Explore the world of Competency training. Just as performance-based interviews can help to identify qualified job candidates, competency-based training can ensure that employee development is directly tied to job performance. In the training world, this means separating the "need to know" from the "nice to know." If it isn't required for job performance, it shouldn't be listed in the company training catalog
3. presenters
Bernadette Allen
CEO, the Competency Group
Arnet Tkachuk
Business Analyst
www.lambdasolutions.net www.thecompetencygroup.com
4. about Lambda Solutions
Support and training in Learning Management
Systems
150+ Moodle installations hosted & supported
managed hosting, application support, custom
development & integration
www.lambdasolutions.net www.thecompetencygroup.com
5. The Competency Group
The Competency Group Inc. has provided
customized human resource development
strategies since 1997 for various industries.
The Competency Group specializes in:
Occupational standards development
Occupational research
Competency profiles
DACUM facilitation
Competency-based training development
www.lambdasolutions.net www.thecompetencygroup.com
6. Overview of the presentation
The Competency Group
What is Competency-based training?
Analysis
Content
Training Model
ROI
Lambda Solutions
Competencies in LMS
www.lambdasolutions.net www.thecompetencygroup.com
7. Are you wasting training
a distribution of Moodle
dollars?
www.lambdasolutions.net www.thecompetencygroup.com
8. Why training dollars may be
wasted
Are you missing the strategic foundation?
Are specific performance outcomes for job
success defined?
Are performance standards defined?
Without a strong foundation outcomes are hit-or-miss
Topics may match but outcomes and levels of
achievement do not
Wrong training approach to accomplish desired
change
www.lambdasolutions.net www.thecompetencygroup.com
9. A Competency Framework
Ensures Training ROI
Defines the standards for
each job role or function
Provides framework for:
training
all human resource management functions
www.lambdasolutions.net www.thecompetencygroup.com
10. What is competency-based
training?
1. Competency
Analysis
• Defines job
skills
• Defines
performance
standards
2. Content
• Targets skills
• Enables
performance
• Various
formats
3. Training
Model
• Self-directed
• Individualized
• Mentor or
facilitator
www.lambdasolutions.net www.thecompetencygroup.com
11. 1. Competency Analysis
Competency analysis of job, role
or function
Performance standards
www.lambdasolutions.net www.thecompetencygroup.com
14. Performance Rating Scale
1 Can perform some parts of this skill satisfactorily but
requires assistance or supervision to perform the
entire skill
2 Can perform this skill satisfactorily but requires periodic
assistance or supervision
3 Can perform this skill satisfactorily without assistance or
supervision
4 Can perform this skill with satisfactorily with more than
acceptable speed and quality
www.lambdasolutions.net www.thecompetencygroup.com
15. 2. Content: Competency-based
Training
What really matters is that the learner works to
achieve the level of performance required
There is evaluation of performance
Competency-based training can be delivered in
any format
www.lambdasolutions.net www.thecompetencygroup.com
16. Example: Competency-based Training
Content
Customer service training
Competency analysis
Online learning modules
Classroom practice
On the job checklists
Observation of performance
www.lambdasolutions.net www.thecompetencygroup.com
17. 3. Competency-Based Training
Model
Employee
proposes learning
plan
Manager confirms
learning plan
Employee
implements
learning plan
Employee self
evaluates
performance
Manager observes
and evaluates
performance
Skill gaps identified
Organization
defines
competencies
Manager confirms
evaluation
Employee self-evaluates
www.lambdasolutions.net www.thecompetencygroup.com
18. Competency-based Training:
Onboarding
Select priority skills for orientation
Group skills for realistic learning
Select training
Method
www.lambdasolutions.net www.thecompetencygroup.com
20. Competency-based Training
Promotes Employee
Engagement
Collaborative process employee and
manager
Makes expectations for jobs
transparent
Builds employee confidence
Employees identify their
interests
Career progression
Cross training
www.lambdasolutions.net www.thecompetencygroup.com
21. Competency-based Training is
Tied to Bottom Line Results
Clear performance expectations specified
Performance standards identified
Track employee performance
against expectations
Determine if training was
successful in terms of
performance
Conduct ROI studies
www.lambdasolutions.net www.thecompetencygroup.com
22. Succession Planning
Competency-based training is for succession
planning:
Identify key jobs/positions
Competency-based training for succession
planning:
Identify key jobs/positions
Develop competency maps for key positions
Build learning paths to develop replacements
www.lambdasolutions.net www.thecompetencygroup.com
23. Maximize Your LMS
Investment
Having an established competency
framework allows you to:
Provide training that addresses specific
skills and performance standards
Evaluate existing training content against
your skill needs
Link competencies to e-learning and other
training content
Provide strong basis for all human resources
management initiatives
www.lambdasolutions.net www.thecompetencygroup.com
Hello everyone. Welcome to our webinar on Totara LMS: LMS for Workplace Learning
Today’s webinar is sponsored by Lambda Solutions
Our presenters today, are Bernadette Allen, CEO – The Competency Group, and myself, Arnet Tkachuk, Business Analyst from Lambda Solutions.
