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Creating or Enhancing Skills-Based Training Programs:
An Overview Guide
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Contents Skills-Based Training: An Introduction Skills and Provider Overview Skills-Based Training: Implementation Overview
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A skills-based approach orients and focuses a company’s career paths and training programs on the key skills needed to productively perform each role Skills-based career paths Companies clearly identify all their roles and define clear career paths about how workers can progress between roles Roles are defined based on the skills required to productively perform in a given role The skills and requirements needed to progress from one role to the next are made clear to staff Skills-based training programs With a clear career path in place, a skills-based training program identifies methods (e.g., online course, on-site training) for staff to acquire the skills necessary to perform and advance in each role at the company To begin, companies should identify each staff member’s current role, desired next role (if one exists), and the key additional skills that need to be developed for the staff member to move into that new role Each staff member can then create a development plan – with HR support or independently – to acquire the needed skills using the recommended method identified by the company In time, staff progression up the career ladder can be tied directly to the acquisition of key skills needed to perform that role
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Skills-based career paths and training programs offer employers and employees a number of significant, concrete benefits Benefit Why skills-based training programs help? Create a more productive and satisfied work force Developing the knowledge and skills to perform daily tasks considerably increases productivity and efficiency Clear career paths help employees to better manage career goals alongside personal priorities (e.g., children, vacations etc.) Attract and create better fit employees When clear career paths are articulated, it helps form and convey a company’s requirements, preferences and expectations This focus on what is critical, without the noise, creates candidates that have the exact skills needed for a role Improve employee retention With a very clear source for knowledge and key skills, employees are more likely to find career advancement opportunities within the same company Employee retention leads to less money, effort and resources spent on new hiring
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Contents Skills-Based Training: An Introduction Skills and Provider Overview Skills-Based Training: Implementation Overview
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A skills-based training program identifies important competencies and matches them to providers that can help employees build those competencies Key competencies Training providers Occupation-specific competencies Community colleges Skills-based training program Foundational competencies Employer-based training Interpersonal competencies Alternative educational institutions Deep dive on key competencies and training providers follow
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Employees rely on three major types of competencies to do their work
Competency Type Overview Example Competencies 1 Occupation-specific competency Hard skills necessary to complete a given occupation’s key tasks and activities Machine tools Medical Support Equipment Maintenance Employee Training Foundational competencies 2 Fundamental, underlying skills relevant to a large number of occupations and industries Critical thinking Complex problem solving Coordination Time Management 3 Interpersonal competencies The interpersonal and intrapersonal skills needed to successfully work in a professional setting with team members and fellow staff Communication skills Office etiquette Mediation Emotional management Psychological grit Follow-through Listening
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Today, companies and employees rely on three major types of educational providers for competency training Educational Provider Overview Example Educators Occupation specific skills learned in a classroom setting, which can lead to credentials and/or associate degrees in a relevant field 1 Community colleges Local community colleges Technical institutes Continuing education programs Employer-based training 2 Training delivered by the employer through experienced employees of the company or auxiliary personnel, often providing instruction and guidance on-site Company staff, managers, and executives Local experts brought in-house (e.g., teamwork coach) 3 Alternative educational institutions Online or alternative educators (e.g., innovative for-profits) that provide courses and content on both hard and soft skills NTA-U EdX and Coursera Dale Carnegie Galvanize BigInterview.com
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Educational institutions differ in their ability to deliver training across the different competencies; each has strengths and weaknesses Capability Significant Targeted Limited Key Competencies Deliver relevant degrees and credentials via formal programs Occupation-specific competencies Interpersonal competencies Foundational competencies Deliver directly relevant training for specific tasks Generally lack accreditation and directly relevant skills Includes courses that develop foundational competencies Less focus on foundational concepts Offer courses that emphasize fundamental ways of thinking Generally lack training on interpersonal skills Potential to learn through interactions with co-workers and superiors Potential to explore classes that emphasize interpersonal interactions Educational Provider Community colleges Employer-based training Alternative educational institutions (often remote)
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Contents Skills-Based Training: An Introduction Skills and Provider Overview Skills-Based Training: Implementation Overview
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To identify a clear career path and develop tailored training programs, follow these 6 steps
