COMPETENCY LIST

 

 

 

 

Training and Development Department  

 

Prepared by:

 

Edwin C. Ebreo
List OF CompetencIES for Trainers

The business line training specialists are responsible for implementing all the initiatives of the training department. They are members of one team whose goal is to provide the necessary intervention to develop the knowledge, skills and attitude of key personnel of each strategic business unit and support group. Because of the magnitude of their responsibilities and the variety of roles they play,  the Business Line Training Specialists need to manifest some  skills and behaviors in order to be effective. Following are the list of competencies that each Training Specialist must strive to develop in order to become effective in their job:

·            Technical Competencies

·                        Instructional designer Competency

·                        Instructional/Training competency

·                        Consulting

·                        Verbal communication

·                        Written communication

·                        Information seeking

·                        Problem solving

·                        Subject matter expertise

·         Behavioral Competencies

·                        Teamwork and cooperation

·                        Initiative

·                        Focus on client/customer

·                        Interpersonal understanding

·                        Personal effectiveness/ self development

·                        Organizational commitment

·                        Ethics

·                        Flexibility

·                        Conceptual thinking

·                        Stress control

·                        Achievement motivation

 

 

Instructional Designer Competency

Because the Training specialists are responsible for designing courses that would suit the needs of various target participants, they need to have a thorough understanding of course development and training administration.

·            Determine Project that are appropriate for instructional design

·            Conduct needs assessment/gap analysis

·            Assess the relevant characteristics of learners/trainers

·            Analyze the characteristics of a setting

·            Perform job, task/and or content analysis

·            Write statements of performance objectives

·            Develop performance measurements

·            Sequence the performance objectives

·            Specify the instructional strategies/ methodologies

·            Design the instructional materials

·            Evaluate the instruction/training

·            Design instructional management system

·            Plan and monitor instructional design projects

 

Instructor Competency

 

Proper execution and organization is necessary in order for training to be effective. For this reason, the training specialists need to become well rounded trainers who posses not only platform skills but good learning facilitation skills as well.

·            Analyze course material and learner information

·            Assure preparation of the instructional site.

·            Establish and maintain instructor credibility

·            Manage the learning environment

·            Demonstrate effective communication skills

·            Demonstrate effective presentation skills

·            Demonstrate effective questioning skills and techniques

·            Respond appropriately to learners' needs for clarification or feedback

·            Provide positive reinforcement and motivational incentives

·            Use instructional methods appropriately

·            Use media effectively

·            Evaluate learner performance

·            Evaluate delivery of instruction

·            Report evaluation information

Consultant Competencies

 

Each Business Line Training Specialist is responsible for coordinating the training needs of S.B.U. assigned to them. They are expected to ensure that training needs of each SBU is being addressed by the team. This involves, data gathering, designing or coordinating the development of suitable intervention, and implementing them and evaluating the effectiveness of the strategy. For them to effectively carry out these tasks, they need to constantly communicate with  the key persons that can help them accomplish their job objectives. These people are usually the SBU Management and the Training Coordinators.

·            Conducts organizational diagnosis

·            Establish consulting relations

·            Designs interventions based on client unit needs and specification

·            Conducts follow-up session to ensure effectiveness of intervention

Verbal communication

 

It is needless to say that all facets of the trainers job require effective communication skills.  This is true most especially when they are coordinating with client units, training consultants, the trainees themselves, and when they are facilitating a training program.

 

·            Communicates without jargon or acronyms

·            Speaks clearly and effectively

·            Uses language and terminology appropriate for a given audience

·            Uses correct grammar when speaking

·            Maintains eye contact and engages others in conversation

·            Effectively participates in group discussions

·            Asks for help or information from colleagues when needed

·            Responds well to challenging questions

·            Knows when to speak and when to listen

Written communication

 

The training specialists' job requires a lot of writing. Aside from regularly making correspondence with client units, they design courses and develop course materials. For this, they need not only have a good command of the language, they also need to be able to convey their message in a clear and persuasive manner. Since credibility is important in training, their writings should reflect it.

 

·            Makes sure all pertinent information is included in material

·            Creates communications that look professional

·            Uses correct grammar and structure

·            Expresses ideas clearly and effectively

·            Expresses ideas in an organized, logical way

·            Understand the importance of writing creatively

·            Practices writing creatively

·            Seeks editing and other feedback from others

·            Utilizes vocabulary to enhance written material without burdening it.

·            Takes initiative to improve written communication skills.

