When developing your organization into a strong unit, it’s important to focus on building competencies so that you have a list of 10 to 20 of them. You will use these in the form of a check list in order to make sure you have everything in place. The ones you choose may vary from other organizations, but that’s alright because you will select the competencies that suit your unique organizational needs. Below are just a few that you will use, and the reason for selecting these particular ones is also given below.
- Business acumen
- Emotional stability
- Interaction with others
- Problem solving
- Use of software tools
- Work ethic
In the list above, there is a combination of skills such as “Business Acumen” and “Use of Software Tools,” as well as behaviors like “Work Ethic” and “Emotional Stability.” The basic rule to observe in pairing these competencies together is based on how you select it for the current work culture or the way you want it to be. In other words, choosing certain competencies can define your work culture.
Tailor Training Resources to Your Staff Needs
You must have a good understanding of your current employee benchmarks if you intend to implement a training program that reinforces and builds on existing skills sets. You will need gauge how well-equipped their teams are for particular kinds of tasks. You must also know about the direction that your employees are headed in as well as what they require in order to achieve their goals.
Based on this, you can perhaps fine tune their goals, and in order to do this you will need to conduct an annual review process. Other meaningful reviews can be most helpful in this process. While you need to use key metrics, excellent record maintenance, and the best review software, you need to check whether or not your software can track employee progress spanning multiple metrics.
Discriminate Carefully When You Consider Training Programs
You must realize that all training modules are not created according to the same requirements, and even if they are, the chances of them being equal are quite low. Based on what your employees are in need of, you will need to carry out some research and search for training resources that support your business model, culture, as well as your work environment. There will be some modules that may appear to fit the mark, but you need to look closer.
Let Your Employees Lead the Way
Your communication channels must be open and your managers must be told to do the same thing. This will allow you to be prepared when employees need specific training and educational resources and reach out for it.
Make Your Expectations Clear and Document Progress
With automated solutions, you can let employees and managers build competency development plans, set deadlines and expectations, as well as monitor progress and results. With a platform for documenting competency development, you will be able to ensure that employees are on track and also establish performance goals.
Talent management systems are being increasingly used in order to gauge new and existing employees’ progress. Using them allows you to push your organization in the right direction where growth can be guaranteed. To learn more about this, get a free demo today.