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Training And Development

Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.

Behavior Statements

Proficiency Level 1 - Basic understanding

Identifies issues related to the timely delivery of required training to appropriate personnel.

Explains the training cycle phases: needs analysis, program design, delivery, evaluation.

Describes how and where to research training issues like tools, delivery methods, programs, etc.

Clarifies 'education' and 'training' from an organizational perspective.

Proficiency Level 2 - Working experience

Follows appropriate processes used in assessing the learning needs of a target population.

Develops live and media-based instructional programs using proper training methods.

Implements training processes for discovering the learning needs of employees.

Provides guidance and support to ensure that participants using self-study methods meet their learning goals.

Explains the methods used in the evaluation of learning outcomes.

Proficiency Level 3 - Extensive experience

Coaches others on the use of live instruction and technology-based approaches for diverse groups.

Consults on how and where to research training issues like tools, delivery methods, programs, etc.

Develops targeted programs for management and high potential employees.

Monitors employee progress in specialized programs to ensure that all program goals are met.

Evaluates internal and external providers to identify the best supplements to the organization's already existing programs.

Designs or selects programs that meet prioritized needs and allow for variety in learning styles.

Proficiency Level 4 - Subject matter depth and breadth

Creates a standard system to provide all audiences with training and development.

Designs assessment instruments to help evaluate learning outcomes.

Advocates for the support of senior management to help meet the organization's planning and training needs.

Leads in defining strategies and best practices for training and development.

Predicts industry and marketplace trends in training and development.

Shapes the field of training and development by taking an active part in HRD societies and conferences.

Interview Questions

  • How did you modify training and development programs to meet organizational needs?
  • Describe the training cycle components.
  • Describe your organization's approach to setting training and development policies.
  • What role have you played in developing and implementing training and development procedures?
  • What kinds of problems did you encounter when designing training courses?

Titles with Shared Competencies