Competency based
learning & performance
Ola Badersten
Agenda
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Setting the scene
Competency based learning and performance
Where to start?
What´s new?
Case study
Benefits
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Training & performance – key to success
 Ability to innovate and adapt to change
 Continious learning, organizational readiness and
performance management
 3 areas:
- Organization has the right people and competencies
- Build/enforce the corporate culture
- Assissting building a strong leadership and
management
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Changing role of HR & Training Dept.
Not only a supporting, administrative and functional role in the
organization!
Business driver/business partner/change agent!
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Question?
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How to assure the organization has the right people and competencies?
Competency based learning and performance management!
Competence - definition
Having the capabilities:
- To work out what are the key aspects to be dealt within
each new situation
- To relate those aspects to knowledge already aquired
- To determine what the underlying task or problem
might be
- To design a process or solution to deal with the
situation
- To have the ability to follow through or complete the
task or solve problem either alone or with others
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Competency based learning - definition
Focus on outcomes
Workplace & readiness
relevance
Outcomes as observable
competencies
Assessments as judgement
of competence
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Performance management - definition
 Measure of output (employees, groups,
departments and organization)
 Plan (competencies, activities due for measurement,
measuring standards)
 Financial, Business processes, Learning and skills
development, Customers etc
 Ensures that the goals and aspirations are met
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Where to start?
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Define & Align
Competencies with strategic & operational goals
Organize
Competencies into meaningful constructs
Build
Competency models
Standardize
Content descriptions with competency targets
Align
Content with competency structures
Assess
Through numerous evaluative measures
including scored SCORM activities
Automate
The processes associated with learning and
performance management
What´s new?
Enterprise solutions:
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Practical and efficient
Easy to use
Multi tenant
Automation including remediation / development plans
to close gaps
Personalized way (relevance)
Organizational needs
Flexible to change and adapt over time
”One click” operation to get BI & statistics across the
organization
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Telecom – a real case scenario
Main results:
 Telecom
oriented
company
- Overview- project
of competency
readiness
 Competency
basedtool
learning
& strategy
- Excellent planning
for training
initiatives
- Key indicators for recruitment
- Measure performance on different levels
- Find competence with right profiles for projects
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Benefits
 Align training initiatives directly to organizational
requirements, performance and revenues
 Training need analysis and analytics
 Employee satisfaction
 Real time information
 Applied both internally and externally
 Result oriented approach
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Questions?
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Q&A
Example competency scale
Level
Expert
Competency description
World-class expert. Perceived as an authority within competency area. Provides
strategic leadership and vision to the organization. Company wide impact and
influence. Designs and develops organizational processes and systems which support
the achievement of both short and long term goals. Guides, mentors, coaches and
instructs others. Shares expertise for the good of the organization.
Advanced
Practitioner
Several years of experience, demonstrating long range strategic thinking and actions
for competency area. Investigates & solves complex problem, develops processes
and techniques. Can guide, mentor, coach and instruct others and shares expertise
for the good of the organization.
Experienced
Practitioner
Has solid understanding and lots of practical experience within competency area.
Understands key business drivers, uses the knowledge to focus on own work
activities. Solves problems which requires analysis and understanding of processes
and techniques. Completes own role independently or with minimal guidance.
Practitioner
Has basic understanding and some experience within competency area. Deepens
knowledge and skills in area while broadening organizational knowledge. Requires
supervision and guidance and works within given time frames and schedules.
Learner
Has limited understanding and experience within competency area. Uses existing and
clearly defined procedures to solve routine work requirements. Requires training to
complete full scope of role, but works within given time frames and schedules.
Depends on others for guidance and direction.
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