Development of Competency Based Training Programs

Development of Competency Based Training Programs

Competency-based training (CBT) is an approach to vocational education and training that places emphasis on what a person can do in the workplace as a result of completing a program of training.

Competency standards are industry-determined specifications of performance that set out the skills, knowledge and attitudes required to operate effectively in a specific industry or profession.

Competency standards are made up of units of competency, which are themselves made up of elements of competency, together with performance criteria, a range of variables, and an evidence guide. Competency standards are an endorsed component of a training package.

For a person to be assessed competent they need to demonstrate the ability to perform tasks and duties to the standard expected in employment. CBT focuses on the development of the skills, knowledge and attitudes required to achieve those competency standards.

One of the primary features of CBT is that each learner’s achievement is measured against the competency standards rather than against the achievement of other learners.

Under the CBT approach, each learner is assessed to find the gap between the skills they need and the skills they already have. The difference between the two is called the skills gap. A training program is then developed to help the learner acquire the missing skills.

Skills required – current skills = skills gap

In many cases the learner has no current skills and the training program is a full curriculum based course. However, the learning outcomes achieved through the curriculum are derived from the competencies described in the Training Package.

Competency-based training programs are often comprised of modules broken into segments called learning outcomes, which are based on standards set by industry, and assessment is designed to ensure each student has achieved all the outcomes (skills and knowledge) required by each module

Skills and competency tracking, including non-training information

Training by skill competency

Linking of competencies with tests and with courses

Ability for supervisors to determine skills attainment

Organizational competencies reporting

Competency-based training is an avenue to achieve a highly knowledgeable and skilled workforce. A systematic approach to training that is monitored and revised in light of performance and outcomes is the hallmark of a competency-based training program. Clear and detailed outcomes or competency statements are used to develop the training curriculum and measure learners’ competence.

The competency areas are as follows

Participant Empowerment

Communication

Assessment

Community and Service Networking

Facilitation of Services

Community Living Skills and Supports

Education, Training and Self-Development

Advocacy

Vocational, Educational and Career Support

Crisis Prevention and Intervention

Organizational (employer) Participation

Documentation

Over the last decade, three additional competency areas have emerged:

Relationships and Friendships

Person-Centered Goals and Objectives

Supporting Health and Wellness

There are six rules to keep in mind when creating and implementing any competence- based training & development activities.

These rules primarily focus on training and development efforts that are conducted on-the-job (OJT) but a proactive Training Department will ensure that external training providers also follow the basic concepts so that the maximum benefit is obtained from the external training activities.

Real competence-based training is designed to teach employees the skills they will use to solve day-to-day job requirements. The best way to accomplish this is to use problem-solving and demonstration-performance methods when providing on-the- job training.

All competence-based training and development efforts should be designed so that employees are active participants during the training process — if training is not properly designed or delivered correctly the employees observe the process but don’t gain the full benefit that total involvement brings.

An employee’s interest is stimulated and training is more successful when competence- based training and development program objectives are clearly understood and results of the training can be easily defined. This can be accomplished by using actual equipment, real work-place samples and by providing solutions that the employee can use to accomplish their actual job requirements.

Design competence-based training exercises that require active employee involvement because people remember things they see and do more readily than things they only read about. In addition, try to use group-training exercises because training can be more enjoyable when more than one trainee is involved. Group training sessions allow the trainees to share each other’s experiences and insight.

Well-designed and delivered competence-based training and development exercises are useless unless the employees are allowed and encouraged to put their training to use while performing their actual jobs.

Finally, the most important success factor with competence-based training and development is that the learning environment must be supportive and positive. Employees that feel comfortable and not threatened will freely express their ideas and ask for help when they need it.

Key Points

There are two classes of training needs.” micro training needs and macro training needs”. The difference of the two training needs is simple but it has heavy impact on the response made by the T & D department

Needs assessment has been defined as the process of measuring the extent and nature of the needs of a particular target population so that services can respond to them.

Competency-based training (CBT) is an approach to vocational education and training that places emphasis on what a person can do in the workplace as a result of completing a program of training.