A competency Model for Trainers

I have been doing a lot of work recently around metrics and evaluation of trainers and how to best work on the professional development piece for them and one of the things that has come out of this is the idea of a competency model for trainers.  Now the ASTD has just recently released its latest competency model for trainers, and while it is valuable and comprehensive, that is perhaps the problem I have with trying to use it in our circumstances.  It seems to take a more overall HR/OD view and is more suitable for trainers running their own enterprises than those working in organisations.

So after some wide research I decided to develop a competency model of our own, around what I saw as the four key competencies that trainers and learning folk in general, particularly those working in organisations needed.

 

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As you can see it is fairly simple model, breaking the activities and competencies of a trainer up into four broad categories, Development, Delivery, Assessment and Management. with each of these being broken down into smaller sub categories.  There is still more work to be done here, particularly in cashing out the sub-categories and how to evaluate them, but I thought I would share this in its early form and see what people thought.

 

If you have any feedback I would be really glad to hear it.

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About pauldrasmussen
Paul Rasmussen is one of Australia’s most widely read Vocational Education and Training Commentators. He provides deep, unbiased analysis and insights not only on topical issues, but also on the underlying structure and policy which supports the industry. His writing and analysis has been praised for its uncompromising and thought provoking style and its ability to focus on the issues of real importance to the sector. He has advised various government departments and ministers, training providers, public and private organisations, not for profits and small to medium enterprises on the VET sector and the issues and opportunities facing it. He is one of Australia’s most awarded learning professionals and a regular speaker at a range of conventions and forums. His extensive experience in vocational education, and learning and development coupled with formal qualifications in philosophy, ethics, business and education management allow Paul to provide a unique view of the road ahead and how to navigate it.

4 Responses to A competency Model for Trainers

  1. Pingback: A competency Model for Trainers | learning desi...

  2. Cynthia Painter says:

    Hi. I think it is a good start. It is missing an overt piece for me that perhaps you plan to have within the categories. That is Relationship and/or Stakeholder Management skills or you could word it simpler/ broader. As I said you may feel that is implied but through my experience this is an area that is crucial no matter your industry or circumstance and had great negative impact if you don’t get it right. Certainly there are people who can transact across your competencies but they may not be successful without these other skills. Potentially you could add it to the center of the entire diagram as these people and communication skills apply across all areas.

  3. kotch2010 says:

    Hey Paul I could have saved your hours of work on this buddy. Have a look at: http://www.learningandperformanceinstitute.com/capabilitymap.htm. The LPI has done heaps of research on the capabilities of L&D professionals and in my view better and much more easier to navigate than the ASTD model.

    Even better you can take your own self-assessment at http://lpi.lexonis.com/. This free-to-use tool allows you to explore the skills in the LPI Capability Map and to create a personalised profile using those skills you consider most relevant to you in your current role.

    Enjoy.

    Costas

    • pauldrasmussen says:

      Costas,

      I take your point, it is quite a nice model and does seem to capture everything. I was trying for something a little more visual, which is why I went the way I did. Thanks for pointing it out though it has provoked some thoughts about what needs to sit under the main graphic

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