Competency Based Learning and Development Module 4

LEARNING OBJECTIVES Explain the concept of competency based learning and development Describe how the CHCF may be used for learning and development Describe the steps in developing competency based learning and development Describe the objectives of the session. Ask if any participants have experience using CHCF or any competencies framework in recruitment & selection. Ask what is difference in using competency based recruitment & selection. 1

BRAINSTORM: 5 MINUTES How much time and resources do you spend on learning and development? How do you know if the training has made a difference to your professional growth and development? What has changed after the training? What are the challenges of implementing learning and development in your workplace? 2

CORE HUMANITARIAN COMPETENCY DOMAINS “Competencies are the behaviours that employees must have, or must acquire, in order to achieve high levels of performance in their role” - Core Humanitarian Competencies Framework (CHCF) , 2011 The six domains of core competencies in the CHCF are: The CHCF describes the core competencies and corresponding behaviours required for effective response. Competencies is described as the behaviours that employees must have, or must acquire, in order to achieve high levels of performance in their role Understanding Humanitarian Context & Applying Humanitarian Principles & Standards: The outcome of this domain is for aid workers to understand operating contexts, key stakeholders and practices affecting current and future humanitarian interventions while adhering to humanitarian principles & standards. Achieving results: The outcome of this competency domain is for aid workers to be accountable for their work and use resources effectively to achieve lasting results Developing & Managing Collaborative Relationships: One of the main challenges during the humanitarian response is coordination & collaboration. Recognizing the need to address this gap, this competency domain aims to develop and maintain collaborative and coordinated relationships with stakeholders and staff Operating Safely & securely at all times: Operate safely and securely in a pressured environment. Managing Yourself in a pressured and changing environment: Adapt to pressure and change to operate effectively within humanitarian contexts. Demonstrating leadership in humanitarian context: Outcome of this competency domain is for the aid worker to demonstrate humanitarian values and principles, and motivate others to achieve results in complex situations, independent of one’s role, function or seniority 3 4 Developing and Maintaining Collaborative Relationships 1 Understanding Humanitarian Context & Applying Humanitarian Principles & Standards 5 Managing Yourself in a Pressured and Changing Environment Operating Safely and Securely at All Times 6 Demonstrating Leadership in Humanitarian Context 2 Achieving Results 3

COMPETENCY-BASED HR PRACTICES Competency Framework Learning and development Planning and organisational design Competency-based practices are often found in these four mainstream areas of HR.  Using competency-based approaches and using the CHCF as a guide for humanitarian focused organizations can have huge benefits including but not limited to – fair and transparent procedures – employees understand what they are being recruited and managed against. They understand what behaviors are being encouraged and will be rewarded. A measured approach to people management – results can be measured using a competency framework and therefore progress monitored and reported on. Most employee actions (promotions, L & D planning, performance management) will be evidence based, reflecting on what the employee has achieved and which behaviors they have displayed. Performance development Recruitment and selection 4

WHAT IS COMPETENCY-BASED LEARNING? Competency-based learning focuses on developing identified workplace behaviours essential to achieve organisational strategic goals. The competency framework should provide clarity on what behaviours are needed in current and future roles. 5

LEARNING NEEDS ANALYSIS Organizational Analysis Job Analysis Person Analysis Blended Approach Goals Values Mission Skills Knowledge Attitude Behaviours Learning Needs Analysis Competency gaps Self-learning Sector-specific training Organization specific training Mentoring Coaching 6

COMPETENCY BASED LEARNING LINK TO SUCCESSION PLANNING Helps identify requirements for key jobs/positions Explains competency requirements for key positions Builds learning paths for succession 7

GROUP EXERCISE 10 MINUTES Using the cards and markers, list the steps to competency based learning. Use one card per step. 8

STEPS TO COMPETENCY BASED LEARNING Organisation identifies competency framework Staff implements PDP Manager Identifies Competencies Required for Role Manager confirms PDP Staff conducts self-assessment Staff proposes personal development plan (PDP) Manager conducts performance review 9

KEY BENEFITS OF COMPETENCY BASED For the organisation - aligned with vision, mission, goal For teams - identified behaviours leading to increased performance For L&D plans - training programmes become more relevant and better identification of training participants For staff – focused learning and promotes engagement 10

GROUP EXERCISE 15 MINUTES Describe a blended learning approach through drawing and using any of the material in the room. Include the challenges and benefits of blended learning approach in your illustration. 11

BLENDED LEARNING APPROACH 70/20/10 DEVELOPMENT FRAMEWORK Learning on the job (70%) – providing or undertaking secondment opportunities Learning from others (20%) – identifying a mentor who has experience in this area Formal learning (10%) – attendance of a training course 12

GROUP WORK 20 MINUTES As a group, select one of the competency domains from the CHCF. Design a blended learning approach to develop the respective competency domain. Groups may choose to focus on selected behaviours, or behaviours for staff only, or additional behaviours for managers. 13

CAREER DEVELOPMENT PROCESS Create competency-based recruitment policies, assessment Create development plans based on competency framework Career development system linked to performance management system Promotion, Succession Planning Policies in place New & existing employees assessed against competencies Individual development plans based on competency gaps developed & updated Managers familiar with career development plan HR Systems supportive of career growth 14

KEY LEARNING Competency based learning programmes focuses on organisation’s vision, mission, goals and needs Crucial to understand which competencies are important and relevant to both the organisation (through competency frameworks) and staff (through job descriptions) From this, developing learning and development programmes then become most relevant 15