Competency Development

Oak Innovation

$29.95

SKU: CBD Category:

Description

How to get competency development training materials that will save you time

Whether you’re updating an existing course or starting from scratch, focus your efforts by downloading these competency development training materials.

Keep reading to learn how you can use this content to deliver your own courses without having to develop everything from scratch.

This is where we can help.

Great content is all about relevance

A competency framework highlights what knowledge, skills and abilities are valued and promoted by the organization to achieve a desired organizational excellence.

As such, employees need have to have a much deeper understanding of competencies. And, how these competencies impact on organizational success. For professional trainers and business managers alike, this awareness has created a need for different types of training courses.

Now you can use these course materials to improve the skills of all line managers, supervisors and team leads. Use the content to teach your participants about the key components of competency development. Plus, the various learning styles involved.

Then, you can explore how to identify successful competencies. Best of all, you can discuss performance factors required, types of learning and how to use them.

Course overview

The following topics are covered within the slides, manuals and support materials provided.

Why Do We Need Competencies – For best results, use the content to explore a working definition of competencies. Next, discuss the components required. Share how leadership has become a crucial factor in the development of these skills. And, explore the role of interdependencies. This section ends by examining the benefits of competencies. And, the business-critical area of succession planning.

Competency Mapping – Start this section by discussing performance factors. Then, explore the concept of the learning organization.

Stages of Learning – Refer to the content provided and explore how to change perceptions about competency development. And, then highlight the key factors involved in learning new competencies. The section ends by discussing learning models (e.g., VAK).

Types Of Learning – Use the content to explore different types of learning. Then, examine the barriers that can exist to competency development skills. And, finally examine the “laws of learning”.

Course objectives

Upon completion of this course in competency development skills, your participants will be able to:

– Understand how competencies can be a business driver

– Identify key components of competency development

– Understand various learning styles

– Identify and remove obstacles to competency development

– Develop a competency-based approach

What you get

Leverage these course materials to deliver a compelling and relevant competency development training course.

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

Extra free training materials available

You will also receive the following free training guides:

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

Frequently asked questions on competency development training courses

What is a competency?

Parry (1996) offers the following definition: A competency is a cluster of related knowledge, skills and attitudes that affects a major part of one’s job (a role or responsibility) that correlates with performance on the job, that can be measured against well accepted standards and that can be improved via training & development.

What is a competency framework?

A competency framework is a model that outlines what working behaviours are seen as 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 of a competency 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 leadership competencies within a company?

Leadership competencies are the leadership skills, knowledge and abilities that generate the performance desired by a company.

What are the key leadership competencies that companies look for?

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 is used to record and compare the identified competencies for a role with the current skill level of the employee(s) that are currently performing these roles. The tool is used to identify 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
  • Expectations are equivalent to skills
  • Team work 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 own content and logos?

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

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Customer stories

“Overall, fantastic job.”

David Hipkiss

“The modules are certainly still proving useful. Every day I think of another use for them, they have come at just the right time, really excellent value for money – the complexity and depth in the materials mean we can mix and max Powerpoint presentations to suit our audience’s levels and requirements.”

Anita Wild
Director
Action Development Group

“Great customer service … isn’t that frequent I’m afraid so I happily acknowledge it when I encounter it.”

Helen Alm
Helen Elizabeth Seminars and Coaching
Newton, Australia

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