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6 Νοε 2013 (πριν από 3 χρόνια και 9 μήνες)

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1

2013 ASTD
Competency Model

_____________


Training & Development
Competencies Redefined to
Create Competitive Advantage




Thank You!


“An organization’s ability to learn, and translate that
learning into action rapidly, is the ultimate competitive
advantage.”

Jack Welch (former CEO GE)



ASTD welcomes you.

We thank you for your commitment to the training and
development profession.


©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Welcome from ASTD!







Erin Murphy

Chapter Relations Manager, Eastern Area

American
Society for Training & Development (ASTD)

(703) 683
-
8121

emurphy
@
astd.org

www.astd.org


Who we are

ASTD is the world’s largest association dedicated to workplace
learning and development professionals



Members come from…



More than 100 countries



More than
120
U.S. chapters



More than 28 International Partners



Thousands of organizations of all
sizes, government, independent
consultants, and suppliers

ASTD Vision
:

Create
a world that works better.


ASTD Mission
:
Empower professionals to
develop knowledge

&

skills successfully

ASTD Strategies:

What ASTD Does


ASTD provides resources for learning professionals (e.g.,
research, analysis, benchmarking, online information, books,
and other publications)


We bring people together


in conferences,

workshops, and online


We offer professional development

opportunities for learning and

performance practitioners


We are the voice of the profession


We recognize excellence and set the

standard for best practices



Communities of Practice

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.


ASTD Power Membership


T & D Magazine


Member discounts on
publications and conferences


Annual State of the Industry
report


Watch and Learn Webcasts


eNewsletters


Communities of Practice

Just s
ome
of the

Benefits of National Membership

Don’t forget to use your chapter’s


ChIP

Code:

CH1038


Overview of the 2013

ASTD Competency Model


Presented by:






Jamie Millard

jmillard@lexlead.com


401
-
965
-
1417

Executive Partner

Lexington Leadership Partners LLC

www.lexlead.com


ASTD NAC Advisor 2011
-
2013

New England/Upstate NY Area

www.astd.org



How many of you have used competency
models in your organizations?



How many of you are familiar with
ASTD’s Competency Models?



How many of you have your CPLP
(Certified Professional in Learning &
Performance)


By a show of hands:



©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Quick Poll

Session Objectives

At
the end of
this session,
you will be able
to
:



Identify three important
trends and how
they are transforming the
T&D field.



Identify several emerging key
competencies needed for
success in the
T&D field.



Prepare for the future, faster by putting
your own professional development
plan into action
--

today!

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Focus On
YOUR

Career

©2013 by the American Society for Training and Development
(ASTD). All rights reserved.


Where do you want to be in
three years?


Where are you now?


What are your skills gaps?


What’s your plan for closing
them?

Eight Years of Change….

2004

Last

major ASTD Competency Model revision


2009

Minor refresh to enhance leadership and technology
components


2011

Minor update to add social learning component


2012

Major revision to reflect current and emerging
practices in the field


14

THANK YOU!


Including:


CPLP Credential Holders


ASTD
National Members
Worldwide


ASTD Chapter Leaders & Members


T&D Higher Education


T&D Thought Leaders


T&D Community At Large

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

To the 2,000+ T&D professionals and employers
who shaped the new ASTD Competency Model

16

Competency Model Benefits


Defines what you need to know and do to
be successful in the training and
development field


Helps you prepare for the future, faster



17

Competency Model Purpose


Identifies the trends driving T&D change


Categorizes the emerging T&D competencies


Determines the competency implications for
the T&D profession




The “Former”

ASTD
Competency Model

19

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

How has our

Profession Changed?

The Wake
-
Up Call

Major trends and drivers shaping the field:



D
igital
, mobile, and social
technology


D
emographic shifts


G
lobalization and economic uncertainty


These factors have
disrupted conventional notions of the training
and development function's role and changed the competencies
required for
success.


21

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Call to Action


S
taying
abreast of new and
emerging
technologies
and
matching the appropriate technology to a specific learning
opportunity or challenge.



Moving
beyond the role of deliverer of
training to a
facilitator
of learning
, content curator, information manager, and builder
of learning communities.



