Competency development is the main focus of human resources departments.
Competency development has become the main focus of human resources departments. With the workforce shrinking and the need to be globally competitive, companies need a lean and capable workforce that can have a great skill level, knowledge level and competence. Effective training is focused on competence development through training activities developed using instructional design principles. The best plan for competence development is to conduct a needs assessment, identify competences, validate competences, conduct training, train competences and assess competences. The process is ongoing and continues as new employees are hired, new competencies are developed, and skill and knowledge demands change.
Training improves performance by helping employees fulfill professional competencies.
The first step in skills development is to carry out a needs assessment. The needs assessment will determine the gap between performance standards and actual performance. A needs assessment helps you determine which employees lack which competencies. Assess all employees using the same methods and assess only the competencies needed to meet the organization’s objectives.
The first step in skills development is to carry out a needs assessment.
The next step in competency development is to identify which competencies need further development. The needs assessment will point out performance gaps. Information about these gaps will determine which competencies should be written. Write competencies that are specific, measurable, attainable and reasonable. Start each competency with an action verb like “Greet guests three minutes after they arrive.”
Make sure the skills being developed are valid. Once written, collect them in a survey and ask task performers, their supervisors, and co-workers to rate the competencies on how often they are performed, how difficult they are, and how often they need to be performed. This will help determine whether the competency is valid and how urgent the training is.
Training improves performance by helping employees fulfill professional competencies. Focus on developing individual skills through training that can be easily customized and broken down into specific segments. Ideal vehicles for this include computer-based training, distance learning, self-study and mentoring. When possible, create individual training plans that take into account the learning style of the person being trained and the type of competency being developed. Reading and self-study are excellent methods for knowledge-based competency development, while role-playing, simulation, and on-the-job training work best for skill-based competency development.
After an employee participates in competency development activities, they may still need additional training to transfer learning from training to work. This is where supervisors play the main role. They must provide active, supportive training that recognizes when an employee has met standards in a specific competency and when additional guidance may be needed.
Finally, both employee performance and competence need to be evaluated. Determine whether the employee meets the competency standards. If so, determine whether the competency adequately meets the needs of the business. Measure competency development success through concrete measures such as customer feedback scores, sales figures, and meeting financial goals.