developing and managing competencies

Employees are increasingly expected to demonstrate continuing competency, whether the subject be knowledge of bloodborne pathogens, of regulations governing the sale of variable annuities or programming a digital key telephone system (all topics of interactive multimedia training we've developed for clients). Some competencies cannot be taught very well, or at all, by computer-based training or even traditional classroom instruction, but respond to coaching and other small group methods. We may be able to assist in determining an appropriate instructional strategy. Honest answers, no sales pitch.
     The task is often not simply a training one, but involves assessment, direction, supervision and sometimes a feedback system (which may be an on-line examination but often includes structured assignments and tasks under the direction of a facilitator or supervisor) to support and shape those competencies. Where technology-based instruction seems appropriate, we offer a system that include gathering performance information and a database for aggregating, analyzing and reporting on those competencies. Because employees have different responsibilities and preparation, multiple tracks through a topic usually need to be established and different pass-fail criteria for the Proficiency Examination.

If the topic is one that lends itself to computer-based learning, if employees are geographically-dispersed and assurance that trainees have achieved a high level of proficiency (80% or higher) is important, computer-based training should be seriously considered.

To discuss your situation, call Dr. Frank L. Greenagel at (908) 730-0324or send an e-mail. See also certification & diagnostic programs and custom development.