Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.

2. Presenting Today
Katie Miller
Marketing Events Strategist
BizLibrary
Rachel Grzeskowiak
Client Marketing Specialist
BizLibrary

3. www.bizlibrary.com/demo

5. What has been your biggest challenge
implementing competency-based training?
Q:
Type your answers in the Group Chat!

6. Q:
Does competency-based training (CBT)
remain relevant in today’s evolving
workplace?

7. “[T]he most successful
strategies are those that
make learning a continuous
process, hardwired into a
company's metabolism.“
-Meghan Biro,
The New Rules of Leadership

8. How is L&D Changing?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
C-Suite Officers need for digital
learning
End user increase in demand for
digital learning
Think that their training strategy
will go back to what it was before
the pandemic
Source: https://www.fosway.com/wp-content/uploads/2020/06/Fosway-COVID-19-LD-Impact-2020_Final.pdf

9. EXTERNAL CHALLENGES:
Change and capacity to adapt quickly
INTERNAL CHALLENGES:
Employee retention
Workplace Culture
The three factors that are converging are:
Workplace Demographics
Behaviors
Technology

10. Competency-based training focuses on
identified workplace behaviors essential to
achieve organizational strategic goals.
How does CBT fit into a new
generation of learning strategies?

11. Alignment
Employee Focused
Build on Strengths
Skills and Knowledge
Improved
Performance
Key Characteristics of
Competency-Based
Training Programs

12. Employees need well-defined expectations and goals to perform
with excellence. Clarity about their job role and specific duties
provides them with direction and areas of focus for their day-to-day
work. Unfortunately, only six in 10 employees know what is
expected of them at work. …
…Employees also feel frustrated when managers fail to help them
connect their role to the bigger picture. The modern workforce
wants a job that feels meaningful. They need to be able to see
clearly how their role contributes to the success of their team and
organization. When employees have this sense of purpose, their
engagement soars.
Source: Gallup Study, 2020 State Of The
American Workplace

13. 7 Key Steps to Creating a
Competency-Based Training Program
Performance
Analysis
Establish
Competencies
Establish Job
Role Standards
Identify Skill
Gaps
Create Individual
Development
Plans
Assess and
Measure
Repeat

14. Performance Analysis
Begin with the end in mind
Accomplishment of the
organization’s goals
Need for speed and need for
competency

15. Establish Competencies
Top performers across job
roles
Critical competencies and
capabilities
Common traits and strengths
of top performers

16. Competency Levels
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES
Level of mastery required

17. What about new and emerging competencies?
Q:

18. SOURCE: thefutureworkplace.com
• Inclusive decision making
• Genuine solicitation of feedback
Collaborative Mindset
• Mentors and coaches team
• Provides straight feedback
Developer of People
• Use technology to connect customers and employeesDigitally Confident
• Has a diverse mind-set
• Prioritizes social responsibility
Global Citizen
• Builds accountability across levels
• Champions innovation
Anticipates and Builds
for the Future
Leadership 2020 Model

19. Learning Agility Defined:
The willingness and ability to learn from experience and
the ability to apply what you’ve learned for effective
performance in new or unfamiliar conditions.

20. People who are learning agile: Seek out experiences to learn from;
enjoy complex problems and challenges associated with new
experiences because they have an interest in making sense of them;
perform better because they incorporate new skills into their
repertoire.
A person who is learning agile has more lessons,
more tools, and more solutions to draw on when
faced with new business challenges.”
Source: Victoria Swisher,
Becoming an Agile Leader

21. Establish Job Role Standards
The level of mastery required
Individual contributor,
manager or executive

22. Difference between desired
and actual level of
performance
Focus on 3-4 competencies at
a time
Identify applied competencies
Identify Skill Gaps

23. COMPETENCY SUPPORTING BEHAVIORS
Customer Focus Considers both short and long-term interests of the
customer in making service decisions
Creates strategies to help the organization serve
customers more effectively
Establishes and maintains effective relationships
with customers and gains their trust and respect.
Identify Skill Gaps

24. Clarity of expectations
Both manager and individual
know the plan
Identify what support and
resources are needed
Individual owns their own
development and is proactive
Individual Development Plans

25. What are my development
objectives?
What activities do I
need to undertake to
achieve my objectives?
What support/resources
do I need to achieve my
objectives
What are the
measures of
success?
Target date
for achieving
my objectives
Create an Individual Development Plan

26. Performance improvement
Behavior change
Organizational capabilities
Feedback!
Assess and Measure

27. Repeat
Performance
Analysis
Establish
Competencies
Establish Job
Role Standards
Identify Skill
Gaps
Create Individual
Development
Plans
Assess and
Measure
Repeat

28. KEY TAKE-AWAYS
• Competency-based training focuses your training efforts
based on business needs and performance improvement.
• Take time to understand what competencies are important
to your organization and employees.
• Only focus on a few at time to be most effective.

29. Questions?

30. A FREE Resource Just
for YOU!
In this ebook you’ll learn:
•What is competency-based training and why is it so
important?
•The structure and approach to a competency-based training
program, including the competency cycle.
•Get examples of competency models.
•Learn assessment and development techniques and
strategies.
.
Competency-Based Training
A guide to achieving your organization’s strategic
goals
Download from the
resource widget!

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www.bizlibrary.com

32. Thank you for attending!
Rachel Grzeskowiak
Client Marketing Specialist
BizLibrary
Katie Miller
Marketing Events Strategist
BizLibrary