C-12 CBHRM_CBE Development (original) (raw)
Boosting Employee Performance through Competency Development
2020
This study focuses on employees' perceptions of their competency development. The assumptions underlying employability are based on the assumption that the employees' perceived employability will lead to job success and organizational success. Perceived employability also concerns employees' perceptions of their opportunities to support organizational growth through competency development. This study aims to determine the effect of variables associated with competency development on performance. Furthermore, perceived employability is also tested. This study is a quantitative research done to 105 respondents and the analysis technique used is path analysis with data processing based on SmartPLS software.
Employee training and development
2002
Rapid changes in technology and job design, along with the increasing importance of learning-and knowledge-based organizations, make training and development an increasingly important topic in human resources development. In this course, the student will learn how to 1) identify training and development needs through needs assessments, 2) analyze jobs and tasks to determine training and development objectives, 3) create appropriate training objectives, 4) design effective training and development programs using different techniques or methods, 5) implement a variety a different training and development activities, and 6) evaluate training and development programs.
The research work reported in this paper focuses on Indian Pharmaceutical industry and attempts to study the new HR practices and approaches followed and adopted, particularly the Competency-based Training Needs Identification (CBTNI) and its impact on individual and organizational performance. The findings of the study are based on a case study of a pharmaceutical company that has recently taken up this initiative. Results of the study indicated that the system or the process of Competencybased TNI itself is good as against the traditional Job-Analysis based approach and improves the overall training function but failed to reflect the clear picture showing strong positive relationship between TNI and performance. Though not a very strong evidences were obtained regarding its impact on performance improvement based on the individual performance score of the employees, most of the departmental heads perceived that Competency based Training Needs Identification improved the individual performance and helped make the training function more effective. It was concluded that the organizations that view systematic Training Needs Identification as a serious practice and might achieve more concrete results by improving HR practices and contribution of human resources to business goals. The findings of the present study open up avenues for future research in this area. Key words Competitive Advantage; Intangible Assets; Human Resource Management; Competency; Training Needs Identification; Competency-based Training Needs Identification; CBTNU; Pharmaceutical Industry; Organization and Individual Performan
Training and development competency 43 The increasing scope of training and development competency
Organizations find it increasingly difficult to stay competitive in today's global economy. Leaders in the workplace are using benchmarking, competency, competency models, and competency studies to help make human resource decisions, such as hiring, training, and promotions. In training and development (T&D), it is helpful for competencies to focus on knowledge, skills and/or abilities. But neither the field of T&D, nor competency within the field, is static. Reported here is a careful review of literature showing the trends in competency over the past three decades in the training and development field, and provides some speculation regarding competencies needed in the near future for professionals in T&D. Two of the most apparent changes in T&D are the shift to performance improvement and the use of technology. Thus the skills, knowledge, and abilities involving these areas will continue to become increasingly necessary for T&D professionals. The field of training and development (T&D) has undergone changes that reflect the dynamic factors in the corporate world overall. T&D's objectives continue to shift from a focus on programmed instruction (and behavioral and task analysis), to performance-system analysis. Learning is now defined as a competitive strategy in the global workplace. Therefore, trainers must engage in defining strategic goals, analyzing organizational processes and providing better systemic performance within the business context. Increased need for improved performance requires more efficient ways to identify, recruit, measure, and improve the training and education of the workforce. As traditional, hierarchical organizational structures are increasingly transforming to self-directed, cross-functional, process oriented, and knowledge-based models, both organizations and individuals are increasingly faced with new challenges to maximize the organization's competitive edge, and to meet new standards of excellence in performance. Subsequently, many organizations are adopting competency-based models to The research register for this journal is available at
Competency-Based Training: A Staff Development Perspective
1999
Abstract: The impact of competency-based training (CBT) on the role and responsibilities of instructors across Australia's vocational education and training (VET) sector was examined. The study focused on the following: quality and nature of CBT instruction throughout ...
