Learning and development is what most people think of when they consider implementing a Competency Management Program. It involves identifying and developing strategies and programs for education and training, aligning staff development initiatives with organizational competency gaps, selecting or developing appropriate training material, and working with staff to provide targeted development opportunities to address individual competency gaps.
When developing learning and development activities:
- Consider the most effective type of learning experience for the competency being developed
(see Learning Approaches below); - Clearly define the audience for the learning activity;
- Create well-defined learning objectives and follow instructional design principles;
- Outline expected standards for completion;
- Develop an approach for ongoing follow-up and practice; and
- Consider the systems needed for tracking achievement.
If an organization is developing a more comprehensive program, additional considerations would include the recognition that:
- Modular, progressive systems enable building on previous learning and enhance recall;
- Including context and providing interactive activities improves integration of complex processes, tasks, and competencies; and
- Common language and understanding promotes transferability and mobility within and between organizations.
Learning Approaches:
Learning and Development activities can be broken down into three types of learning approach, most effectively achieving behavioural change when delivered in accordance with the 70-20-10 Learning Model. Follow the links below for more details:
The 70-20-10 Learning Model
