Competency Models of Training

Competency Models of Training Summary (Gregg Learning Video, 2019):

Competency Models Overview:

1. Definition:

   • Identify skills and characteristics crucial for success.

   • Applied in performance management, recruitment, selection, training, and development.

2. Behaviors and Levels:

   • Name behaviors indicating proficiency.

   • Levels are structured to form a model.

3. Job Analysis vs. Competency Modeling:

   • Job analysis is task-focused; competency modeling is worker-focused.

   • Job analysis specifies "what" is done; competency models emphasize "how."

   • Competency models are more organization-wide; job analysis is job-specific or occupational.

4. Performance Management:

   • Performance management evaluates personal capability.

   • Competency models assess both "what" and "how" tasks are performed.

Developing a Competency Model:

1. Steps:

   • Identify business strategy.

   • Identify jobs.

   • Conduct interviews.

   • Develop competencies.

   • Validate competencies.

2. Behavior Identification:

   • Competency models identify behaviors.

   • Ensure feedback is given based on these behaviors.

3. Skills and Training Evaluation:

   • Determine necessary skills.

   • Evaluate training needs.

   • Assess how offerings relate to future needs.

4. Applications of Competency Models:

   • Framework for coaching and feedback.

   • Succession planning.

   • Common criteria for various HR processes.