Developing competencies Flashcards
Competency
Master knowledge, skills, abilities
Competency development
Tool to acquire or develop a competency
Goals of competency development
Ensure integration
Ensure competency is at optimal level (find gaps)
Support acquisition of new skills and knowledge
Support career path
Developing competencies
Reflect Determine competency Choose learning strategies Support transfer of learning Evaluate development activities
- Reflect
Department operations, employees professional growth
- Determine competency to develop (1)
Performance goals for position - gap - performance level achieved by employee
Current assessment of employee’s competencies - gap - current competency profile vs future competency profile
Current assessment of employee’s competencies - gap - Expected competency profile for future position
- Determine competency to develop (2)
Individual employee: self assessment employee performance evaluation analysis of performance indicators direct observation
Team:
group interview
matrix approach
- Choosing learning strategies
Outside the job:
consultants, suppliers
more or less related to the job
conventions, courses, seminars
Around the job:
immediate work environment
back and forth learning and job
data banks, tutoring, mentoring
During the job:
job itself obliges employee to learn
continuous learning
real-time access to task or performance, networking, sharing skills
- Other learning approaches
hands-on-training
e-learning
- Factors to produce quality competencies
strategic importance of development activity goals nature characteristics of learners context budget and time available energy ready to invest
- Advantages
major economies of scale
production less disorganized
learning transfer optimized
strong desire to learn new competencies
- Support learning of transfer
competencies into work performance
- Factors influencing learning of transfer
Employee: experience, capacity of learning, self- confidence, professional aspirations. willingness
Development activity: when, how, support, content, level of difficulty
Work environment: workload, availability of resources, support from co-workers, work climate
- Evaluate
% of satisfaction
learning assessment - feedback, test
expected impact
overall assessment of cost-benefit ratio
Manager’s mistakes
Refuse to make a list of priorities that need to be acquired among employees
Little too quick on training as solution to solve problems
Unable to predict how activities and employees will evolve
