Competency Development Training. How to Organize the Whole Process?
The importance of professional education and competency-based training and development cannot be overemphasized since they make the basis for the success of any specialist in any field. Continuous work on professional growth and professional development is a necessity that any specialist faces with. And everyone solves this problem in an own manner.
In order to characterize the activity of an employee and to evaluate his/her effectiveness, they use such a concept as competences or a set of characteristics and abilities of a person that allows him/her to perform actions resulting in an effective result. A set of specific competencies shows the competence of a specialist. Competence is the ability required to solve work tasks and to obtain the necessary work results.
This is the approximate order of the implementation of competency training plan:
- Analysis of the needs. So, the first step is to analyze the needs for certain competencies for employees belonging to different groups of positions (senior and middle managers, specialists, consultants). Here, competencies such as communication skills, IT skills, customer focus, conflict management, transformational leadership, autonomy, and responsibility can be assessed for each position with respect to their importance.
- Collect information on the current situation and determine the implementation strategy. An important stage in the implementation of the competence management is to define the strategy for implementing the competence management and to define the target group of employees for which competency requirements are to be developed. The assessment of the current situation can be carried out by an expert group that visualizes all the information, presenting it as a profile for a particular specialist, for example, the "sales specialist" profile. Based on the data obtained, it is possible to develop specific programs.
- Preparation of training programs. Then we begin to develop the personnel training program, make up the competence development map, the curriculum of the classes, select the form of training (internal or external) and evaluate the whole process which is formed as a result. At the same time, it is important to carry out not only an assessment of the results of the activities of the participants in the training (passed the exam) but also to learn from the employee and the manager how effective the training was.
- Conducting training. Training and development of personnel is a cyclical process, which does not end with the assessment of the results of staff training. It must be repeated again and again in order to develop the competence of employees continuously. Knowledge quickly becomes obsolete and is lost, if you do not use it, it has to be maintained and constantly worked on.
Competency-based training and development in the UAE
We can witness the rapid growth and development of both the economy of the country as a whole and the sphere of professional training in particular – the country's leaders have done everything possible for such a rapid advance. One of the best specialists in marketing, management, sales, human resources, as well as whole foreign universities and colleges, have come here, in addition, many private educational institutions, such as the Atton Institute, are presented in the market.
The competency training programs are designed taking into account the best practices for the fastest possible mastering of the material. In addition, here you can choose the optimal form of training for yourself – seminars, courses and training, both individual and group.
When choosing a solution for competency-based training, the quality and relevance of the knowledge gained, as well as the possibility of rapid, practical application are the main criterions that influence the choice. Here, in the UAE you have everything necessary for professional growth! So do not hesitate and make your choice.