1. Competency Based Learning and Development
Dr Ali Nasery
l/O Psychologist

2. 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

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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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