Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Competency based education and training
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Competency based education and training
The ASTD Competence Model serves to identify the competencies training and development professionals must exhibit in order to be successful in the field. The model consists of six foundational competencies, which include “business skills, global mindset, industry knowledge, interpersonal skills, personal skills, and technology literacy” (Arneson, Rothwell, & Naughton, 2013, p. 17). The model also identifies ten areas of expertise, which include “performance improvement, industrial design, training delivery, learning technologies, evaluating learning impact, managing learning programs, integrated talent management, coaching, knowledge management, and change management” (Arneson et al., 2013). Each of the foundational competencies identifies …show more content…
For each foundational competency I will identify if my competence is at the entry, intermediate, or expert level. Entry level will be assigned to competencies in which I have minimal knowledge or experience. Intermediate level will be assigned to competencies in which I have demonstrated basic knowledge and experience. Expert level will be assigned to competencies in which I have demonstrated advanced knowledge and experience. In addition, I will document a plan for closing the gap between my current level of competency and the level I require for being successful in the field of training and development.
Interests in the Training and Development Field My experience in training and development has evolved over the last couple of years. I was involved in the implementation of distance training programs as the organization I work for transitioned from face-to-face trainings to distance trainings. My areas of interest within the field of training and development are instructional design and training delivery. I am currently focused on obtaining a masters degree in distance education with a specialization in teaching and training from the University of Maryland University College (UMUC).
Business Skills Foundational
…show more content…
Proficiency in business skills entails understanding the economic and financial goals of the organization. Competency in thinking strategically involves the understanding of “internal and external factors that affect training and development” in the organization (Arneson et al., 2013, p. 82). Although I am involved in the training and development tasks at work, I am not involved in the development of the budget or informed of factors that may affect the organization as a whole. However, the OMDE606 course on Costs and Economics of Distance Education provided me with experience working with budgets and the related costs of training and
levels of proficiency necessary to function on the job, in the family of the individual and in
I found this case study particularly interesting; in retrospect this class would have been extremely helpful prior to starting my husband’s business. I now see the importance of having a clear financial plan and projection, along with a strong command of your market share. My husband and I have been able to muddle through the areas were did not know or understand in running a business, but prior knowledge would have been a valuable
The death penalty was brought to America in the 17th century. As of January 1, 2011, more than three thousand people were sentenced under the death penalty in the United States (Death Penalty Information Center). There are currently thirty-four states with the death penalty and out those states 1,272 inmates have been executed to date (Death Penalty Information Center). A number of inmates have perhaps been on death row for more than a decade. With the increase public support for the death penalty and the growing number of executions indicate there is an issue for competency (Bonnie, 1990). Therefore, “many states have begun to encounter some condemned inmates asserting that their prolonged confinement under sentence of death has left them mentally incompetent (Small & Otto, 1991)”. These inmates on death row live with the knowledge of their approaching death and some of these inmates are often mentally incompetent.
Part (3) explain what expertise and resources a professional in your chosen profession would need in order to meet the needs your profession
The professional developmental plan is used as an instrument to explicitly upgrade proficient development in career or business, manage and survey progress in career objectives. This paper will distinguish and survey aptitudes, qualities, and ranges for development including any assets important to help Learning Team B individuals achieve their profession goals. Utilizing the DISC assessment tool, my role as the leader is to address the qualities of all individuals from Team B and make a developmental plan taking into account singular objectives and giving vital assets to every part to accomplish desired objectives.
The second domain is the Educational Achievement and Life Long Learning domain. This area of the guidelines deals with experience, education, performance, and adaptability. If this section I would focus my interventions more on assessing the client’s desired future and what is needed to achieve that end result. I would use the assessments, inventories, and goals that the client described and start tapping on their strength and exceptions to start developing a career plan. I think the b...
A company's budget serves as a guideline in planning and committing costs in order to meet tactical and strategic goals. Tactical goals such as providing budgetary costs for daily operations, and strategic objectives that include R&D, production, marketing, and distribution are all part of the budgeting process. Serving as a guideline rather than being set in stone, the budget is a snapshot of manager's "best thinking at the time it is prepared." (Marshall, 2003, p.496) The budget is a method in which to reign-in discretionary spending, and will likely show variances between what costs have been anticipated and what costs are actually incurred.
These are the skills and competencies I have learned through my studies at Walden University. Kaslow, Grus, Campbell, & Fouad, et al. (2009) stated professionalism comes from my respect for those who need help. Integrity can be built with confidence in the therapist. Attitudes are charitable, polite, caring emotions toward others that fuel my motivation toward helping. This concern welfare of others comes from my religious and personal experiences as a child and young adult.
Kevin Gallagher (2010).Skills Development for Business and Management Students. 2nd ed. Oxford: Oxford University Press.
Trinkle, Dennis A. (1999). Distance education: A means to an end, no more, no less. Chronicle of Higher Education: Vol. 45 (A60).
On the basis of the identified needs, we can set goals on when to develop those skills, what are our intended results and the strategies to achieve them. My personal and professional development plan on the basis of the identified development needs is as follows:
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Commitment to continuous development of competency depends a great deal on the motivation of the individual, and the extent of self-awareness and honesty he/she has concerning abilities and skills. Accessing one’s personal level of competence could prove to be a daunting task without a focused desire for continued professional development, the help of co-workers, supervisors, continuing education classes, and a genuineness of attitude that isn’t afraid, or resentful of critique. Cultivating an honest understanding of one’s own knowledge or lack of knowledge in certain areas, or even a gap in skills or abilities is crucial to the continuing development of professional competence.
Learning and development contains many different forms. When it is strategically aligned with effective performance management systems, learning and development can enhance productivity, performance and increase staff commitment and loyalty. This is of considerable significance given Ireland’s commitment to a knowledge-based economy; strategic training and learning and development have become even more essential...
It requires an adequate and sound organizational structure, that is, there must be a definite assignment of responsibility for each function of the enterprise. Budgeting compels all the members of management, from the top to bottom to participate in the establishment of goals and plans. Budgeting compels departmental managers to make plans in harmony with the other departments and of the entire enterprise. Budgeting helps the management to put down in figures what is necessary for a satisfactory performance. Budgeting helps the management to plan for the most economical use of labor, material and capital. Budgeting tends to remove the cloud of uncertainty that exists in many organizations, especially among lower levels of management, relative to basic policies and objectives. Budgeting promotes an understanding among members of management of their co-workers' problems. Budgeting force management to give adequate attention to the effects of general business conditions. Budgeting aids in obtaining bank credit as banks commonly require a projection of future operations and cash flows to support