Competency Development

Oak Innovation

$29.95

SKU: CBD Category:

Description

How to get training course materials on competency development

Ideally, most business managers and training professionals would like to have the time to develop their own course materials from scratch.

However, we’ve learnt that some people simply don’t always have the time to do this. This is where we can help.

Reflecting on competency development and competency frameworks highlights the important link between employee performance with organizational success.

For example, it isn’t enough to just know of the need to maximize the competencies of employees. Instead, a competency framework needs to be established.

A competency framework demonstrates 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.

So, if you want to deliver your own training course on competency development, we have a great solution for you.

What you need to know about delivering these competency development training course materials

Use these course materials to improve the skills of all line managers, supervisors and team leads. And, share the key components of competency development. Next, outline the various learning styles involved.

Then, explore how to identify successful competencies. And, 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 – Start by exploring a 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 exploring 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 – 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

You will instantly receive the following training course materials to deliver your own competency development training courses:

  • 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:

  • How to use icebreakers
  • How to use training games
  • How to improve listening skills
  • How to improve questioning skills
  • How to select materials
  • How to increase participation
  • 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) offered the following definition:

A competency is a cluster of related knowledge, skills and attitudes that affects a major part of ones 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 are the main components of a competency?

If you find yourself wondering what the main components of a competency are and can’t come up an exact answer the following will help. The main components of a competency are:

  • Behaviors
  • Skills
  • Knowledge
  • Aptitude
  • Personal characteristics
  • What are the main benefits of competency development?

    Sometimes we need to 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?

    If you’re stuck and can’t come up with the main barriers to competency development, consider the following:

  • Resources
  • Environment
  • Style
  • Time
  • Attitude
  • Experience
  • What are the 9 Cs of learning new competencies?

    Use this simple technique for remembering the parts of learning a new competency.

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

    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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