Improving Workforce Productivity: Competency-Based Training (Part 2)

Paulette Dunn-Smith, Contributor

Last week we looked at the origins of competency-based training (CBT) and the fact that more and more countries are moving towards this owing to its transformational qualities in developing the workforce, in terms of the knowledge, skills, and abilities, and attitudes of workers.

However, the approach is not only advantageous to workers, but also to the employer.

This week, we look at the principles of competency-based training and its competitive advantage in the workplace.

There are six main pillars of competency-based training.

• 1. The focus is on competencies that are observable. These outcomes are used to establish certification frameworks and to monitor the progress of individuals in training.
  
• 2. Training has greater workplace relevance as the standards used are based on the needs of employment.
  
• 3. The standards are expressed in terms of performance that is observable in the workplace.
  
• 4. The competence of the worker is judged based on a variety of assessments.
  
• 5. All the skills the worker needs to perform the job are recorded. Those that the employee has are recognised and recorded, as are those skills that are still to be achieved. The employee and employer know what is required to be fully competent in the job. Nothing is hidden.
  
• 6. The approach allows for articulation and credit transfer of competencies across occupations and prior learning is recognised.

There are several advantages of competency-based training to the trainee or employee on the job.

1. CBT recognises competencies that are acquired during the working life of the employee and these can accumulate into units of a qualification.

2. CBT focuses on providing certification with the same value as academic degrees, thus reducing the concept of first-class and second-class education.

3. In CBT, workers know what is expected of them and what they need to do to become even more efficient.

4. In CBT, workers take part in developing their own training plans aimed at improving their performance.

5. CBT develops a wide range of core support, general and interpersonal (personal and attitudinal) competencies that can be applied across a variety of occupations.

7. CBT ensures that the individual understands how the job relates to the productivity of the organisation, and facilitates continuous learning and readaptation, allowing workers to adapt to new situations and changes in the working environment.

Advantages of CBT for Employers

Many employers have realised that their main source of competitiveness is their workforce and are directing their efforts towards strengthening their human resources. Generating opportunities which promote innovation, continuing TVET (technical and vocational education and training)and lifelong learning are objectives that are supported by competency-based training.

Other advantages to the employer are:

• 1. CBT facilitates a wider selection of recruits, as selection may be done based on proven knowledge, skills and attitudes, not necessarily on having a diploma.
  
• 2. Jobs can be properly filled by matching stated competencies in individuals with the standards necessary for the job.
  
• 3. With CBT, the training needs of employees are more easily identified, thereby providing a sound basis for training programmes to close any knowledge gap.
  
• 4. CBT enables and facilitates a well-trained, flexible, innovative and creative workforce, striving to continually improve its products and services based on industry standards.

The methodology of competency-based training is a very powerful, efficient, and innovative approach to breaking down the tasks within a job, and is a very effective method for quickly determining the competencies or tasks that must be performed by persons employed in a given job or occupational area.

It enables changes to be rapidly introduced into training programmes to meet emerging technological and other work requirements, so new training modules can be introduced and existing modules can be changed with minimal disruption.

The traditional methods of education and training are being challenged by competency-based training as it allows for the individual development and performance of competencies to be achieved by learners against a standard.

There is focus on worker performance and not on the content of a course.

The approach improves the relevance of what is learned, encou-rages the autonomy of individuals, and transforms the quality of the outputs of the workforce, thereby improving productivity and competitiveness of enterprises.

Paulette Dunn-Smith is an international trainer and workforce-development expert. She is the executive director, Dunn, Pierre, Barnett & Associates Ltd & chairman, Caribbean Career and Professional Development Institute. Contact her at prune@dpbglobal.comma or wow.dpbglobal.comma.

CAPTION: Training officer Lloyd Maxwell embraces Constable Natalee Williams after receiving a plaque on behalf of the 30 school resource officers during the closing ceremony at a hotel in Kingston in August 2009. In the background is Constable Wayne Wallace. Police personnel participated in a six-day training session with PALS (Peace and Love in Society) aimed at preparing them to make school environments safer. - File