Competency based training focuses on the skills required to competently complete tasks necessary to fulfill any employment role. It has become very important in aligning training with workplace outcomes and identifying a real return on the investment a company puts into training.

Competency can be measured. People are either able or not able to complete a task; or they are able to complete it to a degree that can be measured. Increasing the competence of a workforce to be able to undertake predetermined tasks , or perform skills, allows for management to measure capacity to deliver outcomes.

In all organisations there are a set of competencies that are necessary to do the required work. Some of these competencies are technical skills or they relate directly to the way a person performs the functions of their position. Others are competencies in skill areas that are not quite so specific but can still be measured such as: communication, organisation, people management, decision making, strategic planning, relationship building and maintenance (and the list goes on).

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All workplaces rely on a set of competencies to be able to do the work required. A good training manager can develop a competency framework for your organisation. This framework identifies all the skills required across the organisation; technical skills, management skills, communication skills, etc. Once the framework has been identified the training manager can perform a training needs analysis which will survey how the staff measure up to the competency framework.

It is not possible, and neither is it necessary, for all staff to have a high level of competence in all areas, so management needs to look at the results of the training needs analysis and prioritise those competencies that they feel will contribute most to the success of the organisation and which people need to be trained in this area. This is where the training manager receives direction – the high priority areas are the areas in which to organise the training agenda.

The competency framework does not stand on its own – it has to work hand in glove with performance management, staff appraisal and professional development. If these areas work well together succession planning and staff retention become issues that are addressed as well. This will provide your company with a sound business platform and a capacity to move forward.

How valuable is your training manager?

Could your training manager develop a competency framework for your organisation? If it hasn’t happened already then make it a priority. Get focused on what needs to be trained rather than using a scatter gun approach to training.