meeting the challenge of training the 21 st century workforce an online competency based approach n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Challenges for the State PowerPoint Presentation
Download Presentation
Challenges for the State

Loading in 2 Seconds...

play fullscreen
1 / 31

Challenges for the State - PowerPoint PPT Presentation


  • 89 Views
  • Uploaded on

Meeting the Challenge of Training the 21 st Century Workforce: An Online Competency-Based Approach. Challenges for the State. A Growing Need In State Workforce Development. Mandated 80 hrs new supervisor training Succession planning State’s fiscal climate Bans on travel for training.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Challenges for the State' - mignon


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
meeting the challenge of training the 21 st century workforce an online competency based approach

Meeting the Challenge of Training the 21st Century Workforce: An Online Competency-Based Approach

challenges for the state
Challenges for the State

A Growing Need In State Workforce Development

  • Mandated 80 hrs new supervisor training
  • Succession planning
  • State’s fiscal climate
  • Bans on travel for training
opportunity for cce
Opportunity for CCE

Opportunity to Develop an eLearning Solution

  • DPA PML memo
  • State’s Leadership Competency Model
  • State’s Virtual Training Center webinars
  • History and partnership between CCE and State
  • CSU grant opportunity for development
getting started
Getting Started

Getting Started

  • High-level concept, assumptions and constraints
  • Building the team
pete and joe
Pete and Joe

Job Description

Job Specifications

why do some people get better results
Why do some people get better results

Why do some people get better results than others, even though they share the same job title?

state leadership competency model
State Leadership Competency Model

Building Coalitions

Competencies

Competencies

Team

Leadership

Workforce

Management

Fostering a Team Environment

Promoting a High-Performance Culture

Core Leadership

Core Leadership

Communication

Competencies

Relationship Building

Manager/Supervisor

Manager/Supervisor

Fostering

Diversity

Developing Others

Conflict Management

Influencing

Others

Executive

Executive

Interpersonal

Skills

Flexibility

Organizational Awareness

Global Perspective

Forward Thinking

Competencies

Competencies

Vision & Strategic Thinking

Personal Credibility

Competencies

Competencies

Results Orientation

Executive

Competencies

Competencies

Planning & Organizing

Building Trust & Accountability

Creating Organizational Transformation

Customer Focus

Change Leadership

Ethics & Integrity

Thoroughness

Manager/Supervisor

Analytical Thinking

Decision Making

Core Leadership

Maximizing Performance Results

why use competencies
Why Use Competencies

Why use Competencies?

functions of competencies
Functions of Competencies

The Value of Identifying Competencies

Set clear expectations about the types of behaviors, capabilities, mind-sets and values that are important for those in specific work roles.

The Leadership Competency Model, in a simple format, communicates the state’s most highly valued behaviors

Competencies become a driving force in performance management, feedback, high-potential identification, succession management and reward systems.

how are competencies different from job descriptions
How are competencies different from job descriptions

How are competencies different from job descriptions?

competencies vs job descriptions
Competencies vs. Job Descriptions

Competencies

Job Descriptions

About

People/ focus is on individual

Duties/focus is on work

Alignment

What’s important to the organization

Operations

Description

Behaviors of people who are exemplary performers

what the person does: activities, duties

Includes

  • Characteristics of the individual that lead to successful or exemplary performance in a work situation; includes:
  • Technical skills
  • Level of motivation
  • Personality traits
  • Awareness of bodies of knowledge
  • Other things that can assist in producing desired results

Job specification – clarifies minimum requirements to quality for a job.

Specific skills

specific knowledge

what s the matter with job descriptions
What’s the matter with job descriptions?

What’s the matter with job descriptions?

The output of job analysis (a process) is a job description.

  • Job descriptions focus on work, not on the unique characteristics of people who are successful doing the work.

How often are job descriptions updated?

how do you design competency based training
How do you design competency-based training?

How do you design competency-based training?

astd process
ASTD Process

Relate Existing Training to State Leadership Competency Model

*ASTD Recommended Steps

#1 Analyze all training content to maximize its value for competency-based training

#2 Clearly relate existing training content to competencies and behaviors in the Competency Model

#3 Relate behaviors elicited by existing training to behavioral indicators in the competency model

#4 Make decisions about whether training content should be changed to better address competencies and behaviors.

