Today, with the pace of change in organizations, and for organizations to remain competitive in the market place, they must have a well-trained and qualified workforce. One training model complementing other models and notable leadership approaches are competency management (Richards, 2008). Competency management is an individual and organizational tool for developing talent. Competency management and competency-based learning are also two of the most innovative tools in education in the last decade. Competency-based learning provides effective identification and communication of relevant skills necessary for success in the organization, and of the measures by which performance will be judged in organizational environments (Warsaw, 2014). This is great for learners because it helps them understand what organizations expect of them. Competency-based learning is also great for organizations; it allows for alignment, and focus to be placed on what is most important (Warsaw, 2014).
Competency-Based Training (CBT) is a concept that has been around for decades however, it has only recently gained mainstream attention for both its effectiveness and ability to create competitive advantage through human talent (Melvin, 2018). Many organizations claim to have fully implemented competency-based training models, but the reality is that few do it successfully. This article explores what you need to know to create a successful CBT program, develop talent, and exceed organizational targets.
Developing and maintaining a fully functioning competency-based training (CBT) program requires a significant investment of time and resources within an organization. This will take years for a dedicated team of HR and Learning and Development managers to create and deploy organization-wide competency-based training.
What is Competency-Based Training?
It is important that before defining and explaining competency-based training (CBT), firstly we break it down to define ‘competency’. The term competency refers to individual characteristics that contribute to acceptable or outstanding performance (Melvin, 2018). Competencies can be anything from a set of knowledge, skills, behaviors, attitudes, and characteristics that lead to producing distinguished results (Melvin, 2018). Competencies lie at the core of successful performers so it is important to understand that the analysis of high-achieving talent is one way to identify competencies that allow success over others (Melvin, 2018).
Today, with the pace of change in organizations, and for organizations to remain competitive in the market place, they must have a well-trained and qualified workforce. One training model complementing other models and notable leadership approaches are competency management (Richards, 2008). Competency management is an individual and organizational tool for developing talent. Competency management and competency-based learning are also two of the most innovative tools in education in the last decade. Competency-based learning provides effective identification and communication of relevant skills necessary for success in the organization, and of the measures by which performance will be judged in organizational environments (Warsaw, 2014). This is great for learners because it helps them understand what organizations expect of them. Competency-based learning is also great for organizations; it allows for alignment, and focus to be placed on what is most important (Warsaw, 2014).
Competency-Based Training (CBT) is a concept that has been around for decades however, it has only recently gained mainstream attention for both its effectiveness and ability to create competitive advantage through human talent (Melvin, 2018). Many organizations claim to have fully implemented competency-based training models, but the reality is that few do it successfully. This article explores what you need to know to create a successful CBT program, develop talent, and exceed organizational targets.
Developing and maintaining a fully functioning competency-based training (CBT) program requires a significant investment of time and resources within an organization. This will take years for a dedicated team of HR and Learning and Development managers to create and deploy organization-wide competency-based training.
What is Competency-Based Training?
It is important that before defining and explaining competency-based training (CBT), firstly we break it down to define ‘competency’. The term competency refers to individual characteristics that contribute to acceptable or outstanding performance (Melvin, 2018). Competencies can be anything from a set of knowledge, skills, behaviors, attitudes, and characteristics that lead to producing distinguished results (Melvin, 2018). Competencies lie at the core of successful performers so it is important to understand that the analysis of high-achieving talent is one way to identify competencies that allow success over others (Melvin, 2018).