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    By Manik Arora BBA (M1) 03213701717

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    Manik Arora
    The document discusses competency and determining if training is needed to address performance issues. It provides 12 steps to analyze training needs and ensure the right training is developed. The steps include determining measurable job requirements, examining the work conditions, understanding trainees' backgrounds, identifying the competencies of top performers, setting competency objectives for training, and creating a plan to measure training results. The overall process is to properly assess the need for training and develop effective training to enhance employee performance.

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    By Manik Arora BBA (M1) 03213701717

    Uploaded by

    Manik Arora
    33 views9 pages
    The document discusses competency and determining if training is needed to address performance issues. It provides 12 steps to analyze training needs and ensure the right training is developed. The steps include determining measurable job requirements, examining the work conditions, understanding trainees' backgrounds, identifying the competencies of top performers, setting competency objectives for training, and creating a plan to measure training results. The overall process is to properly assess the need for training and develop effective training to enhance employee performance.

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    competency based training

    Original Title

    Cbt

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    The document discusses competency and determining if training is needed to address performance issues. It provides 12 steps to analyze training needs and ensure the right training is developed. The steps include determining measurable job requirements, examining the work conditions, understanding trainees' backgrounds, identifying the competencies of top performers, setting competency objectives for training, and creating a plan to measure training results. The overall process is to properly assess the need for training and develop effective training to enhance employee performance.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    33 views9 pages

    By Manik Arora BBA (M1) 03213701717

    Uploaded by

    Manik Arora
    The document discusses competency and determining if training is needed to address performance issues. It provides 12 steps to analyze training needs and ensure the right training is developed. The steps include determining measurable job requirements, examining the work conditions, understanding trainees' backgrounds, identifying the competencies of top performers, setting competency objectives for training, and creating a plan to measure training results. The overall process is to properly assess the need for training and develop effective training to enhance employee performance.

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    You are on page 1of 9

    -By Manik Arora

    BBA(M1)
    03213701717
    WHAT IS COMPETENCY?

     Competency: The combination of


    observable and measurable
    knowledge, skills, abilities and
    personal attributes that contribute
    to enhanced employee performance
    and ultimately result in
    organizational success.
    1. DETERMINE IF TRAINING IS THE
    CORRECT COURSE OF ACTION TO TAKE.
     Ask yourself if the performance problem can be solved by
    training or if it requires other managerial actions. Here are a
    few questions that will help to determine if training will resolve
    the performance problem:
    1. Does the performance problem stem from the individual’s
    shortcomings in knowledge, skill, or attitude? If yes, then
    continue to step 2.
     Does the performance problem require Management action such
    as:
    1. Changing/modifying job descriptions or work requirements to
    align with departmental and organization needs
    2. Changing performance review criteria to better suit the
    competencies of the position.
    2.DETERMINE MEASURABLE JOB REQUIREMENTS
    AND ASSESS HOW WELL WORKERS ARE MEETING
    THESE REQUIREMENTS
    Steps 2-5 are geared towards analyzing your training
    needs so that you are on the right track from the get
    go.

    1. Who are you targeting to receive the training (is it


    a particular group or employee)?
    2. What must this group or employee accomplish?
    3. In what setting or under what working conditions
    will they perform?
    3. Examine The Conditions In Which
    Workers Will Apply What They Have
    Learned From Training.
    4. Become Familiar With The Background Of
    The Workers Who Will Participate In
    Training And Determine What They
    Already Know.
    5. 5. Isolate The Most Productive Performers
    In Your Organization And Determine
    Which Competencies They Have In
    Common
    6. Compare And Contrast The Most
    Productive Employees To Average
    Performers In Order To Determine What
    Competencies Set Them Apart.
    7. Determine Measurement Rubrics To Assess
    Competencies.
    8. Identify Competency Objectives Trainees
    Will Be Able To Showcase Once Training Is
    Complete.
    9. Determine How Training Results Will Be
    Measured.
    10. Create Or Procure Instructional Content
    Required To Teach Competency Objectives
    11. Decide How To Effectively Administer The
    Instruction Content.
    12. Determine How You Will Measure
    Training Results Once Training Is
    Complete And Employees Are On The Job

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