Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
Webinar - How to set pay ranges in the context of pay transparency legislation
Â
7 Steps to Create a Competency-Based Training Program
1.
2. Presenting Today
Lezlie Stephens
Director of People Operations
BizLibrary
lstephens@bizlibrary.com
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com
6. â[T]he most successful
strategies are those
that make learning a
continuous process,
hardwired into a
company's
metabolism.â
Meghan Biro, The New
Rules of Leadership
9. Alignment
Employee Focused
Build on Strengths
Skills and Knowledge
Improved
Performance
Key Characteristics of
Competency-Based
Training Programs
10. 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 dayâŚ
âŚEmployees 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
11. 7 Key Steps to Creating a
Competency-Based Training Program
Performance
Analysis
Establish
Competencies
Establish Job
Role Standards
Identify Skill
Gaps
Create Individual
Development
Plans
Assess and
Measure
Repeat
12. Performance Analysis
Begin with the end in mind
Accomplishment of the
organizationâs goals
Need for speed and need for
competency
16. SOURCE:
thefutureworkplace.com
⢠Inclusive decision making
⢠Genuine solicitation of feedback
Collaborative Mind-set
⢠Mentors and coaches team
⢠Provides straight feedback
Developer of People
⢠Use technology to connect customers and employeesDigitally Confident
⢠Has a diverse mind-set
⢠Prioritizes social responsibility
Global Citizen
⢠Builds accountability across levels
⢠Champions innovation
Anticipates and Builds
for the Future
Leadership 2020 Model
17. Learning Agility Defined:
The willingness and ability to learn from
experience and the ability to apply what
youâve learned for effective performance in
new or unfamiliar conditions.
18. People who are learning agile: Seek out experiences to learn from; enjoy
complex problems and challenges associated with new experiences
because they have an interest in making sense of them; perform better
because they incorporate new skills into their repertoire.
A person who is learning agile has more lessons,
more tools, and more solutions to draw on when
faced with new business challenges.â
Source: Victoria Swisher, Becoming an Agile Leader
19. Establish Job Role Standards
The level of mastery required
Individual contributor,
manager or executive
20. Identify Skill Gaps
Difference between desired
and actual level of
performance
Focus on 3-4 competencies at
a time
Identify applied competencies
21. COMPETENCY SUPPORTING BEHAVIORS
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
22. Individual Development Plans
Clarity of expectations
Both manager and individual
know the plan
Identify what support and
resources are needed
Individual owns their own
development and is proactive
23. What are my development
objectives?
What activities do I
need to undertake to
achieve my objectives?
What support/resources
do I need to achieve my
objectives
What are the
measures of
success?
Target date
for achieving
my objectives
Create an Individual Development Plan
26. 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.
28. Manager: Transforming into a Culture of
Accountability
NEW 5 Part Video Series
1. Employee: What is Accountability?
2. Employee: How to be Accountable
3. Manager: Getting Started on
Accountability
4. Manager: Transforming into a Culture of
Accountability
5. Manager: Leading Accountable Teams
29. Using Competencies Successfully -
Communicating the Way We Want People
To Work
How well do the people in
your organization know and
apply your competency
framework?
Competencies make explicit the
way your organization wants its
people to work. Using
Competencies Successfully
illustrates how to use them in
appraisals, in promotion interviews
and for self-development.
30. Try out these video lessons
and more!
Thousands of videos and unlimited access for
your employees.
www.bizlibrary.com/free-trial