Oak Innovation: Competency Development Training Course Material

$49.00

Oak Innovation’s competency development training content can be easily delivered across virtual classrooms, webinars as well as traditional classroom settings. Just add your logo and brand the content as your own.

What you’ll get:

  • 92-page facilitator manual
  • 64-page participant manual
  • 77 Powerpoint slides
  • Practical exercises
  • Reading list
  • Course evaluation form
  • Course action plan
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Description

How to get training course materials on competency development skills, brand them as your own, and deliver the training courses you want to offer

There are a lot of ways that Oak Innovation helps you discover training course material on competency development from finding the most useful Powerpoint slides to customizable participant manuals.

With this content, you will be able to present a course that welcomes your audience to this important area while you grab their attention with powerful content.

So spend less time creating content and more time doing what you love. Whether you’re looking to deliver this content within a company, or online, it’s important to put the get the content you need.

We believe these training course materials will help people deliver their own training courses and build a deeper understanding of competency development skills within their target groups.

Sample training course material

Say goodbye to endless hours of developing content from scratch. And, just imagine how wonderful it will feel like to deliver a successful training course on competency development (see sample course material below).

Benefits of this training course material

  • Instantly available
  • Freedom to add your logo
  • Brand everything as your own
  • Fully customizable
  • Deliver the course wherever you want
  • All content is developed by industry experts
  • Saves you time and effort
  • Affordable
  • No experience required

What our customers say

Oak Innovation is loved by industry-leading professionals all around the world.

When you have an urgent need to prepare training the best thing to do is order from Oak. We thank them for the great materials that they have prepared. A little permitted company-specific customization by us was enough to present a virtually perfect training session in our company. After this test, we ordered another 10 modules – easily and conveniently. In addition, I received an incredibly good service with a personal touch to the client-specific requirements.

Sylvia Stoyanova, Human Resource Manager, Carlsberg

Oak’s educational modules offer a solid framework to structure business education courses. The modules we reviewed provided a clear vision, a coherent structure, and the major points that need to be developed in a management education course. We recommend these modules to instructors looking for a jump start in preparing their future educational offerings and to students wishing to get a good overview of critical business concepts.

Dr. Lee Schlenker, EDSF 2000 Laureate for Technology in Education

Learn more

Get a deeper understanding of what your audience is searching for

If you’re not delivering training courses with user intent in mind, you could be missing out on so many opportunities.

While designing this course, we used our years of specialized course development experience and benchmarked this knowledge against Google’s “people also ask” search feature.

By using this dynamic feature of Google’s search results, you receive training courses that are practical and always relevant. Content that is really helpful. And, material which is based on what people across the whole internet are actually searching for. Here are the top questions that we’re seeing people asking:

  1. What are the five main competencies?
  2. What is an example of a competency?
  3. What are the six core competencies?
  4. What is an example of core competency?
  5. How do you prove competence?
  6. How do you create a competency based assessment?
  7. Why are competencies popular in training departments?
  8. How do you classify training needs?
  9. What are examples of skills and abilities?
  10. What are competency skills?

What you’ll get

  • 92-page facilitator manual
  • 64-page participant manual
  • 77 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

Learning objectives

At the end of this training course your participants will be able to:

  • Understand how competencies can be a business driver
  • Identify critical components of competency development
  • Understand various learning styles
  • Identify and remove obstacles to competency development
  • Develop a competency-based approach

How you can deliver this amazing training course on competency development

Before we dive into training content, we want to touch on some key aspects of this training course.

  • First, the easiest way to focus on your audience is to share some fundamentals that will always exist. For example, a competency framework highlights what knowledge, skills, and abilities are valued and promoted by the organization to achieve desired organizational excellence skills. With this in mind, your audience will develop a much deeper understanding of competencies. And, they will better grasp how these competencies impact on organizational success.
  • Second, by focusing on competency development this course material will help to improve the human resource management skills of all line managers, supervisors, and team leads.
  • Third, as your time is valuable, the best approach is to follow the content as provided and instruct your audience on the critical components of competency development. For best results, explore the various learning styles involved. You should encourage your audience to explore how to identify strong competencies. The content also adds to a growing discussion in companies on the performance factors required, types of learning, and how to use performance metrics.
  • The competencies skills training program will primarily address the needs of line-staff and managers who strive to become better at participating in competency-based systems. Professionals will find this program particularly beneficial if they work within highly-skilled business environments.

Course outline

In an effort to provide you with as much value as possible, we’re going to show you how to deliver the key sections of this training course. Let’s get started.

Why do we need competencies – When we understand ourselves better, we start a journey to become a better version of who we are.

So how can we better understand ourselves? And, how does this all relate to competencies? Well, we first need to stop trying to stop flying around the place busy all the time. Yes, it is ok to pause and take a look at where we are, what we do, and to be honest with ourselves about our knowledge, skills, and abilities.

When it comes to driving these concepts home, one of the most potent ways to get this message across is to explore a working definition of competencies. To share this definition, use the content provided, and don’t be afraid to give your experience of competency development and how this shapes your thoughts on companies and growth.

When you present this course material, your audience will learn about the components of competencies and how they are at the center of conversations on how knowledge, skills, and abilities develop. You’ll be able to share expert advice and insights that highlight how leadership has become a crucial factor in the development of these skills. With these straightforward aspects in mind, you can use the content to explore the role of interdependencies, the benefits of competencies, and the business-critical area of succession planning.

