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The ASTD Competency Model™ and Career Navigator Tool

The ASTD Competency Model™ and Career Navigator Tool. Presenter: Patricia Byrd ASTD Certification Institute Senior Project Manager, Credentialing. TOC Meeting - December 14, 2010. Presentation Goals…. Provide a high level overview of the ASTD Competency Model.

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The ASTD Competency Model™ and Career Navigator Tool

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  1. The ASTD Competency Model™ and Career Navigator Tool Presenter:Patricia Byrd ASTD Certification Institute Senior Project Manager, Credentialing TOC Meeting - December 14, 2010

  2. Presentation Goals….. • Provide a high level overview of the ASTD Competency Model. • Explain how the model can be leveraged to support individual career development efforts through the ASTD Career Navigator Tool.

  3. ASTD’s Competency Study Focus…. • Identify drivers of change in the field • Scope out future trends and implications • Identify competencies for today’s practitioners • Determine market demand for certification

  4. The ASTD Competency Study Results….

  5. ASTD’s Competency Model Components…. Roles are groupings of targeted competencies. They are not job titles. An individual’s job may encompass one or more roles, similar to different “hats” that one wears. Areas of Expertiseare the specialized knowledge/skills an individual needs over and above the foundational competencies. An individual may need expertise in one or more areas. Foundational Competenciesdefine the relevant behaviors for all learning and performance professionals to varying degrees.

  6. The ASTD Competency Model ™ What are the competencies needed for success in the field? Revised Model What are the Areas of Expertise? © 2008 by The American Society for Training & Development (ASTD). All Rights Reserved. For use by permission only.

  7. Areas of Expertise….. 1. Designing Learning 2. Delivering Training 3. Improving Human Performance 4. Measuring and Evaluating 5. Facilitating Organizational Change 6. Managing the Learning Function 7. Coaching 8. Managing Organizational Knowledge 9. Career Planning and Talent Management

  8. AOE: Measuring and Evaluating (Example) AOE Definition:Gathering data to answer specific questions regarding the value or impact of learning and performance solutions; focusing on the impact of individual programs and creating overall measures of system effectiveness; leveraging findings to increase effectiveness and provide recommendations for change. Key Knowledge: • Statistical theory and methods • Research design • Analysis methods, such as cost-benefit analysis, ROI, etc. • Interpretation and reporting of data • Theories and types of evaluation, such as four levels of evaluation

  9. AOE: Measuring and Evaluating (Example) Key Actions: • Selects or designs appropriate strategies, research design, and measures • Identifies customer expectations • Communicates and gains support for the measurement and evaluation plan • Manages data collection • Analyzes and interprets data • Reports conclusions and makes recommendations based on findings

  10. The ASTD Competency Model ™ Revised Model What are the roles that one might play as a WLP professional? © 2008 by The American Society for Training & Development (ASTD). All Rights Reserved. For use by permission only.

  11. Roles….. 1. Learning Strategist 2. Business Partner 3. Project Manager 4. Professional Specialist

  12. Roles: Learning Strategist (Example) Description:Determines how workplace learning and performance improvement can best be leveraged to achieve long-term business success and add value to meeting organizational needs; leads in the planning and implementation of learning and performance improvement strategies that support the organization’s strategic direction and the at are based on an analysis of the effectiveness of existing learning and performance-improvement strategies.

  13. The Value of the Model…. • Serves as a framework to support an integrated HR System. • Can be applied in many different ways and in a variety of circumstances. • Full HR spectrum. Can be used with clients, with teams, by individual contributors and by Educators

  14. Competency based ASTD Resources…. • Competency Model--T+D articles • CPLP Content Outline--www.astd.org/content/ASTDcertification/ • ASTD Learning System • ASTD Certificate Programs • ASTD Career Navigator-- www.astd.org/content/careers/

  15. Career Navigator Tool

  16. FREE!

  17. Career Navigator Assessment Report • Provides information by competency and AOE area which compare individual level of proficiency to “target level” • Recommended ASTD resources for each item within a competency and AOE category.

  18. Career Navigator Tool Interested in having a customized learning plan created for your organization? Contact…. Shawn Keeley Account Executive, ASTD Sales703.683.8127 skeeley@astd.org

  19. Websites

  20. Contact Information ASTD Competency Model: • Jennifer Naughton Senior Director of Credentialing 703.683.7257 Jnaughton@astd.org ASTD Product Sales: • Shawn KeeleyAccount Executive703.683.8127 skeeley@astd.org ASTD CI CPLP Program: • Pat Byrd Senior Project Manager, Credentialing 703.683.7258 Pbyrd@astd.org Government Sector Representative: • Carrie Blustin Director & Publisher, TBI-Gov’t Sector703.683.7263 cclustin@astd.org

  21. Thank you!

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