Competency models describe what someone in a particular role should be able to do to perform their part of corporate strategy. The application of competency models is how you make them actionable, and how you operationalize them.
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The pandemic has exposed significant gaps in our skill sets, forcing us to develop new competencies to remain competitive in the workforce. This article takes a deep dive into the skills that will be most in-demand in the future and provides actionable tips for how to acquire them.
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Are robots taking over our jobs? It's a question on the minds of many as artificial intelligence continues to advance at a rapid pace. In fact, according to a recent study, up to 30% of jobs in the United States could be automated by 2030. As the job market transforms, it's crucial to upskill and stay relevant to avoid becoming obsolete.
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Discover why the 70-20-10 rule for learning and development is the key to creating a skilled and engaged workforce. Learn how on-the-job experiences, interactions with others, and formal coursework and training can create a personalized learning environment for employees and help your company achieve its goals.
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If you ensure that you only create competency-based learning for a role, you will never again create learning that doesn’t transfer. If you use a competency assessment tool that personalizes learning for each person, you will maximize learner engagement, accelerate learning transfer, and you WILL be able to measure the positive impact on skills and business results.
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Today we will answer a common question, How can we use competency models to develop a competency-based training program for supervisors? Like any other role, a competency model for supervisors will focus on those tasks they need to perform to achieve their part of the corporate strategy. This likely includes people management and technical/functional tasks/skills. Competency-based learning is where you map learning activities to the entire competency model. You want to do this including activities across the 70-20-10 model (experiential-collaborative-formal).
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When you look at the assessment data over time and correlate that data with business metrics, you can measure improvement in both skills and results over time. What’s more, you’ll know which skills are drivers of business results. That is if skills improve, but results do not, you may want to alter your competency model to focus on other skills that are more important to success.
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So how do you track self-directed learning? What you really want to track is the combination of: what did a person choose to pursue for professional development, did they follow through with it, and most importantly, did their skills and results change as a result? That’s the language of business leaders.
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