Mellon University

10 Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.

11 THE COMPETENCY-BASED TRAINING APPROACH LEARNER FOCUSED FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS ABILITY TO DO VS. KNOW ALIGNED TO STRATEGIC OBJECTIVES

12 KEY CHARACTERISTICS BUILD ON STRENGTHS TARGETED SKILLS / KNOWLEDGE FOCUS ON IMPROVED PERFORMANCE ALIGNMENT EMPLOYEE FOCUSED

13 ALIGNMENT CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS

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

15 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

16 BUILD ON STRENGTHS DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE

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

18 IMPLEMENTATION PROCESS PERFORMANCE ANALYSIS ESTABLISH COMPETENCIES ASSESS AND MEASURE ESTABLISH JOB ROLE STANDARDS CREATE INDIVIDUAL DEVELOPMENT PLANS IDENTIFY SKILL GAPS

19 Performance Analysis BEGIN WITH THE END IN MIND ACCOMPLISHMENT OF THE ORGANIZATION S GOALS NEED FOR SPEED AND NEED FOR COMPETENCY

20 Establish Competencies TOP PERFORMERS ACROSS JOB ROLES CRITICAL CHARACTERISTICS AND CAPABILITIES NEED FOR SPEED AND NEED FOR COMPETENCY

21 Competency Levels CORE COMPETENCIES Industry and culture JOB FAMILY COMPETENCIES Business discipline JOB ROLE COMPETENCIES Level of mastery required

22 What about new and emerging competencies?

23 Establish Job Role Standards LEVEL OF MASTERY REQUIRED INDIVIDUAL CONTRIBUTOR,, MANAGER OR EXECUTIVE BENCHMARK AND ASSESS

24 Identify Skill Gaps DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE 3-4 KEY COMPETENCIES IDENTIFY APPLIED COMPETENCIES

25 Identify Skill Gaps COMPETENCY Customer Focus SUPPORTING BEHAVORS 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.

26 Individual Development Plans INDIVIDUAL DEVELOPMENT PLAN Name: Position: Manager: Date: CAREER PLAN Personal Mission Statement OBJECTIVE INFORMATION SHORT-TERM CAREER GOALS (1-2 Years) Area of Interest / Positions Competencies/Skills/ Knowledge Needed: (areas I need to develop) LEARNING STYLES CAREER PLAN LONG-TERM CAREER GOALS (3-5 Years) Area of Interest / Positions Competencies/Skills/ Knowledge Needed: (areas I need to develop) MANAGER SUPPORT

27 Assess and Measure PERFORMANCE IMPROVEMENT BEHAVIOR CHANGE ORGANIZATIONAL CAPABILITIES

28 KEY TAKE-AWAYS Competency-based training focuses your training efforts based on business needs and performance improvement. Take time to understand what competencies are important to your organization and employees. Only focus on a few at time to be most effective.

29 RESOURCES TO CREATE YOUR COMPETENCY-BASED TRAINING PROGRAM

30 RESOURCES TO CREATE YOUR COMPETENCY-BASED TRAINING PROGRAM

31 COMPETENCY TOOLKITS FOR ON-THE-JOB DEVELOPMENT

32 THOUSANDS OF COURSES. 25 TOPIC AREAS. UNLIMITED ACCESS FREE 30-DAY TRIAL! no risk no obligation

33 Chris Osborn Vice President of Jessica Petry Sr. #BIZWEBINAR