If you’re thinking about implementing an Learning management system or an LMS, we’re the people to talk to. Lambda works with Moodle and Totara, and provides training, consulting, managed hosting and expert support.
Our goal is to provide an affordable, open-source eLearning solution that deploys easily in both large and small organizations
- We work with a growing number of schools, colleges, training institutions, healthcare facilities, small businesses, and nonprofits who want to offer Learning in the Cloud. We believe support is a critical component to any successful implementation.
And today we have the competency group with us. Lambda Solutions and the Competency group work closely together on a number of projects. They are truly experts in the field.
In today’s webinar we will
Bernadette’s going to take over in a few seconds here where she’ll take you through the basics of competency-based training. She’ll cover ROI and then how competency training can plug into into an LMS.
I’d like to then take just a couple of short minutes to show you how we can actually use competencies inside of an LMS. I’ll pop Totara open and give you a quick walk-through of the technology.
So without further delay, Bernadette take it away.
Ask this question first
I think many training dollars are wasted
Training is the first thing cut
Not seen as adding real value to the organization
Because often it does not provide the skills that organizations need
Often seen as nice to have, not a must
Training must clearly identify:
What do you want the learner to be able to do?
How well do you want them to be able to do it?
Is the training approach sufficient to achieve the desired performance change
Often training is too short
For example, if training is about performance it must provide sufficient opportunity for application
This leads us to the focus of today’s presentation.
Today I will show you how a competency framework provides the basis for training that achieves results.
This is achieved because:
Competencies define the standards for each job role.
This forms the basis for all training
And all human resources functions
So what is competency-based training? Here is an overview slide which I will describe in detail later.
I see three key aspects of competency-based training that sets it apart from other training approaches:
It is based on a competency analysis for job roles or functions in the organization. The competency analysis defines “best practice” for how the job is performed.
The competency analysis defines the level of performance required.
2. The content of competency-based training targets targets “best practice” to the required skill level.
Content is delivered in the best way to attain the performance
3. The training model is self-directed, individualized and mentor or facilitator role
Share the competency analysis approach I used for many years
The Competency Group has used this approach to develop job competencies across many industries and sectors, such as mining, electricity, health, hospitality, finance, education, biotechnology, etc
It is applicable to any role or function
Extremely practical and useful
This analysis produces a level of detail sufficient to develop quality training and also to evaluate existing or off-the-shelf training programs
Provides sufficient detail to inform all stages of employee cycle.
Dacum approach
This level needed to drive the employee lifecycle
Two aspects of competency analysis
Analysis of the job, role or function
Performance standards
Competency Map – Operations Manager
Major categories
Skills
This analysis of skills links directly back to organizational objectives
It gives you the framework for building training that meets the organization’s needs and goals
This is the high level view of the role of operations manager.
To develop training, must further analyze the role
Example of next level of the analysis
This shows one of the major categories.
On the competency map, you saw only the major categories and skills
This next step breaks the skills into sub-skills and defines the supporting knowledge and abilities of each skill
Remember, the competency map is defining what is best practice for this role within a specific organization. More detail is required.
The competency map and further analysis describes what you want employees to be able to do
Another critical question is:
How well do they need to do it”?
That’s where setting a performance standard comes in.
Each skill on the Competency Map is assigned a performance rating
This is a sample scale that I have used many times
Works very well for real workplace
Employees easily understand it.
When you are developing competency based training, you must know the level of performance you are aiming at.
This in turn informs your learning objectives, drives your content and your training approach.
For example, if your performance standard is 4, your training content and training approach will be different than if the employee is only required to perform some parts of the skill.
The performance rating links directly back to organization’s expectations for the particular job role or function.
objectives
Otherwise your training will not be effective. It will not be a good investment
Next, Show sample Operations Manager PDF Competency map with ratings (PDF 2)
The essence is that the training content must enable employees to:
Learn how to perform the required skills as outlined on the competency map
Enable them to perform to the required performance level
It is the basis that makes it competency-based training
The content must support those two objectives
Typically, you will use a combination of approaches in order to attain your goals
It depends on:
The learner
The organization
Tools and resources
Characteristics of the target population, etc.
The third distinguishing aspect of competency-based training is the training model.
The learner is responsible for their own learning
Their manager or coach is accountable for their learning
The competency-based training model is really a performance development model.
It integrates competency and performance requirements into the organizations performance development system
Let’s look at a few applications of competency-based training
onboarding
With the modular view of competencies you can easily group skills in many ways
This is a sample of how skills a grouped for an onboarding program for an operations manager.
Once these skills are grouped and performance ratings assigned, you can:
Design a specific onboarding program
Arnet: Having a framework for competencies is incredibly important when you move learning into the cloud, and start standardizing roles. Give me one second, and I’ll pull up our practice instance of Totara to give you an idea of what it can look like.
Our key features demo will cover the following:
Totara is a Moodle distribution focused on corporate learning, the features of which are built upon the best practices learned from the needs of other organizations.
- While Moodle Covers the items you see in yellow on the screen, Totara takes this and really expands the functionality to deliver something truly unique for corporate environments