In this guide, you will learn why a focus on key competencies is important, the characteristics of best-in-class competency-based training programs, and a straightforward seven-step process any organization can use for their programs today. - Download the entire guide at http://www.bizlibrary.com/resources/ebooks/cbt-how-to.aspx

1. BIZLIBRARY.COM
Creating a
Competency-Based
Training Program
BROUGHT TO YOU BY:
BY: CHRIS OSBORN, VP OF MARKETING, BIZLIBRARY
and JESSICA BATZ, MARKETING SPECIALIST, BIZLIBRARY

2. BIZLIBRARY.COM
COMPETENCY-BASED TRAINING TODAY
Let’s start with a basic question.
Does competency-based training (CBT) remain a
relevant concept or best practice in today’s evolving
employee learning world?
And if CBT remains relevant, how does it fit into a new generation of
learning strategies?
The answer to the first question is, “Yes, CBT remains an employee learning
and development best practice.” The answer to the second question is
more complex, but it is a challenge best-in-class learning organizations
must meet effectively.
In this brief guide to effectively implementing a competency-based
employee learning program, we will explore why a sharp focus on key
competencies is more important than ever. We will identify the key
characteristics of best-in-class competency-based training programs, and
we will provide a straightforward seven step process any organization can
use to implement a CBT starting today.

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COMPETENCY-BASED TRAINING TODAY
The overall state of employee training today is fluid, dynamic and complex.
This very state helps explain why CBT can and should remain an important
strategic part of a new generation of employee learning strategies.
Organizations are facing a myriad of challenges – both external and
internal. The external challenges range from the pace of change to
technology advancing faster than our capacity to adapt. Internal
challenges range from key employee retention to workplace
demographics. We are also facing at a world where some of the most
important jobs within our own organizations might not even exist three
years from now.
You could call this a “perfect storm” of pressure and threats for
organizations. It might also be a “perfect storm” of unprecedented
opportunity for learning and development professionals and teams to rise in
prominence and importance. If organizations are going to succeed in this
highly charged and volatile marketplace, they will need leaders and
employees with skills and competencies that will facilitate that success.
An important issue is identifying exactly what these skills and competencies
might be.
As organizations make these important strategic decisions, it’s going to fall to learning and
development professionals to lead not only the actual development of employees and leaders, but to
also play a pivotal role in determining the competencies that will be essential for organizational
success.

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COMPETENCY-BASED TRAINING TODAY
Organizations will need a new generation of learning
strategies to meet the external and internal
challenges they now face. Traditional strategies that
focused on organizational needs and resources will
not be effective in this new reality. We have to stand
traditional organizational learning strategies on their
heads, and focus learning tightly on the needs of
each employee. The most encouraging aspect of
this shift in perspective, is that we have three
important factors converging at the same time to
make this not only possible, but likely to succeed.
The three factors that are converging are:
Demographics
Behaviors
Technology

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