How to Create a Competency-Based Training Program - Webinar - 11-12-13

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Employee training is fluid, dynamic and complex – which is why Competency-Based Training is a more important strategic component of a today’s employee learning strategies. In this complementary”How-To” e-book, you will learn: Why a sharp focus on key competencies is more important than ever; The key characteristics of best-in-class competency-based training programs; A straightforward seven-step process any organization can use to implement a CBT starting today. Learn how to create and implement a Competency-Based training program today! - See more at: http://www.bizlibrary.com/bizblog/posts/2013/november/how-to-create-a-competency-based-training-program-webinar-111213.aspx
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  • 1. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
  • 2. 4,064 Courses. 25 Topic Areas. Unlimited Access. BIZLIBRARY.COM
  • 3. POLL QUESTION Are you currently using competencies in your training program? a. Yes! Just looking to get a few ideas today. b. Not yet – we’re looking to implement competencybased training in the next 6-12 months. c. Not yet – we’d like to use competencies in our program, but aren’t sure where to start. d. No. Not sure if competency-based training is the right solution for our company at this point.
  • 4. WHAT YOU’LL LEARN: Why a sharp focus on key competencies is more important than ever. The key characteristics of best-inclass competency-based training programs. A straightforward seven-step process any organization can use to implement CBT today. BIZLIBRARY.COM
  • 5. Does competency-based training (CBT) remain a relevant in today’s evolving workplace?
  • 6. IT’S A VUCA WORLD… Change and capacity to adapt VOLATILITY UNCERTAINTY COMPLEXITY Employee retention AMBIGUITY Workplace demographics
  • 7. CHANGING OUR LEARNING STRATEGY Demographics Behaviors Technology
  • 8. THE WORKFORCE 5% 24% 39% Mature/WWII 32% Baby Boomers Generation X Generation Y Source: Bureau of Labor Statistics, (2012). BIZLIBRARY.COM
  • 9. BRING YOUR OWN DEVICE - BYOD 6.1% 5.1% Currently Support 13% 75.5% Planning to Support, Next 12 Months Considering, But No Specific Timeframe Not Planning to Support Source: Good Technology State of BYOD Report 2012 BIZLIBRARY.COM
  • 10. Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.
  • 11. THE CBT APPROACH Learner focused Ability to do vs. knowing how Focuses on skills, knowledge or behaviors Tied to strategic objectives
  • 12. KEY CHARACTERISTICS: ALIGNMENT EMPLOYEE FOCUSED BUILD ON STRENGTHS SKILLS AND KNOWLEDGE IMPROVED PERFORMANCE BIZLIBRARY.COM
  • 13. ALIGNMENT …should be viewed as a process guided by specific goals whereby an organization makes continuous adjustments…
  • 14. EMPLOYEE FOCUSED What key competencies actually support the achievement of the employee’s goals?
  • 15. BUILD ON STRENGTHS A variety of learning resources to serve different learning styles and the complexity of the new skills and knowledge.
  • 16. SKILLS AND KNOWLEDGE Knowledge is gained with the purpose of supporting performance.
  • 17. LEARNING MUST BE JUST IN TIME AND JUST FOR ME Michael Rochelle, Chief Strategy Officer, Brandon Hall Group 90% of Americans use their personal smartphones for work-related purposes. One in five iPad owners use their iPads for work. Source: BYOD Insights 2013: A Cisco Partner Network Study BIZLIBRARY.COM
  • 18. IMPROVED PERFORMANCE Knowledge is gained with the purpose of supporting performance.
  • 19. IMPLEMENTATION PROCESS Needs analysis Establish competencies Establish job role standards Identify skill gaps Individual development plans Assess and measure
  • 20. Need Analysis What skills and behaviors are critical to achieving your organization’s goals?
  • 21. Establish Competencies Organizational values Top performers across job roles
  • 22. Establish Job Role Standards Benchmark top performers What does success look like? What do they do?
  • 23. Identify Skills Gaps Assessments 360 Reviews Performance Reviews Employee interviews
  • 24. Individual Development Plans INDIVIDUAL DEVELOPMENT PLAN Name: Manager: Position: Date: CARRER PLAN Personal Mission Statement Objective information Learning styles SHORT-TERM CAREER GOALS (1-2 Years) Area of Interest / Positions Competencies/Skills/ Knowledge Needed: (areas I need to develop) Career plan Manager support LONG-TERM CAREER GOALS (3-5 Years) Area of Interest / Positions Competencies/Skills/ Knowledge Needed: (areas I need to develop)
  • 25. OUTLINING COMPETENCY MODELS & MAPS Competency Behavior Core Competencies Cultural or organizational Development Resource Target Audience Job Role Individual Contributor Manager Executive Resources, activities and development opportunities, Elearning courses, videos, books, workshops. Demonstrated behaviors that support the competency Job Family and Job-Specific Competencies Sales, Operations, Administrative, Customer Service Perform a particular job at a successful level. BIZLIBRARY.COM
  • 26. BIZLIBRARY.COM
  • 27. Measure Performance improvement Behavior change Organizational capabilities
  • 28. BIZLIBRARY.COM
  • 29. RECOMMENDED RESOURCES Quick Talks: Dan Pink: Gaining Engagement through Autonomy [video] Collaboration Creates Value [video] Mentoring: Matching Proteges with Mentors [video] Criteria for Performance Excellence [video] Results Rule! Build a Culture that Makes Your Team a Hero [video] BIZLIBRARY.COM
  • 30. Try us out for free! 4,000+ Courses. 25 Topic Areas. Unlimited Access. Cloud-based Learning and Performance Technology. BIZLIBRARY.COM
  • 31. QUESTIONS Use the Q&A box in the lower right hand portion of your screen. BIZLIBRARY.COM
  • 32. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
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