Competency based learning & performance

Ola Badersten

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Setting the scene Competency based learning and performance Where to start? What´s new? Case study Benefits

Agenda

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Ability to innovate and adapt to change Continious learning, organizational readiness and

performance management 3 areas:

- Organization has the right people and competencies - Build/enforce the corporate culture- Assissting building a strong leadership and management

Training & performance – key to success

4 Changing role of HR & Training Dept.

Not only a supporting, administrative and functional role in the organization!

Business driver/business partner/change agent!

5 Question?

How to assure the organization has the right people and competencies?

Competency based learning and performance management!

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Having the capabilities:- To work out what are the key aspects to be dealt

within each new situation- To relate those aspects to knowledge already

aquired- To determine what the underlying task or problem

might be- To design a process or solution to deal with the

situation- To have the ability to follow through or complete

the task or solve problem either alone or with others

Competence - definition

7 Competency based learning - definition

Focus on outcomes Workplace & readinessrelevance

Outcomes as observable competencies

Assessments as judgement of competence

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Measure of output (employees, groups, departments and organization)

Plan (competencies, activities due for measurement, measuring standards)

Financial, Business processes, Learning and skills development, Customers etc

Ensures that the goals and aspirations are met

Performance management - definition

9 Where to start?

Define & Align Competencies with strategic & operational goals

Organize Competencies into meaningful constructs

Build Competency models

Standardize Content descriptions with competency targets

Align Content with competency structures

Assess Through numerous evaluative measures including scored SCORM activities

Automate The processes associated with learning and performance management

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Enterprise solutions:- Practical and efficient- Easy to use- Multi tenant- Automation including remediation / development

plans to close gaps- Personalized way (relevance)- Organizational needs - Flexible to change and adapt over time- ”One click” operation to get BI & statistics across

the organization

What´s new?

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Telecom - project oriented company Competency based learning & strategy

Telecom – a real case scenarioMain results:- Overview of competency readiness- Excellent planning tool for training initiatives- Key indicators for recruitment- Measure performance on different levels- Find competence with right profiles for projects

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Align training initiatives directly to organizational requirements, performance and revenues

Training need analysis and analytics Employee satisfaction Real time information Applied both internally and externally Result oriented approach

Benefits

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Q & A

Questions?

14 Example competency scale

Level Competency description

ExpertWorld-class expert. Perceived as an authority within competency area. Provides strategic leadership and vision to the organization. Company wide impact and influence. Designs and develops organizational processes and systems which support the achievement of both short and long term goals. Guides, mentors, coaches and instructs others. Shares expertise for the good of the organization.

Advanced Practitioner

Several years of experience, demonstrating long range strategic thinking and actions for competency area. Investigates & solves complex problem, develops processes and techniques. Can guide, mentor, coach and instruct others and shares expertise for the good of the organization.

Experienced Practitioner

Has solid understanding and lots of practical experience within competency area. Understands key business drivers, uses the knowledge to focus on own work activities. Solves problems which requires analysis and understanding of processes and techniques. Completes own role independently or with minimal guidance.

Practitioner Has basic understanding and some experience within competency area. Deepens knowledge and skills in area while broadening organizational knowledge. Requires supervision and guidance and works within given time frames and schedules.

Learner Has limited understanding and experience within competency area. Uses existing and clearly defined procedures to solve routine work requirements. Requires training to complete full scope of role, but works within given time frames and schedules. Depends on others for guidance and direction.