Competency models are basically a picture board used to collect the viewable skills, behaviors and the attitude that can affect the type of work a person may do. It shows us what people need to learn and have the ability to perform in order to meet their responsibilities in a strong manner. These competency models are becoming more and more important to employers in use for recruitment of new employees as well as finding the right employee that is going to be a natural” fit” for their organization. These models are instrumental in setting clear performance expectations and measuring employee’s performance in meeting these goals. Competency models can help employees to understand what steps they need to focus on to achieve and improve their
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Training may be scheduled or not planned at all. This training can be simply following a seasoned employee to see what they are doing in relation to their specific job or it could be a detailed mapped out model. Other training may be based on poor performance based on a lack of know how by an employee, poor work related skills or a poor attitude on the part of the employee. Traditional type training needs to a very detailed assessment of what is truly needed by the employee/employees in order to maximize the training and the positive effect on the workers being trained. In Competency based training there is an up front in the beginning assessment to identify weakness and short coming, there should be a shifting in the strategic planning and goals of the over all company to match the desired level of performance, a competency plan is developed to meet training with the company goals, the who, what, when and where of the training is mapped out. Then develop the courses to be used and teach the classes, do the training follow that up with an evaluation program to measure the effectiveness of the training (Dubois & Rothwell, …show more content…
Employees from different areas, states, regions and countries will have separate views on the same topic. Again this will take preplanning and understanding to work across these diverse areas in a way to extract the desired result globally (Rietsema, 2015). A major challenge will be the expenses involved in global training for a global organization. Going through the process of developing the needed training, converting everything properly for the different areas or countries, beliefs, cultures and languages will be expensive, then adding the appropriate staff to properly stage each issue and adjusting it for the differences in locations and beliefs this will not be done on a shoe string budget (Rietsema, 2015). Lastly for this paper different areas will have different technological abilities and shortcoming that you will have to overcome. Some countries have very little source for internet, communications coverage and such and this will affect how programs can be delivered, evaluated or recorded (Rietsema,
Training may be scheduled or not planned at all. This training can be simply following a seasoned employee to see what they are doing in relation to their specific job or it could be a detailed mapped out model. Other training may be based on poor performance based on a lack of know how by an employee, poor work related skills or a poor attitude on the part of the employee. Traditional type training needs to a very detailed assessment of what is truly needed by the employee/employees in order to maximize the training and the positive effect on the workers being trained. In Competency based training there is an up front in the beginning assessment to identify weakness and short coming, there should be a shifting in the strategic planning and goals of the over all company to match the desired level of performance, a competency plan is developed to meet training with the company goals, the who, what, when and where of the training is mapped out. Then develop the courses to be used and teach the classes, do the training follow that up with an evaluation program to measure the effectiveness of the training (Dubois & Rothwell, …show more content…
Employees from different areas, states, regions and countries will have separate views on the same topic. Again this will take preplanning and understanding to work across these diverse areas in a way to extract the desired result globally (Rietsema, 2015). A major challenge will be the expenses involved in global training for a global organization. Going through the process of developing the needed training, converting everything properly for the different areas or countries, beliefs, cultures and languages will be expensive, then adding the appropriate staff to properly stage each issue and adjusting it for the differences in locations and beliefs this will not be done on a shoe string budget (Rietsema, 2015). Lastly for this paper different areas will have different technological abilities and shortcoming that you will have to overcome. Some countries have very little source for internet, communications coverage and such and this will affect how programs can be delivered, evaluated or recorded (Rietsema,