Training and Employee Development: In Retrospect and Prospect
FIIB Business Review, 2012
Customer service, employee retention and growth, doing more with less, quality and service-these are some of the issues affecting companies across industries of different sizes and influencing the practice of training. Boston Pizza International, Bowater's Coated and Specialty Paper Division, John Wieland Homes and Neighborhoods, Verizon Wireless, Home Depot and many other corporates are examples of how training has helped these business succeed. This is mainly because T&D is a planned effort by an organization to facilitate the learning of job related behaviour on the part of its employees; in which the behavior is referred to as knowledge or skills acquired by an employee through practice. Training aims at improving current work skills and behaviour whereas development aims to increase abilities in relation to some future position , usually a managerial one. Training is also referred to as the acquisition of skill, concept or clarification of attitude that results in improved performance in an 'on-the-job' environment. However, development issues are considered only if they directly impinge on training programs. This implies that development has a direct influence on training. So often T&D is considered as synonyms and both these words are used interchangeably. There are many indicators pointing out to the rising interest in the evolution of the Training and Employee Development discipline. Barring the endeavor of a handful of experts, who threw light on the domain of Employee Development history, the discipline lacks a systematic framework addressing the narrative presentation of chronicles based on thorough examination. The intent of this paper is to theoretically ground the history of Employee Development as a unique and valuable form of knowledge. Looking back always provides us with a way to go forward. The knowledge gained by the evolution of the Employee Development will enable us to see and understand the present trends and issues associated with them. And finally, it describes the challenges related with T&D in the near future reflecting on the need for a 'blending' style of development methods to enable the employees and the organizations to face the future better. The focus of this paper is therefore, to review the available literature and to evaluate the current trends with a view to projecting the future directions of Training and Employee Development. Training and Employee Development is an evolving discipline. It always responds to changes in the environment in order to keep pace with the dynamic business world. The intent of this article is to theoretically ground the history of Employee Development as a unique and valuable form of knowledge. It also discusses the present trends and issues associated with the development programs. And finally it describes the challenges related to the field of T&D in near future. The focus of this paper is therefore to review the available literature and illustrate the current trends with a view to projecting the future directions of Employee Development and Training. Background Perspectives
Application of a Competency Based Training Program in a Strict Hierarchical Organization
Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2020
In institutions with a strict hierarchical structure, the knowledge and skills of the personnel must be in accordance with the requirements of the work in order to perform the tasks effectively and competently. In the event that prior formal learning and/or experience does not adequately prepare or qualify personnel for the task in-service training comes into its own. In-service training is defined as a program of professional training or staff development conducted during the course of employment. Many methods and models are utilized in the delivery of in-service programs. Similarly, in-service training in Strict Hierarchical Structures providing law enforcement services is a must for the task to be performed at the expected level. Changes in human resources management, effective use of current technologies and an understanding of the expectations of personnel, the service receivers, requires institutions in this field to update their in-service training models according to the requirements of the era and of stake holders. One of the favorite educational models of recent years, Competency Based Training is a legitimate choice to meet the needs of institutions in a short period and at the desired level. In this study, the Competency Based Training Program model was applied in an institution that takes on a leading role in ensuring the safety and security in the marine area. The results obtained from the implementation of the model considered in this study, together with related suggestions to other institutions, were presented.
TJPRC, 2013
The purpose of this literature review is to empirically examine and identify the importance of competencies needed by workers to improve human resource development and organization performance. This paper examined four studies to determine the competencies required for worker’s abilities and capabilities to do given tasks in the workplaces. All three studies used the American Society of Training and Development (ASTD) competencies as the framework for the studies. However, because the research scope and settings are difference, the researchers had to modify the instruments with location. Most of the findings from the studies show that competencies have great value in producing quality and skillful workers at every job level and work environment. There were also some suggestions on existing competencies for increased job performance and for narrowing the gaps between academic accomplishment and industrial expectations.
IJMSS2215Jan16 Competency Based HRM
Competency work has become the leading logic model for diagnosing, framing, and improving leadership in general and human resource management in particular."