When I speak to training and development managers across the country I often get a mixed response when I ask them about their training and development model. Some provide a vague response, others describe the way they've been doing things. Given that much has changed in industry and the workforce in the past 5 years, I find this curious, as there is much recent research that is keyed to the needs of todays workforce.
Today's priorities have changed quite a bit. Few learning and development managers I have spoken to have indicated that they have a model that facilitates development of core competencies by assessing todays essential skills:
- Business Acumen and Partnership
- Relationship Building
- Communications
- Initiative and Responsiveness
- Critical Thinking and Decision Making
- Client Service Orientation
- Creativity and Innovation
A model that does seem to address these areas was developed by the American Society for Training and Development (ASTD) The foundations of this model provide
ROLES - groupings of targeted competencies. They are not job titles. An individual’s job may encompass one or more roles, similar to different "hats" that one might have to wear.
FOUNDATIONAL COMPETENCIES - definition of relevant behaviors
AREAS OF EXPERTISE - the specialized knowledge/skills an individual needs over the foundational competencies. An individual may need expertise in one or more areas. i.e. a HR professional would need to demonstrate competencies in areas including Benefits, Compensation, etc.
So from this model framework you can evolve a Competency model that might include:
Interpersonal
> Building Trust
> Communicating Effectively
> Influencing Stakeholders
> Leveraging Diversity
> Networking and Partnering
Business / Management
> Analyzing Needs and Proposing Solutions
> Applying Business Acumen
> Driving Results
> Planning and Implementing Assignments
> Thinking Strategically
Personal
> Demonstrating Adaptability
> Modeling Personal Development
From what I've seen of this model, it provides a means of identifying training requirements across several domains, address high-priority and strategic training needs, adopt appropriate training delivery methods, as well as which training administration and management approaches make mostr sense.
It's actually pretty comprehensive, yet simple to understand. That's its beauty.
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