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Understanding Competency Profiling in Training Standards Development

Competency profiling is a process used to analyze job functions and expert worker skills to develop effective training programs. This method involves identifying tasks, knowledge, skills, and behaviors needed for job performance. It is applied to create job profiles, identify expert skills, and design training programs. The workshop outcomes include precise job duties, task lists, and future trends. This process is useful for technical, business, and government sectors due to its effectiveness, speed, and cost-efficiency.

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Understanding Competency Profiling in Training Standards Development

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  1. Competency Profiling

  2. COMPETENCY PROFILING Process of Developing Training Standards for effectiveness of Training Programs

  3. WHAT IS COMPETENCY PROFILING? A process for analysis of : a job an occupation a process a function

  4. Philosophy of Competency Profiling • Expert workers can describe and define their job more accurately than anyone else • An effective way to define a job is to precisely identify the tasks that expert workers perform • In order to perform tasks, certain knowledge, skills, tools and worker behaviors are required

  5. Application of Competency Profiling • To create/review job profiles of existing and new • designations • To identify skills of expert workers when they are • engaged in a specific duty of their total job • To identify competencies of technical experts • To develop Training programs

  6. Where Competency Profiling is used? • To implement the Concept of Industry Demand Driven Need Based Training Program • In the Process of Development of Curriculum Standards • To invite Industry in participatory way in design of assessment criteria and On Job Training Component

  7. Key Terms • Duty – A general statement • Task - specific,observable unit • Sub Task - detailed, procedural like activity

  8. Task and Duty Statements A-4 A A-1 A-2 A-3 A-5 B-6 B-5 B B-1 B-2 B-4 B-3 C-3 C C-1 C-2 C-4 C-5 D D-1 D-2 D-3 D-5 D-4 E E-1 E-2 E-3 E-4 E-5 F F-1 F-2 F-3 F-4 F-5

  9. Subtask • Activities required to perform the task • Has detailed procedures • Always two or more steps per task • The Competency Profiling expert does NOT identify subtask • Domain Experts & Trainers will develop the subtasks

  10. Example #1 • Job Homeowner • Duty Maintain the yard • Task Mow the lawn • Subtask Start the mower

  11. Other Duties • Job Homeowner • Duty • Task • Subtask

  12. Example #2 • Job Homemaker • Duty Prepare meals • Task Bake Cookies • Subtask Mix ingredients

  13. Other Tasks • Job Homemaker • Duty Prepare meals • Task ? • Subtask ??

  14. Competency Profiling Workshop Outcomes • Precisely stated job duties and task • Lists of: • General knowledge and skills • Worker behaviors • Tools, equipment, supplies and materials • Future trends/concerns

  15. Who/Why Use Competency Profiling? • Who? • Technical & Business Trades persons • Business & Industry • Government & Military Agencies • Why? • Effective • Quick • Low Cost

  16. Resources Required: • Clear wall place • Expert Facilitator in Competency Profiling • Group of 6-8 High Performing Incumbent workers from Industry • Round table for discussions • Color papers and glue stick to paste them on wall • Marker pens

  17. Thank You!

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