Competency mapping – When people talk about competencies, they often refer to the whole area of competency mapping and job analysis skills. Use the content provided to discuss this critical area, and it is crucial that your audience also understands performance factors.

You should encourage your audience by also sharing some of your personal experiences with competencies. This form of storytelling will significantly improve engagement levels and foster more significant learning. Every time you dip into your own experiences, you’ll offer your audience an opportunity to build common ground and increase trust levels.

Stages of learning – Gaining understanding and useful advice to common questions about competencies is an essential first step to building a better perspective. With this in mind, you’ll get help your audience to uncover their value as they learn about the stages of learning.

Refer to the content supplied and explore how to change perceptions about competency development. And then highlight the key factors involved in learning new competencies. Use the content to examine learning models (e.g., VAK).

Types of learning – Being the most competent person in the room is, of course, a nice feeling. But competence is an unusual concept in this regard. It comprises of so many things. When you explore this material with your audience, the barriers that can exist to competency development skills start to disappear. And, even though your audience may share different backgrounds and experiences, you can improve their understanding of competencies by also considering the “laws of learning.”

Linking your experiences to areas raised by the content will stimulate more learning and encourage greater participation from your audience.

How you can download quality training course materials to elevate your competency development skills training courses

With Oak Innovation customizable training course materials everything is available instantly. You save time and effort. And, you get to brand everything as your own.

Special offer – 52 must-have customizable training courses for only $10 each

Get access to highly practical training course material. Download the content when needed, insert your logo and deliver the training courses as your own. It’s that easy.

  • All training courses are instantly available
  • All content are developed by industry experts
  • Affordable and easy to use
  • Freedom to add your logo
  • Brand everything as your own
  • All content is fully customizable
  • Deliver the course material wherever needed
  • Save time and effort
  • No experience required
  • Free updates for life

Find out more

$2,548.00 $520.00Add to cart

Bonus – Free expert training guides to help you deliver even more successful training courses

Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses.

Based on our experience of providing training content to business managers and corporate training professionals all around the world, these free training guides will provide the most up-to-date content available to boost your training delivery.

  • Training icebreakers
  • How to select training materials
  • Training games
  • How to increase participation
  • Learning how to improve your questioning skills
  • How to improve your listening skills
  • Learn how to deal with difficult people
  • How to evaluate training courses

How to answer common questions from training courses on competency development skills

What is a competency?

A competency is a collection of related knowledge, skills, and attitudes that affects a significant part of a person's job. Competencies connect with performance on the job and are measurable against well-accepted standards. Competencies will improve with training and development.

What is a competency framework?

A competency framework is a model that outlines what working behaviors represent performance excellence within a company.

What are core performance competencies?

Core performance competencies are the skills, knowledge, and abilities required to perform a task to a level of excellence desired by a company.

What are the main components of a competency?

The main components are:

  • Behaviors
  • Skills
  • Knowledge
  • Aptitude
  • Personal characteristics

What are the 9 Cs for learning new competencies?

Use this simple technique for remembering the steps involved in learning a new competency.

  1. Clarity
  2. Curiosity
  3. Confidence
  4. Creativity
  5. Commitment
  6. Conviction
  7. Celebration
  8. Cooperation
  9. Concentration

What are the leadership competencies within a company?

Leadership competencies are skills, knowledge, and abilities that generate the performance desired.

What are the critical leadership competencies that companies need?

When deciding who will lead a company’s efforts, a company will often look for the following leadership competencies:

  1. Effective communication skills
  2. Ability to supervise others
  3. Conflict resolution
  4. Emotional intelligence
  5. Ability to influence others
  6. Can manage performance
  7. Ability to build teams
  8. Excellent delegation skills
  9. Can manage and lead change
  10. Coaching and mentoring
  11. Problem-solving
  12. Can motivate others

What are the core competencies of companies?

Peters & Waterman’ book ‘In Search of Excellence’ defined the 'The Excellent Organization' as having the following characteristics:

  • Bias for action
  • Close to the customer
  • Autonomy and entrepreneurship
  • Productivity through people
  • Hands-on and value-driven
  • Stick to the knitting
  • Simple form and lean staff
  • Simultaneous loose, tight properties

What's the difference between a skill and a competency?

A skill is specific to a task. Whereas a competency also encompasses the knowledge, skills, and abilities that an individual possesses for performance excellence.

What is a competency matrix?

A competency matrix is a tool or technique that records and compares the identified competencies for a role. The results are with the current skill level of the employee(s) that are currently performing these roles. The tool identifies performance gaps and training and development needs.

What are the main benefits of competency development?

Let’s get straight to the point. The main benefits of competency development are:

  • Clarifying job and work expectations
  • Hiring the best possible people
  • Maximizing productivity
  • Adapting to change
  • Aligning behavior with strategy
  • Utilization of talents
  • Job enrichment
  • Increase in responsibility
  • Increase in value to the company
  • Personal satisfaction
  • Clarity of roles
  • Teamwork is improved
  • Recognition of value
  • Succession planning
  • Increased profitability
  • Increased earnings per share
  • Improved security & survival
  • Increased confidence
  • Retention of key staff
  • Capture of resident knowledge

What are the main barriers to competency development?

Here are the main barriers to competency development:

  • Resources
  • Environment
  • Style
  • Time
  • Attitude
  • Experience

Can I edit these course materials to add my content and logos?

Yes. We allow the full customization of our course materials.

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