Overview Key Step 1 List current roles List all the current roles, both available and unavailable ones 2 Articulate the career path for all roles Clearly articulate the progression from role to role (each role may lead to one or more roles) 3 Identify the skills necessary for each role Identify occupation-specific, foundational, and interpersonal competencies required for each role 4 Identify the skills required to advance from role to role Identify all of the additional skills needed to advance from one role to the next on the career path 5 Develop a tailored training program to advance from role to role Seek out a training program for each of the key skills required to advance to the new role via educational providers e.g., on-site training, online courses, community college courses, etc. 6 Create individual scorecards for employees to track progress of advancement Create a scorecard for each employee to track progress, include: Current and desired positions Skills required for new role that have and have not been met Training options that exist for skills not yet developed but required
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Roles and responsibilities
Step 1: List current roles TEMPLATE Roles and responsibilities Role High Level Overview Role 1 Overview of role Role 2 Overview of role Role 3 Overview of role Role 4 Overview of role List all current roles with a high level overview of the role’s responsibilities
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General expected career path to be followed
Step 2: Articulate the current career path for all roles TEMPLATE General expected career path to be followed Normal Volume Limited Volume Role 3 Role 1 Role 2 Role 4 Create a career path map to clarify the progression from one role to the next role(s)
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Step 3: Identify the skills necessary for each role
Begin with examples for similar roles and adapt to your company’s needs Look for O*NET data for similar roles Fill Skillful templates with relevant competencies Refine to company’s needs Phase: Key Activities: Gather your company’s list of roles Search O*NET, a database of occupation postings, for similar roles Find the knowledge, skills, and abilities sections in these O*NET roles Visit Skillful.com to gather templates for a list of competencies by role Select knowledge, skills, and abilities that are relevant to your role from O*NET examples Organize selected knowledge, skills, and abilities into 3 competency categories: Occupation-specific, Foundational, Interpersonal Fill Skillful template with list of competencies in each category Review descriptions of competencies and adapt to your company’s needs Where no O*NET example matched a skill needed for your company, write a new description of the competency Deliverable: O*NET postings relevant to your company’s roles gathered Completed Skillful template with list of competencies Customized list of competencies required for your company’s roles Sample Skillful template with relevant competencies follow
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Fill in Skillful template with relevant competencies
Step 3: Identify the skills necessary for each role TEMPLATE Fill in Skillful template with relevant competencies Competencies Role I Role 1 to Role 2 Role 2 to Role 3 Role 2 to Role 4 Occupation-Specific Competencies Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Identify all three types of competencies necessary for each key role Competency Competency Foundational Competencies Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Interpersonal Competencies Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency Competency
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Key competencies required: Role 1 to Role 2
Step 4: Identify the skills required to advance from role to role TEMPLATE Key competencies required: Role 1 to Role 2 Competency type Competencies Competency Overview Occupation- Specific Competencies Competency Competency overview Define the competencies necessary to advance from Role 1 to Role 2. Do this for each advancement in the career path Competency Competency overview Competency overview Competency Foundational Competencies Competency Competency overview Competency Competency overview Competency Competency overview Interpersonal Competencies Competency Competency overview Competency Competency overview Competency overview Competency
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List programs and courses that would be able to teach each competency
TEMPLATE Step 5: Develop a tailored training program to advance from role to role Educational providers for key occupation-specific competencies: Role 1 to Role 2 Specific course(s) and program(s) Competency type Length Delivery Competencies Educational provider Occupation- Specific Competencies Competency Course/program Length In-person/online Educational provider Competency Course/program Length In-person/online Educational provider Competency Educational provider Course/program Length In-person/online Foundational Competencies Competency Educational provider Course/program Length In-person/online Competency Length In-person/online Educational provider Course/program Competency Educational provider Course/program Length In-person/online Interpersonal Competencies Competency Length In-person/online Educational provider Course/program Competency Educational provider Course/program Length In-person/online Competency Length In-person/online Educational provider Course/program List programs and courses that would be able to teach each competency
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Name: John Doe NAME: John Doe
Step 6: Create individual scorecards for employees to track progress of advancement TEMPLATE Name: John Doe NAME: John Doe CURRENT ROLE: Role 1 DESIRED ROLE: Role 2 Means of Assessment Required Competencies Educational Providers Attained In Progress? Occupation-Specific Competencies Competency Educational Provider Means of assessing Competency Educational Provider Means of assessing Competency Educational Provider Means of assessing Foundational Competencies Competency Educational Provider Means of assessing Competency Educational Provider Means of assessing Competency Educational Provider Means of assessing Interpersonal Competencies Competency Educational Provider Means of assessing Competency Educational Provider Means of assessing Means of assessing Competency Educational Provider
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