Comments on: Competency frameworks, Learning and Development and the CIPD http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/ People and Performance, Learning and Measurement, Human Capital and Talent Management Fri, 30 Oct 2009 18:31:24 +0000 http://wordpress.com/ hourly 1 By: IBM Survey: Capability management key to successful workforce « Donald H Taylor http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-9102 IBM Survey: Capability management key to successful workforce « Donald H Taylor Wed, 24 Oct 2007 12:31:17 +0000 http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-9102 [...] This is only one of many parts of the report that prove to me that it is rooted in practical experience (and not just because it agrees with my own prejudices on competency frameworks). [...] [...] This is only one of many parts of the report that prove to me that it is rooted in practical experience (and not just because it agrees with my own prejudices on competency frameworks). [...]

]]> By: donaldhtaylor http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-1790 donaldhtaylor Wed, 30 May 2007 07:03:09 +0000 http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-1790 Hi Donald, Yes, I noticed that gap myself. I think it's evidence that L&D exists in a silo in most organisations - like most processes, in fact. Competency frameworks are used, but usually only for appraisals. Recruitment, L&D and job profile writing, which could all benefit from a shared view of competencies, are all too often tackled as separate, discrete processes. The good news is that things are - slowly - changing. Hi Donald,

Yes, I noticed that gap myself. I think it’s evidence that L&D exists in a silo in most organisations – like most processes, in fact.

Competency frameworks are used, but usually only for appraisals. Recruitment, L&D and job profile writing, which could all benefit from a shared view of competencies, are all too often tackled as separate, discrete processes.

The good news is that things are – slowly – changing.

]]> By: Donald Clark http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-1780 Donald Clark Tue, 29 May 2007 16:39:16 +0000 http://donaldhtaylor.wordpress.com/2007/05/29/competency-frameworks-learning-and-development-and-the-cipd/#comment-1780 "Sixty per cent of organisations have a competency framework in place for their staff, and just under half (48%) of those who haven’t say they intend to introduce one in the next two years." If this is true why do they make no appearance when it comes to designing and discussing training? I've spent decades working across most sectors and can barely think of a single meeting where competency frameworks were discussed, presented or used as the basis of training design. Wain is right - HR has an enormous capacity for self-deception or an enormous capacity for producing paperwork then ignoring it in practice. “Sixty per cent of organisations have a competency framework in place for their staff, and just under half (48%) of those who haven’t say they intend to introduce one in the next two years.”

If this is true why do they make no appearance when it comes to designing and discussing training? I’ve spent decades working across most sectors and can barely think of a single meeting where competency frameworks were discussed, presented or used as the basis of training design.

Wain is right – HR has an enormous capacity for self-deception or an enormous capacity for producing paperwork then ignoring it in practice.

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