PROBLEM SOLVING COMPETENCY

 

A performance gap is a problem, and training could be the possible solution. In order for trainers to be able to zero in on the right solution, they have to get the problem go through a sound problem solving process. It is important for the training specialists to understand that a false solution can be expensive, and worse, even more damaging.

·            Understands  that problems must be solved because they interfere with the work to be done.

·            Identifies barriers or problems that get in the way of goals.

·            Collects and weighs evidence relating to causes.

·            Decides if a problem belongs to someone else.

·            Identifies the root cause of the problem.

·            Seeks input from superiors and stake holders.

·            Validate others' feelings.

·            Uses conflict management skills.

·            Applies sound judgment and reasoning in problem solving.

·            Considers a broad range of factors when problem solving.

·            Differentiates between problems and their symptoms.

·            Addresses potential problems immediately, not allowing them time to escalate.

·            Grasps complexities and perceives relationship among problems and issues.

·            Brings an objective, unbiased approach to problem-solving and clarity to complex situations.

SUBJECT MATTER EXPERTISE

 

A trainer is empowered to effect change in the performance of the company's human resources of the company. This empowerment is accompanied by a huge responsibility which is to ensure that the participants attending training, get only the right information. For this reason, the training specialists need to be constantly updated about the subject matters where they are expected to have some degree of expertise. They have to continuously validate the information they share with trainees and redesign courses whenever necessary in order to keep up with the latest most practiced strategies

·            Has basic knowledge of his/her subject matter

·            Stays current on research, developments, resources and trends in area of expertise

·            Provides credible, un-biased information

·            Acknowledges and utilizes the expertise of clients

·            Translates complex technical information into easily understood terms

·            Selects an area of specialization based on client units' need and becomes an expert in it.

·            Anticipates future needs and opportunities

·            Identifies and focuses on client units' needs

·            Networks and builds partnerships that are interdisciplinary

·            Reads materials that are "non-traditional"

 

 

Customer service ORIENTATION

      We recognize that customer service is an organization-wide responsibility. In order for our business units to produce quality products and services to the external clients, our support is highly needed. We also recognize that everyone in the organization that needs the services of our department in one way or another is our client and must be accorded the best service we can provide.

·            Understands role as a service provider to client units

·            Identifies internal and external clients

·            Identifies and responds to the needs of clientele.

·            Responds to client requests and needs in a timely manner

·            Builds rapport with key individuals by acknowledging unique knowledge and capabilities

·            Anticipates and identifies customer needs, capabilities, knowledge, resources and willingness to try new things.

·            Continually searches for ways to increase customer satisfaction.

 

TEAM WORK AND COOPERATION

 

The magnitude of tasks being delegated to the department will require each member to work with their team mates with full cooperation. Each member of the team must take the goals of the team as his/her own and do his/her best to contribute in achieving it the best way he can.

·            Values being involved in a cooperative effort to achieve a common goal

·            Clearly states, understands and supports the teams purpose, direction, goals, member roles, objectives, and intended outcomes

·            Shares responsibility for generating team goals and decisions

·            Involves all members in decision making planning and responsibilities

·            Values and recognizes the contribution of other members of the team

·            Displays and takes effort to earn the trust and respect of team members

·            Recognizes team efforts as personal accomplishment

INITIATIVE

 

This competency is beneficial whatever responsibility or role a person takes. This is especially true in our case. Different situations surface that needs immediate attention and solution. There are plenty of times that the team leader will not see these. A responsible team member takes this opportunity to help the team by finding ways to address the situation.

·            Realizes the need to be self-motivated

·            Routinely makes personal and professional goals

·            Looks for opportunity to contribute to team efforts

·            Continuously seeks new ways to add value to the organization

·            Creates opportunity to learn and develop oneself

 

 

INTERPERSONAL UNDERSTANDING

 

Training is about working with people. In many instances, training specialists deal with various types of people all at the same time. In this case, it is essential for them to be highly sensitive to feedback and feelings being projected by the people they deal with.

