Competency Development


Competency Development

Competency Based Learning and Development Programs

Competency modeling provides a truly ideal framework for learning and development programs.  Training Managers can use competency models as a benchmark to assess employees’ knowledge, skills and abilities (competencies) against.  Skills gap information from the competency assessments can be used to decide what type of training is currently needed. In today’s tight economy, it is very important for managers and HR to have the ability to measure the impact of training on bottom-line company performance.  Competency management systems allow this to be accomplished.


Competency-Based Learning And Development To Increase The ROI On Your Training Budget

Studies show that competency-based learning and development offers a return on investment (ROI) nearly ten times higher than the ROI of traditional training methods. myHR pro has developed a process entitled the Competency Acquisition Process (CAP) for managing learning and development efforts through increasing levels of competencies.The CAP consists of four steps, outlined below.


Identification of Required Competencies: Competency Models supply this information, or a simpler, less detailed system can be used for non-critical jobs.


Assessment: Employees assess their current competencies and compare them to examples of superior performance and job profile benchmarks. Performance assessments by managers are also tools used to target development areas. Employees and managers then decide which knowledge, skills, abilities and behaviours to focus on and create an individual development plan.


Development Opportunities: Employees meet with a development coach to discuss options for learning and development. Options include but are not limited to: courses and workshops, independent reading and self-study, coaching and mentoring, applied learning through projects and stretch assignments, and utilization of job aids such as process maps or procedure manuals.


Feedback: Supervisors, coaches, mentors or development consultants observe participants applying their new knowledge, skills and abilities and offer constructive feedback and reinforcement. Recognition and rewards systems can be used to recognize and support each individual’s demonstration of newly acquired knowledge, skills and abilities. When your employees enter this cyclical process of planning their own development and acquiring necessary learning and development, everyone benefits. They take responsibility for their own career paths, their own job security, and you gain an ever more skilled and competent workforce. Improved performance, bonuses, increased productivity, and career advancement spell success for everyone.


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