Fostering
a
culture of connectivity and collaboration
around
learning via mobile technology and social media.




22

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.


Designing and presenting learning not as a discrete event

a
training course

but as a process that
engages learners in a
variety of ways over time
through formal and informal
channels.



Leveraging
the learning styles and preferences of
new
generations entering the workforce

and capturing the
knowledge of those leaving
it.



Playing
a role

in

integrated talent management
so that
learning informs all the processes and systems that create
organizational capability and understanding the role and
contributions of the learning
function.

23

(Continued)

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Call to Action


Anticipating
and meeting the training and development
needs of an
increasingly global workforce
and contributing to
talent development where the organization most needs
it.



Demonstrating
the value and impact of learning by using
metrics that are meaningful to business and using data
analysis to
measure the effectiveness and efficiency

of
learning and
development.



Continuing
to be
business partners
who align their activities
to the organization's business strategies and goals and can
demonstrate their return on mission, especially during
challenging times.


24

(Continued)

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Call to Action

What
is New
and Different?


New visual


Area of Expertise (AOE)
changes


Name, Content, Focus


Changes to aligned products


CPLP Test, CPLP Prep/Study, Educational
Products, Career Navigator Tool

25

2013 ASTD Competency Model

26


Areas

of

Expertise

Foundational

Competencies

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Updated to Reflect Changes


Areas of

Expertise

Foundational

Competencies

©2013 by the American Society for Training and Development (ASTD). All rights reserved.

Key

New:
GREEN

Different:
RED

Renamed:
YELLOW

Foundational Competencies

28

Business Skills


Be
able to:


Analyze needs and propose
solutions


Apply business
skills



Drive results


Plan and implement assignments


Think strategically


Innovate

Business Skills

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

29

Global Mindset


Be able to:


Accommodate cultural
differences


Convey respect for different
perspectives


Expand own awareness


Adapt behavior to accommodate
others


Champion diversity


Leverage diverse contributions

Foundational Competencies

Global
Mindset

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

30

Industry Knowledge


Be able to:


Maintain own professional
knowledge


Keep abreast of industry changes
and trends


Build industry sector knowledge

Foundational Competencies

Industry

Knowledge

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

31

Interpersonal Skills


Be able to:


Build trust


Communicate effectively


Influence stakeholders


Network and partner


Demonstrate emotional
intelligence

Foundational Competenc
ies

Interpersonal
Skills

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

32

Personal Skills


Be able to:


Demonstrate adaptability


Model personal
development





Foundational Competencies

Personal
Skills

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

33

Technology Literacy


Be able to:


Demonstrate awareness of
technologies


Use technology effectively

Foundational Competencies

Technology
Literacy

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

34


Performance Improvement


Apply
a systematic process for analyzing

human
performance gaps and for closing them.


Be
able to:


Identify the customer


Conduct performance analysis


Conduct cause analysis


Analyze systems


Gather data


Incorporate customer and stakeholder
needs


Select solutions


Manage and implement projects


Build and sustain relationships


Evaluate results against organizational goals


Monitor change

Performance
Improvement

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

35

Instructional Design


Design
and develop informal and formal learning
solutions using a variety of methods.


Be
able to:


Conduct a needs assessment


Identify appropriate learning approach


Apply learning theory


Collaborate with others


Design a curriculum, program, or learning solution


Design instructional material


Analyze and select technologies


Integrate technology options


Develop instructional materials


Evaluate learning design


Instructional
Design

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

36

Training Delivery


Deliver
informal and formal learning solutions in a
manner that is both engaging and effective.


Be
able to:


Manage the learning environment


Prepare for training delivery


Convey objectives


Align learning solutions with course objectives
and learner needs


Establish credibility as an instructor


Create a positive learning climate


Deliver various learning methodologies


Facilitate learning


Encourage participation and build learner
motivation


Deliver constructive feedback


Ensure learning outcomes


Evaluate solutions


Training
Delivery

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

37

Learning Technologies


Apply
a variety of learning technologies to address
specific learning needs.


