Posts tagged Standard Competency
How do you create a competency model for a role that is not clearly defined?

This is the perfect reason to have a competency model.  If it’s not clearly defined, how can the person in the role possibly perform it with any degree of confidence?  How can their manager help them to be successful if they don’t know what that person should be doing?  It’s a sure way to create stress, frustration, and ultimately turnover.

So to create a competency model, either use a custom competency model development process (http://webcasts.td.org/webinar/2235), or start with a standard model or models that reflect the primary functions of that role (http://webcasts.td.org/webinar/1809). The webcasts listed walk you through the process, step by step, and provide you with materials you can download.

 

News / Events / Blog Posts | SkillDirector
How to Use Standard Competency Models to Accelerate Learning Transfer

Don't just hope for learning transfer to occur... do something about it... QUICKLY!

HOW:  Join our ATD webinar live! Register now!  Even if you can't make it, you'll get a link to the recording.

WHEN:  Wednesday, September 21, 2016 at 1:00 p.m. Eastern Time during Career Week.

WHO:  Cheryl Lasse of SkillDirector, and Gordon Richie from IBM

WHY:  So you can use Standard Competency Models to accelerate learning transfer

The responsibility of the talent development function is to provide the best opportunity for learning transfer to occur, such that the required skills are acquired and business results follow. Competency models identify what the organization needs people in a particular role to do so the organization can succeed and create a competitive advantage. They motivate people by providing a road map for how to succeed in any position. There are three steps to accelerating learning transfer with competency-based learning:

  1. Create a competency model.
  2. Make your competency model actionable.
  3. Accelerate learning transfer through competency-based, personalized learning.

However, creating competency models is perceived as heavy lifting, particularly in large organizations. That’s where standard competency models come in. What if you could use a standard competency model instead of creating one? Then you could complete all three steps and accelerate learning transfer in just weeks.

In this webcast you will learn:

  • The components of a standard competency model
  • How to make it actionable in weeks
  • How to accelerate learning transfer, leveraging the 70-20-10 framework

You won't want to miss it!  Register now

 

News / Events / Blog Posts | SkillDirector
How do I create a few standard competencies that would address the needs of multiple business units?

(Question posted by participant in Accelerating Learning Transfer webinar)

The most important thing to remember about competency models is that for them to be effective, they must be relevant.  A competency model describes what each person in their role needs to be able to do, specifically, in order to perform their part of corporate strategy.  If they are too generic, they will no longer be effective.

That being said, there are some competencies that can probably be shared across roles and business units.  Examples include:  people management, personal development, project management, and communication.  As we defined the competency models for individual roles, we’ve found that sometimes we need to customize the behavioral examples, while the competencies and tasks remain the same. 

When the roles you are defining are similar across business units, (e.g., sales, engineers, finance, risk analysts), you will likely find many competencies that may be shared.  We’ve found this to be the case with our customers.  When this happens, there are 2 ways you can choose to build the model.  You could include people across business units in the workshops where you create the competency models.  Or you could create the model with one business unit, and then validate it with the other business units, providing them with the opportunity to customize the tasks and/or behavioral examples.  We’ve done it both ways.  If time is of the essence, the build and validate approach may be faster and easier.  If the company culture has business units at odds, then being more inclusive at the front end is the way to go.

 

 

News / Events / Blog Posts | SkillDirector