Training analysis both organizationally and individually

Assignment 1: Discussion—The Competency-Based Model

A strategic initiative within human resource management is that of the implementation of competency-based models. This can consist of work based competencies and behavior competencies. Competency-based model management gives way to how the business model is integrated with the practices of human resources. This assist in an organizations vision, mission and goal achievement. Additionally, the competency- based model focuses on gaps on hiring and retention; education and learning; staff and career development, etc. and cultivating a means to bridge said gap (Justin Anerson, 2013). According to the Association for Talent Development as discussed by Anerson, four additional factors were taken into consideration and added to The ASTD Competency Model in 2013 as a result of changes transformational. These inclusions are: · the recession and economic uncertainty

· digital, mobile, and social technology

· demographic shifts

· globalization

Due to transformational change and the shifting of the competency model aspects such as continuous learning, collaborative crowdsourced and employee engagement have now become a part of the framework, strengthening its value (Lasse, 2015). A domino effect of evolving business models is done so with the accelerated pace of change required skills that need to follow suit. This is impacted by continual organizational innovation. That is then impacted by the change of employees maintaining a position in an organization long term. Which then affects new hires eagerness to being effective within their role immediately. An integrated competency-based model that address each entity can provide (Bradford, n.d.): · A clear outline of values and priorities

· Efforts of recruiting that are specific

· Aid in high value resource development returns

· Training analysis both organizationally and individually

As I have generally worked two jobs, I once worked as a Transportation and Logistics supervisor. I had never worked in that field before and training was minimum. I was the only one with advanced education so was immediately put into that position. Once I began paying attention to the actual organizational structure I noticed that those in higher up positions also did not know what they were doing. One young man was promoted from a dispatcher to a supervisor based upon the fact that he play basketball with the Operations Manager. Needless to say based on ALL of our incompetence to adequately fulfill the role of our positions a lot of accounts were lost. I recall in one night a truck carrying over $100,000 of food was thrown out do to the lack and care of certain individuals. If competency-based models were put into place I believe that those put into upper management roles would have been able to lead affectively and skill set ascertain to work on deficiencies.


The value of competency-based models in modern organizations

Competency-Based models are vital to organizations for trainings and developments.

The competency based models detect actions needed for practical job performance. These models deliver means used to govern the skills needed at this moment in time and long-term future skills needed for the company’s success. Evaluating the relationship between the company’s current training programs and present needs is one of the many benefits used. It supports regulating what skills needed throughout different occupation points. Providing context for continuing coaching and feedback to develop present employees and future roles. “They create a “road map” for identifying and developing employees who may be candidates for managerial positions. They provide a common set of criteria used to identifying appropriate development training and learning activities for employees” (Noe, 2016).

The Competency-based model used at my formal job was done through our job performance and evaluations analysis. The job performance and evaluation analysis was used to determine whether you would get a raise and/or promotion. Working in education, you experience many obstacles and needed many different skills sets to be successful in your position. You needed to know how to greet new students and their parents. You needed to recognize what classes the high school students needed to take at their level. As the Admin Assistant, you could not put more than 22 students in a classroom. If classes were at compacity, you had to find a comparable class. Employees were on a 90 day probation. During that 90 day probations, employees were expected to learn the school systems and all expectations of their position. If employees did not pass the 90 day probation, they would not continue employment with the school district. The company framework is uniformed throughout the district in the Admin Assistant Counseling position. My formal company’s purpose was to share, practice and learn while meeting the needs of all students servicing the district.

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