Competency Management and Performance Improvement for the Next Generation

Transcription

1 IMTS Competency Management and Performance Improvement for the Next Generation Siemens Technical Learning Services 2016 All rights reserved. Developing a Stable, Competent Workforce

2 Competency Management and Performance Improvement for the Next Generation I. Skills Gaps and the Need for Competency Management II. Learning: Past, Present and Future III. Enablers for Effective Competency Management IV. Competency Assessments: Core of Competency Management V. Subject Matter Experts and Performance Improvement VI. Questions Page 2

3 Skills Gaps: Transition, Learning Paths and Knowledge Continuity Page 3

4 Competency Management Performance Improvement Page 4

5 Learning Theory usa.siemens.com/sitrain

6 The Continuous Learning Model Expert Continuous Learning Social Learning Coaching Mentoring Communities Of Practice Career Curriculum On-Demand Learning Training Event Job Aids Traditional Training Novice Time Page 6 Source: Bersin & Assoc, 2010

7 Learning and Performance Improvement Ecosystem Page 7

8 Identifying Competencies

9 Embracing Digitalization: Competency Management Enablers Page 9

10 Embracing Digitalization: Competency Management Enablers Competencies to Bottom Line Page 10

11 Embracing Digitalization: Competency Management Enablers Competencies to Bottom Line Employee Tasks within Job Roles Page 11

12 Embracing Digitalization: Competency Management Enablers Competencies to Bottom Line Employee Tasks within Job Roles Assessing Competencies Page 12

13 Embracing Digitalization: Competency Management Enablers Competencies to Bottom Line Employee Tasks within Job Roles Assessing Competencies Defining the Skills Gaps Page 13

14 Embracing Digitalization: Competency Management Enablers Competencies to Bottom Line Employee Tasks within Job Roles Assessing Competencies Defining the Skills Gaps How to Close the Gaps Page 14

15 Competency Assessment: A Continuous Approach Foundational Cornerstone Validation of Business Outcomes Tracking Learning Development Plan to Completion Program Readiness Discovery Knowledge Skills Behaviors Learning Development Plan Specification of Roles and Competencies Employee Skills Assessment & Gap Analysis Gather employee demographics Review existing training plans Assign business targets and KPIs Define job roles Verify installed Siemens technologies Apply and refine SITRAIN job profiles Specify desired roles and competencies Establish desired proficiency levels Execute Complete learning employee plans and management assessments Track employee success Define composite skill level Report progress via LMS tools Identify Define individual skills gapperformance improvement plans Initiate the plans Page 15

16 Step 3. Employee Skills Assessment & Gap Analysis Results: Field Service Engineer Assessment Overview Page 16

17 Identifying Subject Matter Experts (SMEs) Level 4 - Expert (Knows all aspects and related areas, executes complex tasks independently) Level 3 - Advanced (Knows it in depth, executes ambitious tasks independently) Level 2 - Basic (Knows the fundamentals, executes regular tasks independently) Level 1 - Beginner (Builds up theoretical or practical knowledge, but does not execute) Page 18

18 Learning and Performance Improvement Ecosystem Page 19

19 Technical Learning Services Learning Tools and Services Learn Here/There Instructor-led Learning Learn-as-you-Go Self-paced Learning Learn Now How-to Video Library Learn Live Virtual Instructor-led Learning Learn-as-you-Grow On-the-Job Learning Dial a Mentor Virtual Mentoring Page 20

20 Questions Page 21

21 SITRAIN Training for Industry Thank you for your participation! SITRAIN Technical Learning Services 5300 Triangle Parkway Norcross, GA Gail Norris, Director Rick McNamara, Manager, Product Lifecycle Management Dr. Irving Brown, Manager, Product Innovations usa.siemens.com/sitrain Page 22