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Presenting	Today
Jeremy Lieb
Director	of	Recruiting,	
BizLibrary
jlieb@bizlibrary.com
Follow along on Twitter: #BizWebinar...
BizLibrary helps organizations succeed by improving the way
employees learn.
www.bizlibrary.com/free-trial
?
Are you currently
using competencies in
your training
program?
Does competency-based
training (CBT) remain
relevant in today’s evolving
workplace?
V U C A
VOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUITY
With each generation entering the workplace, a greater emphasis is
placed on continual development as these new employees ...
“[T]he most successful
strategies are those
that make learning a
continuous process,
hardwired into a
company's
metabolism...
EXTERNAL CHALLENGES:
Change and capacity to adapt
INTERNAL CHALLENGES:
Employee retention
Workplace demographics
Competency-based training focuses on
identified workplace behaviors essential to
achieve organizational strategic goals.
Alignment
Employee Focused
Build on Strengths
Skills and Knowledge
Improved
Performance
Key Characteristics of
Competency-...
Managers have unique opportunities in their daily interactions with
employees to empower them to discover and develop thei...
7 Key Steps to Creating a
Competency-Based Training Program
Performance
Analysis
Establish
Competencies
Establish Job
Role...
Performance Analysis
Begin with the end in mind
Accomplishment of the
organization’s goals
Need for speed and need for
com...
Establish Competencies
Top performers across job
roles
Critical competencies and
capabilities
Common traits and strengths
...
Competency Levels
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES...
What about new and emerging competencies?
SOURCE:
thefutureworkplace.com
• Inclusive decision making
• Genuine solicitation of feedback
Collaborative Mind-set
• Men...
Learning Agility Defined:
The willingness and ability to learn from
experience and the ability to apply what
you’ve learne...
People who are learning agile: Seek out experiences to learn from; enjoy
complex problems and challenges associated with n...
Establish Job Role Standards
The level of mastery required
Individual contributor,
manager or executive
Identify Skill Gaps
Difference between desired
and actual level of
performance
Focus on 3-4 competencies at
a time
Identif...
COMPETENCY SUPPORTING BEHAVIORS
Customer Focus Considers both short and long-term interests of the
customer in making serv...
Individual Development Plans
Clarity of expectations
Both manager and individual
know the plan
Identify what support and
r...
What are my development
objectives?
What activities do I
need to undertake to
achieve my objectives?
What support/resource...
Assess and Measure
Performance improvement
Behavior change
Organizational capabilities
Repeat…
KEY TAKE-AWAYS
Take time to understand what competencies are important to your
organization and employees.
Only focus on a...
Manager: Transforming into a Culture of
Accountability
NEW 5 Part Video Series
1. Employee: What is Accountability?
2. Emp...
Using Competencies Successfully -
Communicating the Way We Want People
To Work
How well do the people in
your organization...
Join us for future webinars!
www.bizlibrary.com/webinars
For Upcoming and On-Demand Webinars
How to Gain Leadership Buy-In...
Keep	In	Touch
Jeremy Lieb
Director	of	Recruiting,	
BizLibrary
jlieb@bizlibrary.com
Follow along on Twitter: #BizWebinar @B...
7 Steps to Create a Competency-Based Training Program
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7 Steps to Create a Competency-Based Training Program

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Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.

Competency-based training links individual performance to the goals of the organization.

A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.

In this webinar, you will 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 competency-based training starting today.

7 Steps to Create a Competency-Based Training Program

  1. 1. Presenting Today Jeremy Lieb Director of Recruiting, BizLibrary jlieb@bizlibrary.com Follow along on Twitter: #BizWebinar @BizLibrary Erin Boettge Content Marketing Manager, BizLibrary eboettge@bizlibrary.com
  2. 2. BizLibrary helps organizations succeed by improving the way employees learn. www.bizlibrary.com/free-trial
  3. 3. ? Are you currently using competencies in your training program?
  4. 4. Does competency-based training (CBT) remain relevant in today’s evolving workplace?
  5. 5. V U C A VOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUITY
  6. 6. With each generation entering the workplace, a greater emphasis is placed on continual development as these new employees know that they are unlikely to stay more than a few years; …IT’S ABOUT WHAT THEY CAN DEVELOP AND ACQUIRE TO TAKE TO THE NEXT STOP IN THE CAREER JOURNEY. We know that effective leaders are one of the most important influences on levels of engagement. Source: Rebecca Ray, Employee Engagement in a VUCA World
  7. 7. “[T]he most successful strategies are those that make learning a continuous process, hardwired into a company's metabolism.“ Meghan Biro, The New Rules of Leadership
  8. 8. EXTERNAL CHALLENGES: Change and capacity to adapt INTERNAL CHALLENGES: Employee retention Workplace demographics
  9. 9. Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.
  10. 10. Alignment Employee Focused Build on Strengths Skills and Knowledge Improved Performance Key Characteristics of Competency-Based Training Programs
  11. 11. 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 day… …Employees 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
  12. 12. 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
  13. 13. Performance Analysis Begin with the end in mind Accomplishment of the organization’s goals Need for speed and need for competency
  14. 14. Establish Competencies Top performers across job roles Critical competencies and capabilities Common traits and strengths of top performers
  15. 15. Competency Levels CORE COMPETENCIES Industry and culture JOB FAMILY COMPETENCIES Business discipline JOB ROLE COMPETENCIES Level of mastery required
  16. 16. What about new and emerging competencies?
  17. 17. 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
  18. 18. Learning Agility Defined: The willingness and ability to learn from experience and the ability to apply what you’ve learned for effective performance in new or unfamiliar conditions.
  19. 19. 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.” Source: Victoria Swisher, Becoming an Agile Leader
  20. 20. Establish Job Role Standards The level of mastery required Individual contributor, manager or executive
  21. 21. Identify Skill Gaps Difference between desired and actual level of performance Focus on 3-4 competencies at a time Identify applied competencies
  22. 22. 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
  23. 23. 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
  24. 24. 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
  25. 25. Assess and Measure Performance improvement Behavior change Organizational capabilities
  26. 26. Repeat…
  27. 27. 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. 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. 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. 30. Join us for future webinars! www.bizlibrary.com/webinars For Upcoming and On-Demand Webinars How to Gain Leadership Buy-In for Your Training Program Live Event: Wednesday, June 8th 1:00PM Central/2:00PM Eastern Unlocking Potential to Lead and Influence Live Event: Wednesday, June 15th 1:00PM Central/2:00PM Eastern
  31. 31. Keep In Touch Jeremy Lieb Director of Recruiting, BizLibrary jlieb@bizlibrary.com Follow along on Twitter: #BizWebinar @BizLibrary Erin Boettge Content Marketing Manager, BizLibrary eboettge@bizlibrary.com

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