HOW TO CREATE A COMPETENCY-BASED

TRAINING PROGRAM

7,000+ COURSES . 25 TOPIC AREAS .

UNLIMITED ACCESS

? Are you currently using competencies in your training program?

WHAT WE HOPE 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

CHALLENGES

EXTERNAL CHALLENGES: Change and capacity to adapt

INTERNAL CHALLENGES: Employee retention Workplace demographics

CHANGING

OUR LEARNING

STRATEGY

Demographics Behaviors Technology

U.S. TOTAL LABOR FORCE

PARTICIPATION BY GENERATION, 2012

5%

40%

22%

33%

Traditionalists (Born 1928-1945) Baby Boomers (Born 1946-1965)

Generation X (born 1965-1980) Millennials (Born 1980 - 2000)

9 out of 10 Americans already use

their smartphones for work.

Cisco BYOD Insights Report 2013

THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB

1986 1997 2006

Source: Robert Kelly, Carnegie-Mellon University

Competency-based training

focuses on identified workplace

behaviors essential to achieve

organizational strategic goals.

THE COMPETENCY-BASED TRAINING APPROACH

LEARNER FOCUSED

ABILITY TO DO VS. KNOWING HOW

FOCUS ON SKILLS, KNOWLEDGE AND BEHAVIORS

ALIGNED TO STRATEGIC OBJECTIVES

KEY CHARACTERISTICS

ALIGNMENT

EMPLOYEE FOCUSED

BUILD ON STRENGTHS

SKILLS AND KNOWLEDGE

IMPROVED PERFORMANCE

ALIGNMENT

CONTINUOUS ADJUSTMENTS BASED ON ORGANIZATIONAL GOALS

EMPLOYEE FOCUSED

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

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

BUILD ON STRENGTHS

LEARNING RESOURCES ON-DEMAND AND SELF-PACED

DIFFERENT LEARNING STYLES AND THE COMPLEXITY OF THE NEW SKILLS AND KNOWLEDGE

SKILLS AND KNOWLEDGE

KNOWLEDGE IS GAINED WITH THE PURPOSE OF SUPPORTING PERFORMANCE.

PERFORMANCE ANALYSIS

ESTABLISH COMPETENCIES

ESTABLISH JOB ROLE STANDARDS

IDENTIFY SKILL GAPS

CREATE INDIVIDUAL

DEVELOPMENT PLANS

REPEAT

IMPLEMENTATION PROCESS

ASSESS AND MEASURE

Performance Analysis

BEGIN WITH THE END IN MIND

ACCOMPLISHMENT OF THE ORGANIZATION’S GOALS

NEED FOR SPEED AND NEED FOR COMPETENCY

Establish Competencies

TOP PERFORMERS ACROSS JOB ROLES

CRITICAL CHARACTERISTICS AND CAPABILITIES

NEED FOR SPEED AND NEED FOR COMPETENCY

Competency Levels

CORE COMPETENCIES Industry and culture

JOB FAMILY COMPETENCIES Business discipline

JOB ROLE COMPETENCIES Level of mastery required

What about new and

emerging competencies?

Establish Job Role Standards

LEVEL OF MASTERY

INDIVIDUAL CONTRIBUTOR,, MANAGER OR EXECUTIVE

Identify Skill Gaps

DIFFERENCE BETWEEN DESIRED AND ACTUAL LEVELS OF PERFORMANCE

3-4 KEY COMPETENCIES

Identify APPLIED competencies

COMPETENCY SUPPORTING BEHAVORS

Customer Focus 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.

Identify Skills Gaps

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)

Individual Development Plans

OBJECTIVE INFORMATION

LEARNING STYLES

CAREER PLAN

MANAGER SUPPORT

Assess and Measure

PERFORMANCE IMPROVEMENT

BEHAVIOR CHANGE

ORGANIZATIONAL CAPABILITIES

KEY TAKE-AWAYS

Take time to understand what competencies are important to your organization and employees.

Only focus on a few at time to be most effective.

Competency-based training focuses your training efforts based on business needs and performance improvement.

RECOMMENDED RESOURCES

COURSE TITLE: Great Managers Help People Hone Their Strengths DURATION: 3 minutes

COURSE TITLE: Using Competencies Successfully - Communicating the Way We Want People To Work DURATION: 18 minutes

RECOMMENDED RESOURCES

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