·            Listens attentively without interrupting

·            Learns new ideas and perspectives through listening to others

·            Summarizes and restates message to verify what was heard

·            Assesses an individuals perspectives in order to respond from a "common ground"

·            Openly shares ideas, concepts and courses of action in order to elicit other peoples' input, feedback and contributions

·            Openly shares own reasoning and thinking

·            Sensitive to what people around them are feeling

·            Relates to others in an approachable and accepting manner

·            Values the contributions of others

·            Promotes the contributions and accomplishments and colleagues to others

·            Separates logical thinking from emotional thinking:

·            Looks for nonverbal communication cues in order to gain insights about others

·            Withholds judgment  to avoid biased responses

·            Listens openly and non-judgmentally

WORK MANAGEMENT

 

·            Conducts a valid and reliable assessment before any program or task is done

·            Establishes objectives and uses it as a basis for evaluating  the effectiveness of programs

·            Implements programs and projects thoroughly so as to ensure the achievement of set objectives

·            Monitors and evaluates programs

·            Identifies personal strengths and builds on them.

Ethics

 

·            Is trustworthy, honors commitments, values are consistently applied

·            Models accountability for ethical standards

·            Thoroughly understands company policies and procedures and uses it as a guide for all his/her actions

PERSONAL LEARNING/SELF DEVELOPMENT

 

·            Acknowledges that there are different ways to grow personally and professionally

·            Takes responsibility for developing oneself

·            Identifies ways to develop personal and professional skills

·            Sets high personal and professional goals

·            Develops self confidence by studying subject matter needed personally and professionally

·            Develops consistency between words and actions

·            Demonstrates pride in one's performance, regardless of task being done

·            Adjusts behavior upon legitimate, consistent feedback from others

·            Realistically appraises one's own strengths and weaknesses

·            Accepts responsibility for one's own actions, decisions and work outcomes

·            Develops the habit of seeking positive aspects and outcomes in personal and professional situations

·            Demonstrates high standards for ethical behavior

·            Inspires confidence and trust of others

FLEXIBILITY

 

·            Seeks different ways of accomplishing daily work

·            Demonstrates respect for the ideas, value, and perspective of others

·            Accepts different ways of doing things

·            Demonstrates the ability to do several tasks at one time

·            Recovers quickly from problems and setbacks

·            Always willing to accept new ideas and new ways of doing things to insure that work gets done in the most practical and expedient way

·            Responds to multiple demands, shifting priorities, ambiguity, and rapid change

·            Shows resilience in the face of constraints, frustrations  and adversity

·            Values diversity; addresses prejudice and intolerance in a constructive manner

CONCEPTUAL THINKING

 

·            Understands that looking at an issue or problem from different points-of-view is important

·            Looks for common threads, potential connections and trends

·            Adapts proven techniques from other disciplines

·            Looks for external sources to receive different perspectives

·            Refers back to "if" and "how" the techniques can be implemented

·            Draws on past experiences and analyzes how they can help with new problems

·            Is mindful of the "real work" it takes to implement a new idea, a new way of thinking or a new"vision"

·            Builds on the idea of other

·            Integrates concepts, ideas and people from other field of study

 

CHANGE IMPLEMENTATION

 

·            Accepts that innovative ideas build respect and credibility over time

·            Acknowledges that initial mistakes and risks are natural components of innovation

·            Makes the decision to be an innovator and try to accept the initial mistakes associated with change

·            Focuses on possibilities rather than obstacles

·            Identifies changes and the potential effects this new direction may have

·            Avoids restricting vision because of fear of change, lack of support or other perceived risks

·            Willing to take risks

·            Knows when to initiate change

·            Creates a feeling of ownership for an innovation

·            Foresees and overcomes obstacles

ACHIEVEMENT MOTIVATION

 

·            Has a genuine desire to help people

·            Helps people to help themselves(by providing knowledge for informed decision-making, for self improvement, for individual action and problem solving)

·            Knows and respects client/target audience

·            Accepting the nature of the job that you have, and regardless of whether or not it involves work you enjoy doing, you do it to the best of your ability

·            Creates opportunity to  help others

 

ORGANIZATIONAL COMMITMENT

 

·            Makes an active effort to fit in, dresses appropriately, and respects organizational norms

·            Models organizational citizenship behaviors, shows loyalty, willingness to help colleagues complete their tasks, has respect for the wishes of those in authority

·            Understands and actively supports the organizations mission and goals, aligns  own activities and priorities to meet organizational needs, understands need for cooperation to achieve larger organizational objective

·            Makes personal or professional sacrifices- puts organizational needs before personal needs, makes personal sacrifices to meet organization's needs when appropriate

 

STRESS CONTROL/ STRESS RESISTANCE

 

·            Manages stress effectively- uses stress management techniques to control response, prevents burnout, deals with ongoing stresses effectively

·            Responds constructively- controls strong emotions or other stress and takes action to respond constructively to the source of  the problems.

·            Calms others in very stressful situations, as well as controlling own emotions.