CAN A COMPETENCY BASED APPROACH
ENHANCE THE EFFECTIVENESS
OF TRAINING?
The foundation of a competency based training program is the identification of
what trainees must know and do to successfully perform the job. A competency
database enables the training department to design courses depending on which
behaviors are to be addressed. It helps in setting training priorities i.e. if
the training department knows the competency levels of the workforce,
competencies can be rank-ordered according to the need for development.
1. Identify the specific competencies the learners need to
demonstrate at the completion of training
2. Determine
the elements that make up the competency
3. Define
each competency using 3-5 elements as the basis for the definition
Examples
To illustrate, let's say we are developing a leadership course for
entry-level supervisors.
Step 1: Identify the Competencies
After review of job descriptions, examination of organizational
strategic goals and current capabilities, discussion with colleagues, and
research we decide there are two main competencies we need supervisors to
develop:
(1) Be able to constructively manage subordinate performance
(2) Be able to coach subordinates on consultative selling
techniques
Step 2: Determine the Elements
(1) Be able to constructively manage subordinate performance
Identify subordinate performance goals and targets Establish
challenging and specific goals. Develop tracking systems that objectively
monitor performance
Provide feedback to subordinates on goal progress and accomplishment
Provide feedback to subordinates on goal progress and accomplishment
(2) Be able to coach subordinates on consultative selling
techniques
Establish positive relationships with subordinates Develop
subordinates through application of coaching skills. Teach subordinates the key
phases of the consultative selling model. Improve subordinate performance
through their use of consultative selling skills.
Step 3: Define Each Competency
(1) Be able to constructively manage subordinate performance
The capacity to identify subordinate performance goals and
targets, establish challenging and specific goals, develop tracking systems
that objectively monitor performance, and provide feedback to employees on goal
progress and accomplishment.
There are some other significant reasons for implementing
competency-based practices.
Organizations are searching for new ways to integrate their people
practices because they realize that past practices in such areas as selection,
development, evaluation, work design, pay systems and performance management
often delivered conflicting messages about desired performance values.
Work places should have a common language about work that applies
across all processes. Competencies can provide that language.
Some other reasons for areas/uses of competencies
q Link people practices to business strategies
q Create a common language for people and practices, and integrate
the process
q Speed up adoption of new values and technology
q Enable flexible work design
q Bring self-management into daily practice
q Facilitate the changing Human Resource development role
Benefits of Competency
based Approach
There are several benefits of implementing a competency-based
approach to developing professionals.
For The Company, competency-based practices:
q Reinforce corporate
strategy, culture, and vision.
q Establish expectations
for performance excellence, resulting in a systematic approach to professional
development, improved job satisfaction, and better employee retention.
q Increase the
effectiveness of training and professional development programs by linking them
to the success criteria (i.e., behavioral standards of excellence).
q Provide data on training
and development needs.
q Specified standards –
This takes the guess work out of training
q Uniform outcomes -
q Provide a common
understanding of the scope and requirements of a specific role.
q Provide common,
organization-wide standards for career levels that enable employees to move
across business boundaries.
For Managers, competency-based practices:
q Identify performance
criteria to improve the accuracy and ease of the hiring and selection process.
q Provide more objective
performance standards.
q Clarify standards of
excellence for easier communication of performance expectations to direct
reports.
q Provide a clear
foundation for dialogue to occur between the manager and employee about
performance, development, and career-related issues.
For Employees, competency-based practices:
q Identify the success
criteria (i.e., behavioral standards of performance excellence) required to be
successful in their role.
q Support a more specific
and objective assessment of their strengths and specify targeted areas for
professional development.
q Provide development
tools and methods for enhancing their skills.
q Provide the basis for a
more objective dialogue with their manager or team about performance,
development, and career related issues.
The central idea behind mapping competencies is to derive a
holistic view of the individual that is valuable to the organization in as much
as it provides a cornerstone to all Human Resource activities. Thus, the goals
of a competency mapping process are firstly, to determine skills, behaviors and
personal traits required for an individual’s success; and secondly, to provide
a basis for consistently measuring an individual’s performance.
As a result of this process several aims can be achieved:
q The technical,
behavioral and managerial traits required for individual success are
determined.
q Accurate specifications
for recruitment and staffing are provided.
q It provides a basis for
consistently measuring performance related to business objectives.
q It reinforces critical
elements of the organization’s business strategy.
q Specified observable
behaviors for each candidate are determined.
q Identified attributes
and competencies for each position are mapped.
q Behavioral anchors are
provided.
q The desired proficiency
level for each competency is identified.
WITH BEST COMPLIMENTS
DR WILFRED MONTEIRO
www.synergymanager.net
MUMBAI -INDIA
