If the words “upskill and reskill” are bantered about by executives in your organization, that’s a big opportunity for you to demonstrate your value. And if they’re not, they should be. The World Economic Forum estimates we will need to reskill more than 1 billion people by 2030. How can you leverage this situation to demonstrate your value?
Read MoreIf 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.
Read MoreNow you have a model that people can easily assess against for both upskilling in their current job and also reskilling to learn a new role (career planning and workforce agility). It will define any skill gaps and tell them exactly what learning level of activity they need to develop. It will make them self-sufficient and able to capitalize on intrinsic motivation and a growth mindset. And it tells you exactly what learning content you need to close your organizational skill gaps and position it for future success.
Read MoreA competency model should reflect business values. The tasks and skills in the model define what that individual needs to do to be successful. If your organization values customer focus above all else, then it is likely that every job in the company will have some skill in their model that reflects internal or customer focus.
Read MoreAccording to Work Institute's 2017 Retention Report, career development was both the most common reason people left and stayed with an organization. In a tight labor market, the ability to demonstrate that you have systems that promote ongoing career development is a key differentiator, especially for top talent with the skills you need. The easy solution: competency models.
Read MoreWhen you have a role that is pretty unique to your organization, or the nature of how your organization executes a function is what drives your competitive advantage, a standard capability framework may not suffice.
Read MoreWhat if you, as the new hire, had a way of reviewing all those expectations and best practices early on, so you could eliminate the fear, uncertainty, and doubt that leads to the statistics above? That’s what competency models bring to onboarding.
Read MoreA competency model (or capability framework) focuses on what tasks/skills are critical to success in the role, what it looks like to be great at those tasks/skills, and what people should be able to DO with the required knowledge.
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