Competency Lifecycle Model
We help organisations go beyond the standard training needs analysis to develop training plans that up your game from having a list of training for each role, to actively managing competency according to the employee and business lifecycle.
The traditional training needs analysis and resulting training matrix is evolving in industry to better match how an employee learns and grows through their career. A better way is to start to look at what an employee needs to know when - pre-start, in the first few months, after 2, 5, or even 10 years, and depending on how someone moves through their career and the organisation. If your training matrix starts and ends with the minimum of what an employee needs to be in the work team, you may be missing a lot of the value that truly managing competency can provide.
Thomson Bridge have developed a competency lifecycle model to assist clients implement more holistic approaches to identifying and delivering training and competency needs. We have all seen training programs rolled out in isolation to build the flavour of the month skills, and then are quickly forgotten and never followed up. It is important that we think strategically to avoid these programs that waste time and energy.