Posts tagged job competency
3 Ways to address learning levels in competency models

Now 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.

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News / Events / Blog Posts | SkillDirector
The time for upskilling and reskilling is now

“Companies can’t be resilient if their workforces aren’t. Building your reskilling muscle now is the first step to ensuring that your organization’s recovery business model is a success.”

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News / Events / Blog Posts | SkillDirector
Provide data to strengthen your organization with competency development

This is the power of competency models and a competency assessment (because you have to have the honest skills data).

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News / Events / Blog Posts | SkillDirector
Ensure upskilling & reskilling equity for all!

It’s time to eliminate the disparity between haves and have-nots with respect to the right skills for today’s work. If you want to ensure upskilling/reskilling equity for all, leverage technology like the Self-Directed Learning Engine™ to provide everyone with the opportunity to grow at their own pace. Those with the right skills will be able to increasingly control their destiny, choosing how, where, and when they work, while those without the required skills will not be able to envision how their circumstances will improve

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News / Events / Blog Posts | SkillDirector
The value of task-based mentors

Collaborative learning has been shown to be one of the most effective types of learning. We call it “task-based mentoring” though you may call it “flash mentoring”, “peer coaching”, or “modern apprenticeship”.

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News / Events / Blog Posts | SkillDirector
Unlock continuous skill development by helping each person both learn and teach

Taking advantage of task-based mentors/peer mentors (what McKinsey calls distributed apprenticeship) is key to upskilling and reskilling at scale in the flow of work.

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News / Events / Blog Posts | SkillDirector
Use behavioral examples to minimize the halo effect for managers during competency assessment

Behavioral examples in a competency model are what drive consistency, accuracy, and objectivity. And without that, individuals won’t accurately identify skill gaps and get the right personalized learning to close them.

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News / Events / Blog Posts | SkillDirector
Help employees take ownership of their development

With the changes going on in the world today, helping employees take ownership of their development has never been more important. We hope these help you engage employees in taking ownership of their learning.

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News / Events / Blog Posts | SkillDirector