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Competency-based Training and Development

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Competency-based Training and Development

  1. 1. Competency-Based Training and Career Development Competency Modeling © www.mubeena.biz
  2. 2. A Competency is a “criterion for success” . Competencies are specific work behaviors distinguishing high and low job performance. What is a Competency? TRAIT BEHAVIOR Describes personality Describes action and consequence Traits are subjective, general, difficult to observe/measure Behaviors are observable, specific, and can be effectively measured © www.mubeena.biz
  3. 3. What makes a Competency valid? <ul><li>Requires K nowledge, S kills, and A ttitudes (KSA) that affect the job </li></ul><ul><li>Correlates with job performance </li></ul><ul><li>Can be measured against specific standards </li></ul><ul><li>Can be improved, developed, learned, and acquired </li></ul>A Competency is the qualification to perform, not the actual performance. © www.mubeena.biz
  4. 4. Benefits of a Competency Framework For the Organisation For Employees Contributes to employee retention Knowing clearly what the job requires Develops employees for the Succession Plan Know what skills they would need to develop to move up in the organisation Identifies relevant training for job levels; supports training needs analysis Identifies whether a performance issue is attributable to an employee or to other organisational factors Provides measures for performance required to meet organisation’s goals Brings fairness and objectivity into the performance assessment process Ensures effective employee selection; “hire for attitude, train for skill” During the hiring process, employees will know what the job truly entails © www.mubeena.biz
  5. 5. Competency Framework Design Set of values, attitudes, and beliefs the org stands for and all employees must own and demonstrate everyday Skills and abilities required for people interaction and relationships Knowledge, skills, abilities required for technical execution and analysis for product/service offerings Knowledge and skills required for supporting daily operations Competency Areas should be reflected in all Job Families with levels of acquisition and behaviors as measures. © www.mubeena.biz
  6. 6. Core Competencies <ul><li>Set of values, attitudes, and beliefs that the organisation stands for and all employees must own and demonstrate everyday </li></ul>*Diversity *Integrity *Sustainability *Credibility *Innovation *Relevancy “ Core Competencies” reflect values , beliefs , intentions , and emotions needed to meet the long-term vision of an organisation. (*Example Competencies) © www.mubeena.biz
  7. 7. People Competencies <ul><li>Skills and abilities required for people interaction and sustaining relationships </li></ul>*Listening *Understanding *Perspective *Team Work *Art of Allowing *Expressing “ People Competencies” reflect skills , behaviors , interaction points , and communication needed to build and sustain internal and external relationships with people. (*Example Competencies) © www.mubeena.biz
  8. 8. Technical Competencies <ul><li>Knowledge, skills, abilities required for technical execution and analysis for product and/or service offerings </li></ul>*Product Knowledge *Service Process *Research *Custom Designing *Use of Technology *Development “ Technical Competencies” reflect skills , know-how , and processes needed to deliver the organisation’s core business operations and services. (*Example Competencies) © www.mubeena.biz
  9. 9. Administrative Competencies <ul><li>Knowledge and skills required for supporting daily operations in the departmental section </li></ul>*Timekeeping *Documentation *Info Gathering *Scheduling *Running Meetings *Budgeting “ Administrative Competencies” reflect organisation-specific processes needed to successfully implement operational functionality within a department. (* Example Competencies) © www.mubeena.biz
  10. 10. Designing Competency Models © www.mubeena.biz
  11. 11. Competency-Based Training and Career Development Training Needs Analysis and Planning © www.mubeena.biz
  12. 12. Training needs and career planning can be analyzed based on an organisation-wide model such as in this example of Core Competencies. Interpersonal Resourceful Energetic Courageous Operational Strategic Core Competencies Understanding business Planning and organizing Handling situations Focusing on bottom line Using channels Relationship building Competency Model Example © www.mubeena.biz