Be
able to:


Use technology effectively across the different
areas of expertise


Identify when and how to use technology as a
training and development
solution



Staying
abreast of new and emerging technologies
and matching the appropriate technology to a
specific learning opportunity or
challenge.”


Learning
Technologies

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

38

Evaluating Learning Impact


Use
learning metrics and analytics to measure the
impact of learning
solutions


Be able to:


Identify customer expectations


Select appropriate strategies, research design,
and measures


Communicate and gain support for the evaluation
plan


Manage data collections


Analyze and interpret data


Apply learning analytics


Make recommendations to aid
decision
-
making




Evaluating
Learning Impact

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

39

Managing Learning Programs


Provide leadership to execute the organization’s
people strategy; implements training projects and
activities.


Be
able to:


Establish a vision


Establish strategies


Implement action plans


Develop and monitor the budget


Manage staff


Model leadership in developing people


Manage others


Manage and implement projects


Manage external resources


Ensure compliance with legal, ethical, and
regulatory requirements


Managing

Learning
Programs

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

40

Integrated Talent Management


Build
an organization’s culture, capability, capacity, and
engagement through people development strategies.


Be
able to:


Align talent management to organizational objectives


Use talent management systems


Equip managers to develop their people


Organize delivery of developmental resources


Promote high
-
performance workplaces


Coordinate workforce and succession planning


Facilitate the career development planning process


Facilitate career transitions


Support engagement and retention efforts


Implement individual and organizational assessments


Use talent management analytics to show results and
impact


Integrated
Talent
Management

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

41

Coaching


Apply a systematic process to improve others’ ability
to set goals, take action, and maximize strengths.


Be
able to:


Establish coaching agreement


Establish trust and intimacy with the client


Display coaching presence


Demonstrate active listening


Ask powerful questions


Use direct communication


Create awareness


Design learning opportunities


Develop goals and plans


Manage progress and accountability


Meet ethical guidelines and professional standards


Coaching

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

42

Knowledge Management


Capture
, distribute, and archive intellectual capital to
encourage
knowledge sharing
and collaboration.


Be
able to:


Advocate knowledge management


Benchmark knowledge management best practices and
lessons learned


Encourage collaboration


Facilitate social learning


Establish a knowledge culture


Support the development of a knowledge management
infrastructure


Leverage technology


Manage information life cycle


Design and implement knowledge management
solutions


Transform knowledge into learning


Evaluate knowledge management success


Knowledge
Management

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

43

Change Management


Apply a systematic process to shift individuals, teams,
and organizations from current state to desired state.


Be
able to:


Establish sponsorship and ownership for change


Build involvement


Create a contract for change


Conduct diagnostic assessments


Provide feedback


Facilitate strategic planning for change


Support the change intervention


Encourage integration of change into
organizational culture


Manage consequences


Evaluate change results


Change
Management

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

T&D Areas of Expertise

2013 ASTD Competency Model™

44


©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

CPLP Certification Exam Changes …

45

Change is Coming…


March 2014 test changes will be introduced


At least 15% of the
test content
is expected to change


®

©2013 by the American Society for Training and Development
(ASTD). All rights reserved.

2013/ 2014
Roll
Out Schedule…

Q1
-

2013

New Competency Model /
Awareness and Education

Q3
-

2013

Aligned
Products introduced


Q4


2013

CPLP Test Prep Begins


Q2


2013

Competency Model Education/
Aligned Products Introduced

Q1


2014

CPLP Knowledge Exam Testing


New Content


Q3


2014

CPLP Work Product Testing


New Content


46

More Tools For You

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

www.astd.org/model


To Learn More About the Model ...


1.
Visit
www.astd.org/model

for related job aids
and articles



2.
Take the online Career Navigator at
www.astd.org/careernavigator



3.
Purchase the published study at the ASTD
store at
http
://
tinyurl.com/k9ejjrk



4.
Questions? Contact Jennifer Naughton at
competencystudy@astd.org



©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Final Q&A

©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

“You can’t direct the wind
-

you can only adjust your sails”





-

Old Spanish Proverb


©2013 by the American Society for Training and Development (ASTD).
All rights reserved.

Thank
Y
ou!


Jamie Millard

jmillard@lexlead.com


401
-
965
-
1417