This document provides guidance on creating a competency-based training program. It explains that competency-based training focuses on identifying key workplace behaviors and skills essential for achieving organizational goals. It then outlines a seven-step process for implementing competency-based training, including establishing competencies, job role standards, identifying skills gaps, and creating individual development plans. The document emphasizes that competency-based training should be learner-focused, build on strengths, and improve job performance.
2. 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.
3. BIZLIBRARY.COM
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.
8. BIZLIBRARY.COM
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
20. Establish Job Role Standards
Benchmark top
performers
What does success
look like?
What do they do?
21. Identify Skills Gaps
Difference between
desired and actual
levels of
performance
3-4 Key
competencies
Identify APPLIED
competencies
22. 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
23. 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)
24. BIZLIBRARY.COM
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
28. BIZLIBRARY.COM
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]
29. BIZLIBRARY.COM
Free trial of the BizLibrary Collection
or Demo of Technology Solutions
7,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
training videos and eLearning courses today!
30. BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary