IMTS - 2016
Competency Management and Performance Improvement
for the Next Generation
Siemens Technical Learning Services 2016 All rights reserved.
Developing a Stable, Competent Workforce
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
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Skills Gaps:
Transition, Learning Paths and Knowledge Continuity
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Competency Management  Performance Improvement
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Learning Theory
usa.siemens.com/sitrain
The Continuous Learning Model
Continuous Learning
Expert
Coaching
Communities
Mentoring
Of Practice
Career
Social
Curriculum
Learning
On-Demand
Learning
Training
Event
Job Aids
Traditional Training
Novice
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Time
Source: Bersin & Assoc, 2010
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Learning and Performance Improvement Ecosystem
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Identifying Competencies
Embracing Digitalization: Competency Management Enablers
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Embracing Digitalization: Competency Management Enablers
Competencies to Bottom Line
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Embracing Digitalization: Competency Management Enablers
Competencies to Bottom Line
Employee Tasks within Job Roles
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Embracing Digitalization: Competency Management Enablers
Competencies to Bottom Line
Employee Tasks within Job Roles
Assessing Competencies
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Embracing Digitalization: Competency Management Enablers
Competencies to Bottom Line
Employee Tasks within Job Roles
Assessing Competencies
Defining the Skills Gaps
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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
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Competency Assessment: A Continuous Approach
• Foundational Cornerstone
Validation of
Business
Outcomes
Tracking Learning
Development Plan
to Completion
• Gather employee demographics
Program
Readiness
Discovery
• Review existing training plans
Specification
of Roles and
Competencies
Knowledge
Skills
Behaviors
Learning
Development
Plan
•
•
•
•
Assign business targets and KPIs
Define job roles
Verify installed Siemens technologies
Apply and refine SITRAIN job profiles
• Specify desired roles and
competencies
Employee Skills
Assessment &
Gap Analysis
• Establish desired proficiency levels
Completelearning
employee
and
• Execute
plans
management assessments
• Track employee success
• Define composite skill level
• Report progress via LMS tools
•• Identify
skills gapperformance
Define individual
improvement plans
• Initiate the plans
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Step 3. Employee Skills Assessment & Gap Analysis
Results: Field Service Engineer Assessment Overview
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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)
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Learning and Performance Improvement Ecosystem
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Technical Learning Services Learning Tools and Services
Learn Here/There
Learn-as-you-Go
Learn Now
Instructor-led Learning
Self-paced Learning
How-to Video Library
Learn Live
Learn-as-you-Grow
Dial a Mentor
Virtual Instructor-led Learning
On-the-Job Learning
Virtual Mentoring
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Questions
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SITRAIN – Training for Industry
Thank you for your participation!
SITRAIN Technical Learning Services
5300 Triangle Parkway
Norcross, GA 30092
Gail Norris, Director
[email protected] 678-640-4889
Rick McNamara, Manager, Product Lifecycle Management
[email protected] 678-386-3846
Dr. Irving Brown, Manager, Product Innovations
[email protected] 512-497-7549
usa.siemens.com/sitrain
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