L&D Competency Framework: The Way to Custom Training Programs

According to SHRM, competency frameworks can effectively identify workers with high potential 69% of the time. However, competency frameworks are not just limited to this role.

By using a Learning and Development Competency Framework, HRMs and managers can identify which employees are falling behind the curve and need additional training. Further, this also finds use in creating effective training programs.

What Makes Learning and Development Competency Framework Relevant

Having a mismatch between the goals and KPIs assigned and what the organisation recognises as a long-term goal is not out of the norm. Further, employees may often engage in training programs but later feel like their learnings are not relevant or useful to their role.

A Learning and Development Competency Framework works by listing the key competencies against every role, assesses the standing of every employee, and identifies who exceeds expectations and who falls short. Then, it helps create a training program relevant to the organisation and roles in question. Further, it works into the talent acquisition system for efficient recruitment.

Key Benefits of Learning and Development Competency Framework

When a company makes use of a competency framework, they avail the below benefits:

• Have clear expectations regarding what each job role entails.
• Improve the selection and recruitment process.
• Give the performance management and appraisal system a boost.
• Improve the performance and profitability of the organisation as a whole.
• Lay the groundwork for succession planning.
• Identify and address any skill gaps.

Further, a Learning and Development Competency Framework will help achieve the following:

• Build custom training programs that meet the organisational needs.
• Assist employees in their career mapping and progression.
• Improve employee engagement and retention.

Training Employees with Learning and Development Competency Framework

To establish an effective learning and development competency framework and use it to train your employees, the steps are as follows:

1. Identify Which Skills are Essential for a Role

By taking inputs from the stakeholders, learn and list which skills are a must for a given job role. Further, mark out indicators that act as parameters to judge the skill level of a fellow employee.

2. Designate the Learning Objectives and Criteria

List the skills and training that any employee placed in a job role should have. This will act as the basis of the competency framework.

3. Design Training Programs Catering to Various Skill Gaps

Based on the job roles and the requirements that they call for, chalk out targeted training sessions. The purpose of these training programs should not only align with the goals of the organisation but also hold relevance as per the industry.

4. Identify Employees Who Fall Short

Using the competency framework, spot employees who have pertinent skill gaps. Further, you can also use this to recognise employees who have the potential to achieve more and proceed to a better position. 

5. Enroll Them in Training Programs

Once you know which workers are falling short and the ones who are performing well, enlist them in suitable training programs. Further, be sure to highlight their newly learned skills in the competency framework.

6. Update the Learning and Development Competency Framework to Keep It Relevant

Maintaining relevance is essential for any competency framework to stay effective. Thus, evaluate the efficacy of the learning and development competency framework and update it from time to time.

Further, with millennials forming 75% of the present workforce and Gen Z being the second largest demographic, the learning and development competency frameworks should be tailored to suit their ideas, goals, and interests.

Incorporating Values Framework to Training Programs

Simply having the skills and knowledge is not enough. Employees should also demonstrate that the values and ethics they hold align with those of the organisation. This speaks volumes for their sincerity, integrity, and whether or not they are the right fit for the company.

To learn if your employees hold the values that are seen as a must by the organisation, try the following steps:

• Identify and define what the core values of your company are.
• Align them with the long-term goals of the organisation.
• Translate these into actions and parameters to evaluate.
• Integrate these into the competency framework.

Challenges that All Competency Frameworks Face

Using a Competency Framework is not unheard of in the present corporate landscape. However, 47% of companies have a tough time aligning these frameworks to the actual goals set for their workers. Thus, they are unable to harness the full potential of the Competency Framework.

Some of the most common issues that plague competency frameworks are:

• Lack of clarity among the users.
• Lack of buy-in from workers or management.
• Being unable to list all relevant parameters.
• Either too stringent or too lenient when used.
• Being unable to update data regularly.
• Misrepresented data being submitted.
• Loss in relevance due to being unable to make changes to the framework.

Best Practices When Using Competency Frameworks

For effective implementation of the Learning and Development Competency Framework, try out the following best practices:

• Customise the values framework to align with the organisation’s objectives
• Ensure that every stakeholder is involved in making the Competency Framework.
• Make sure that the framework is not overly complex to understand or use.
• Align the categories for evaluation to the actual KPIs in use.
• Train every employee to use the framework and make sure that data is updated regularly.
• Update the framework by adding and removing certain categories to maintain relevance.

To Conclude

Training the employees well is a key target for all HRMs and managers. The singular answer to identifying which employees need training and how to create a training program is a Learning and Development Competency Framework. 

Further, add in the traits and ethics that your organisation stresses on to incorporate a Values Framework to your Learning and Development Competency Framework. This way, you can boost operational efficiency and create training programs that help grow the careers of your employees.