  13. 13. Establish relationship with top management Establish relationship with other organisational members Form Project / Liaison Team Organisational Support Organisational Analysis Specify goals Determine training climate Identify external and legal constraints Requirements Analysis Job Analysis Person Analysis Define the target job Choose Needs Analysis method Determine participants Determine points of contact Anticipate problems Develop a protocol Analyze tasks and Knowledge, Skills, Abilities (KSAs) Develop tasks Form task clusters Develop KSAs Determine relevant KSAs and tasks Link relevant KSAs to tasks Develop performance indicators Determine KSA gaps in target population Determine approach to resolve gaps This model gives you all the information needed to design Training and Development Plans Training Needs Analysis Model © www.mubeena.biz
  14. 14. Assessing Training Needs To analyze training and development needs of employees to support performance and business objectives in current and future scenarios, the following steps are required: Examine system-wide components that may affect the design and effectiveness of training Determine data collection methodology, participants based on goals and available resources Uncover key knowledge, skills, abilities, behaviors critical to successful job performance Assess gaps in employees based on Job Analysis for what training and how best to deliver it © www.mubeena.biz
  15. 15. <ul><li>Priority areas </li></ul><ul><li>Program criteria </li></ul><ul><li>Methods </li></ul><ul><li>Job Map/Matrix </li></ul><ul><li>Evaluation </li></ul>Draft Competency Assessment Tool, present format Conduct training for Competency Assessment Tool Facilitate Competency Assessments with manager team Compile Competency Assessments for each job Rater training and practice sessions Draft Training Plan Data Analysis Competency Gap Analysis Training Program Outline, Objectives HR Hotline for ongoing assistance Finalize Training Plan in line with budget and business goals Linking Competency to Training © www.mubeena.biz
  16. 16. <ul><li>Can you attach at least one of the following to a measure? </li></ul><ul><ul><li>Quantity (e.g. Number of products sold) </li></ul></ul><ul><ul><li>Quality (e.g. Free of this type of error) </li></ul></ul><ul><ul><li>Cost (e.g. Adherence to budget amount) </li></ul></ul><ul><ul><li>Timeliness (e.g. Tasks/assignments completed within timeframe) </li></ul></ul><ul><li>Is it Testable? Is it Observable? Can it be verified? </li></ul><ul><li>  </li></ul><ul><li>Avoid words like “clearly” and “effectively” e.g. what does “clear” and “effective” mean? </li></ul><ul><li>An example of a checklist of measures for ‘Communication’: </li></ul><ul><li>“ Every person in the room could hear the speaker” </li></ul><ul><li>“ The report has no numerical errors” </li></ul><ul><li>“ The speaker was done in the allotted 30 minutes or less” </li></ul><ul><li>“ Grammar and spelling in the article is accurate” </li></ul>How To Measure a Competency © www.mubeena.biz
  17. 17. Competency-Based Training and Career Development Career Development Planning © www.mubeena.biz
  18. 18. “ Is the organisation clear on future business needs?” “ Does the structure and processes reflect efficiency?” “ How is the job performed and documented?” “ Are JDs in line with the business’ bottom-line?” Job Analysis and Review Process © www.mubeena.biz
  19. 19. How do employees choose their careers and what are their motivating factors? Does the organisation’s vision and goals match employees’ career dreams? “ I need to know what kind of work brings me fulfillment and security, and take initiative to make this happen” “ We need to select employees who share our business vision and create an environment for their growth” Career Development Philosophy © www.mubeena.biz
  20. 20. <ul><li>Study career path trends in the organisation for each job group to assess strengths in career growth opportunities. </li></ul><ul><li>Identify the motivating factors of employees and basis of their career choices. </li></ul><ul><li>Create “network career paths” containing vertical and horizontal jobs. </li></ul><ul><li>Create “lateral career paths” to allow for lateral job moves to develop skills. </li></ul><ul><li>Document Development Plans based on self-assessments, training needs, employee aspirations, desired work behaviors, and performance appraisals. </li></ul><ul><li>Work on a career development culture in the organisation by installing coaching and mentoring programs. </li></ul>Career Development Initiatives © www.mubeena.biz
  21. 21. “ Do current career systems support individual career growth?” “ Are Managers trained in career development procedures?” “ Are individual plans reviewed regularly?” Assess new and current employees against critical job competencies Individual Career Planning © www.mubeena.biz

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