Rothwell, W. & Braber, J. (2010). Competency-Based Training Basics. Danvers, MA: ASTD Press.

cce process step 1
CCE Process –Step #1

Relate Existing Training to State Leadership Competency Model

CCE Actual Steps

#1 Analyze all training content to maximize its value for competency-based training

  • CDCR Supervisory Skills Development Program
  • California State Supervisory Training
  • Supervisory Skills Development Series
  • CHHS Supervisors' Academy
cce process step 2
CCE Process – Step #2

Relate Existing Training to State Leadership Competency Model

CCE Actual Steps

#2 Clearly relate existing training content to competencies and behaviors in the Competency Model

cce process step 3
CCE Process – Step #3

Relate Existing Training to State Leadership Competency Model

CCE Actual Steps

#3 Relate behaviors elicited by existing training to behavioral indicators in the competency model

Subject Matter Experts

Task: Prepare a coherent lesson plan for each competency cluster,

content and activities.

Method: SME teams of 2-4 people

From existing and/or new content, prepare curriculum to match competency areas.

cce process step 4
CCE Process – Step #4

Relate Existing Training to State Leadership Competency Model

CCE Actual Steps

#4 Make decisions about whether how training content should be changed to better address competencies and behaviors and create a compelling online learning experience.

  • Lead Instructional Designer
    • Sees “big picture”
    • Aware of technical constraints
    • Familiar with features and functions of LMS (Moodle)
    • Works with a talented team of graphic artists and technical programmers
advantages of classroom training
Advantages of classroom training

What are the advantages of classroom training?

types of interaction
Types of Interaction

Types of Interaction

Learner

Content

Learner

Expert

Learner

Learner

the process of intellectually interacting with content

the instructor, seeks to maintain the student's interest in the subject

interaction between one learner and other learners with or without the presence of an instructor.

your interaction pie
Your Interaction “Pie”

Learner

Content

Learner

Expert

Types of Interaction

Learner

Learner

Divide the pie into three slices, with the size of the slice representing the amount of class time for the interaction.

Now, visualize that same training as eLearning. What does the interaction pie look like now?

ailol
AILOL

What is AILOL?

Asynchronous Instructor-Led Online Learning

industry survey
Industry Survey

Training Delivery Methods by Company Size 2011

Source: Galvin, T. (2011). 2011 training industry report. Training Magazine, November-December 2011.

benefit and challenges of ailol
Benefit and Challenges of AILOL

AILOL – Benefits and Challenges for Public, Private and Non-Profit

  • Studies on EFFECTIVENESS or quality improvement indicate
    • Improved retention rates – fewer drop outs.
    • Improved ROI – related to retention rates; transfer of learning
  • Challenges
    • Finding and training qualified instructors
    • Finding design, development and delivery expertise
    • Demonstrating added value
    • Culture change
what are best practices of online instruction
What are best practices of online instruction

What are best practices for online instruction?

rubric for online instruction
Rubric for Online Instruction

*R O I – Rubric for Online Instruction

Learner Support & Resources

Course contains extensive information about being an online learner and links to resources.

Online Organization and Design

Course is well-organized and easy to navigate

Instructional Design & Delivery

Course offers ample opportunities for a variety of interaction and communication

Assessment & Evaluation of Student Learning

Course has multiple timely and appropriate activities to assess student readiness to proceed with course content

Innovative Teaching with Technology

Course uses a variety of technology tools facilitate communication and learning.

Use of Student Feedback for quality improvement

multiple opportunities for students to give feedback

*http://www.csuchico.edu/tlp/resources/rubric/rubric.pdf

transition to development
Transition to Development

R O I – Rubric for Online Instruction

Category: Online Organization and Design

Criteria

Course is well-organized

Aesthetic design presents and communicates course information clearly throughout the course

All web pages are visual and functionally consistent throughout the course

Accessibility issues are addressed though the course.

meeting the challenge of training the 21 st century workforce an online competency based approach1

Meeting the Challenge of Training the 21st Century Workforce: An Online Competency-Based Approach

Coming Soon!