登录查看更多内容

Last updated on 2024年8月2日

Design a competency-based training framework that aligns with your organizational strategy and culture?

由人工智能和领英社区提供技术支持

Competency-based training (CBT) is a learner-centered approach that focuses on the skills, knowledge, and behaviors that employees need to perform their roles effectively. CBT aligns with your organizational strategy and culture by ensuring that your staff development goals are relevant, measurable, and achievable. In this article, you will learn how to design a CBT framework that supports your staff development needs and objectives.

此文章中的业界达人

由社区从 2 条内容中精选。了解更多

Rajat Sharma

L&D Leader | Proficient in Competency-based training frameworks | Driving Performance through Tailored L&D programs |…

1 Assess your current situation

Before you design a CBT framework, you need to assess your current situation and identify the gaps between your desired and actual performance. You can use various methods to conduct a training needs analysis, such as surveys, interviews, observations, or feedback. The key is to involve your stakeholders, such as managers, employees, customers, or partners, and collect data that reflects your organizational context and culture. You should also review your existing training programs and resources and evaluate their effectiveness and alignment with your strategy.

添加您的观点

Thuy N.

Chief Executive Officer at Jobtest
举报内容
CBT is very important for a corporate's talent development and management. CBT is very useful for employee individual development plan and learning as it can help On-The-Job Training well. To run CBT, a corporate need a proper competency framework, internal trainers and coach team, and strong L&D team.

已翻译

赞

2 Define your competencies

Based on your training needs analysis, you can define the competencies that are essential for your staff to achieve your organizational goals. Competencies are observable and measurable behaviors that reflect the values, standards, and expectations of your organization. You can use existing competency frameworks or models, or create your own, depending on your specific needs and preferences. You should also consider the different levels of proficiency and complexity that are required for different roles and functions.

添加您的观点

Rajat Sharma

L&D Leader | Proficient in Competency-based training frameworks | Driving Performance through Tailored L&D programs | Content Strategist | Project Management | HRBP Specialist | Driving Organizational Excellence
举报内容
Identifying core competencies involves analyzing job roles to determine essential skills and behaviors needed for success. Start by reviewing job descriptions and performance metrics to identify key skills. Engage with managers and employees to gather insights. Use job analysis methods like surveys and interviews to understand role requirements. Benchmark against industry standards to ensure relevancy. Finally, define competencies that align with organizational goals and can be applied consistently across similar roles. This process ensures competencies are relevant and support both individual and organizational growth.

已翻译

赞

3 Design your learning outcomes

Once you have defined your competencies, you can design your learning outcomes that describe what your staff will be able to do after completing the training. Learning outcomes are specific, measurable, achievable, realistic, and time-bound statements that link the competencies to the learning activities and assessments. You should use action verbs and clear criteria to write your learning outcomes and ensure that they are aligned with your organizational objectives and standards.

添加您的观点

4 Develop your learning activities and assessments

The next step is to develop your learning activities and assessments that will enable your staff to achieve the learning outcomes and demonstrate the competencies. Learning activities are the methods and strategies that you use to deliver the training content and engage your staff in the learning process. Assessments are the tools and techniques that you use to measure the learning outcomes and provide feedback and recognition. You should use a variety of learning activities and assessments that suit your staff's learning styles, preferences, and needs, and that are relevant, authentic, and challenging.

添加您的观点

5 Implement and evaluate your CBT framework

The final step is to implement and evaluate your CBT framework and monitor its impact on your staff performance and organizational results. You should plan and communicate your CBT framework to your staff and stakeholders and provide them with the necessary support and resources. You should also collect and analyze data on the effectiveness and efficiency of your CBT framework and use it to improve and update your training programs and processes. You should also celebrate and reward your staff's achievements and progress and foster a culture of continuous learning and improvement.

添加您的观点

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Staff Development

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

Design a competency-based training framework that aligns with your organizational strategy and culture?

1

2

3

4

5

6

1 Assess your current situation

2 Define your competencies

3 Design your learning outcomes

4 Develop your learning activities and assessments

5 Implement and evaluate your CBT framework

6 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

更多Staff Development相关文章

更多相关阅读内容

Design a competency-based training framework that aligns with your organizational strategy and culture?

1

2

3

4

5

6

1 Assess your current situation

2 Define your competencies

3 Design your learning outcomes

4 Develop your learning activities and assessments

5 Implement and evaluate your CBT framework

6 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

查看其他技能