how to create a competency-based training program - webinar - 11-12-13
DESCRIPTION
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.aspxTRANSCRIPT
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Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
BIZLIBRARY.COM
4,064 Courses. 25 Topic Areas. Unlimited Access.
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 competency-
based 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.
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WHAT YOU’LL 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 CBT today.
Does competency-based training
(CBT) remain a relevant in today’s
evolving workplace?
IT’S A VUCA WORLD…
VOLATILITY
UNCERTAINTY
COMPLEXITY
AMBIGUITY
Change and capacity to
adapt
Employee retention
Workplace
demographics
CHANGING
OUR LEARNING
STRATEGY
Demographics
Behaviors
Technology
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5%
39%
32%
24%
Mature/WWII
Baby Boomers
Generation X
Generation Y
THE WORKFORCE
Source: Bureau of Labor Statistics, (2012).
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BRING YOUR OWN DEVICE - BYOD
Source: Good Technology State of BYOD Report 2012
75.5%
13%
6.1% 5.1%
Currently Support
Planning to Support, Next
12 Months
Considering, But No
Specific Timeframe
Not Planning to Support
Competency-based training
focuses on identified workplace
behaviors essential to achieve
organizational strategic goals.
THE CBT APPROACH
Learner focused
Ability to do vs. knowing how
Focuses on skills, knowledge or
behaviors
Tied to strategic objectives
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ALIGNMENT
BUILD ON STRENGTHS
EMPLOYEE FOCUSED
SKILLS AND KNOWLEDGE
IMPROVED PERFORMANCE
KEY CHARACTERISTICS:
ALIGNMENT
…should be viewed as a process
guided by specific goals whereby an
organization makes continuous
adjustments…
EMPLOYEE FOCUSED
What key competencies actually
support the achievement of the
employee’s goals?
BUILD ON STRENGTHS
A variety of learning resources to serve
different learning styles and the
complexity of the new skills
and knowledge.
SKILLS AND KNOWLEDGE
Knowledge is gained with the purpose
of supporting performance.
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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
IMPROVED PERFORMANCE
Knowledge is gained with the purpose
of supporting performance.
IMPLEMENTATION PROCESS
Needs analysis
Establish competencies
Establish job role standards
Identify skill gaps
Individual development plans
Assess and measure
Need Analysis
What skills and
behaviors are
critical to achieving
your organization’s
goals?
Establish Competencies
Organizational
values
Top performers
across job roles
Establish Job Role Standards
Benchmark top
performers
What does success
look like?
What do they do?
Identify Skills Gaps
Assessments
360 Reviews
Performance
Reviews
Employee
interviews
Individual Development Plans
Objective
information
Learning styles
Career plan
Manager support
INDIVIDUAL DEVELOPMENT PLAN
Name:
Position:
Manager:
Date:
CARRER PLAN Personal 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)
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OUTLINING COMPETENCY MODELS & MAPS
Competency Behavior Development
Resource
Target
Audience
Job Role
Resources, activities and development
opportunities, Elearning courses, videos,
books, workshops.
Job Family and Job-Specific
Competencies
Sales, Operations, Administrative,
Customer Service
Individual Contributor
Manager
Executive
Perform a particular job
at a successful level.
Demonstrated behaviors that
support the competency
Core Competencies
Cultural or organizational
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Measure
Performance
improvement
Behavior change
Organizational
capabilities
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Try us out for free!
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QUESTIONS
Use the Q&A
box in the lower
right hand
portion of your
screen.
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Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary