HOW TO

CREATE A COMPETENCY-BASED

TRAINING

PROGRAM

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.

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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.

Does competency-based training

(CBT) remain a relevant in today’s

evolving workplace?

IT’S A VUCA WORLD…

VOLATILITY

UNCERTAINTY

COMPLEXITY

AMBIGUITY

Change and capacity to

adapt

Employee retention

Workplace

demographics

CHANGING

OUR LEARNING

STRATEGY

Demographics

Behaviors

Technology

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5%

39%

32%

24%

Mature/WWII

Baby Boomers

Generation X

Generation Y

THE WORKFORCE

Source: Bureau of Labor Statistics, (2012).

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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

Competency-based training

focuses on identified workplace

behaviors essential to achieve

organizational strategic goals.

THE CBT APPROACH

• Learner focused

• Ability to do vs. knowing how

• Focuses on skills, knowledge or

behaviors

• Tied to strategic objectives

KEY CHARACTERISTICS

ALIGNMENT

EMPLOYEE FOCUSED

BUILD ON STRENGTHS

SKILLS AND KNOWLEDGE

IMPROVED

PERFORMANCE

Alignment

…should be viewed as a process

guided by specific goals

whereby an organization makes

continuous adjustments…

Employee Focused

What key competencies

actually support the

achievement of the

employee’s goals?

Build on Strengths

Self-paced so employees build

on strengths.

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

What skills and

behaviors are

critical to achieving

your organization’s

goals?

Establish Competencies

Organizational

values

Top performers

across job roles

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COMPETENCY LEVELS

CORE COMPETENCIES

Industry and culture

JOB FAMILY COMPETENCIES

Business discipline

JOB ROLE COMPETENCIES

Level of mastery required

Establish Job Role Standards

Benchmark top

performers

What does success

look like?

What do they do?

Identify Skills 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 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)

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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

Assess and Measure

Performance

improvement

Behavior change

Organizational

capabilities

COMPETENCY TOOLKITS

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]

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Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary