Competency Based Training (Cbt)

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Competency Based Training (CBT)

Competency Based Training (CBT)

Competency-based training is one of the latest terminology in the business world. A competency is simply a set of knowledge, skills, or abilities that an employee must use to function on the job. In recent years, we have seen a gradual move to using competencies from job descriptions in training. To develop a competency-based program, make sure that the job descriptions include the correct knowledge, skills, and abilities that is the foundation. Once this foundation is complete, it is fairly easy to establish competency-based training (Delahaye, 2005).

Competency Based Training involves more than just training related to job performance. Identifies level of proficiency required for different levels of performance within specific business functions. For example, skills-based training system for major bank identifies the skills needed for entry-level teller, while competencies based training enhances the required competencies of credit managers.

By implementing a competency-based training program, you are linking training to the job. You are ensuring that trainees are receiving the information they need to function, and not extra information that does not really affect their job performance. You are also setting up the path to better performance evaluation. If you are certain that trainees are, being developed based on job-specific information, you can use the knowledge, skills, and abilities introduced in training to measure and reward their performance (Crouch, & Sako, 1999).

Summaries about the historical development of the concept of competence One difficulty with the competence approach is that this concept has many there are different definitions and approaches to apply to education, which often becomes an obstacle to designing and implementing training programs. This explains why the competence approach has been established by the confluence of multiple disciplinary contributions among themselves, and between these and various social and economic trends. This concept as such began to organize in the sixties based on two contributions: the linguistics of Chomsky and Skinner's behavioral psychology. Competition language as a mental structure and implied that genetically determined put into action through communicative performance (effective use of capacity language in specific situations), so this author always opposed in the framework (competence performance). From this, the concept began to have multiple skills developments, reviews and reworking, both in linguistics and in psychology (Delahaye & Smith, 1998). The approach from the behavioral skills has had major developments in the field of talent management in organizations where clave is assumed to seek the guidance that workers have key skills for companies to be competitive. Since the mid nineteen, this concept of skills has also been implemented educational institutions of various countries, thereby seeking to train people with certain skills that enable them to have a greater impact on the labor market. Another line discipline is given by the psycholinguistic and cultural psychology that emphasizes competition, as a concept is the basis of interaction of the person and the environment. In this sense, are the elaborations of Hymes, who proposes the concept of communicative competence as the actual ...
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