Training Development

Matrix of Roles and Competencies

From “Models for HRD Practice (the McLagan Study),” available from the American Society for Training and Development

The 35 HRD competencies identified in the study are listed below; the 13 “core” competencies are indicated in bold italics.

• Adult learning understanding
  Career dev. theories & techniques understanding
• Competency identification skill
  Computer competence
  Electronic systems skill
  Facilities skill 
• Objectives preparation skill      
  Performance observation skill   
  Subject matter understanding 
  Training & dev. theories & techniques understanding  
  Research skill   
• Business understanding      
  Cost-benefit analysis skill     
  Delegation skill
  Industry understanding  
• Organization behavior understanding     
  Organization dev. theories & techniques understanding 
  Organization understanding    
  Project management skill    
  Records management skill 
  Coaching skill   
• Feedback skill        
  Group process skill    
  Negotiation skill   
• Presentation skill      
• Questioning skill        
• Relationship-building skill      
• Writing skill      
  Data reduction skill    
• Information search skill       
• Intellectual versatility         
  Model-building skill    
• Observing skill       
  Self-knowledge   
  Visioning skill    

Competencies for HRD Success

• Adult Learning Understanding — knowing how adults acquire and use knowledge, skills, attitudes; understanding individual differences in learning.
   
• Career Development Theories and Techniques Understanding — knowing the techniques and methods used in career development; understanding their appropriate uses.
   
• Competency Identification Skill — identifying the knowledge and skill requirements of jobs, tasks, and roles.
   
• Computer Competence — understanding and/or using computer applications.
   
• Electronic Systems Skill — having knowledge of functions, features, and potential applications of electronic systems for the delivery and management of HRD.
   
• Facilities Skill — planning and coordinating logistics in an efficient and cost-effective manner.
   
• Objectives Preparation Skill — preparing clear statements which describe desired outputs.
   
• Performance Observation Skill — tracking and describing behaviors and their effects.
   
• Subject Matter Understanding — knowing the content of a given function or discipline being addressed.
   
• Training and Development Theories and Techniques Understanding — knowing the theories and methods used in training
  and understanding their appropriate use.
   
• Research Skill — selecting, developing, and using methodologies such as statistical and data collection techniques for formal inquiry.
   
• Business Understanding — knowing how the functions of a business work and relate to each other; knowing the economic impact of business decisions.
   
• Cost-Benefit Analysis Skill — assessing the alternatives in terms of their financial, psychological, and strategic advantages and disadvantages.
   
• Delegation Skill — assigning task responsibility and authority to others.
   
• Industry Understanding — knowing the key concepts and variables such as critical issues, economic vulnerabilities, measurements, distribution channels, inputs, outputs, and information sources that define an industry or sector.
   
• Organization Behavior Understanding — seeing organizations as dynamic political, economic, and social systems which have multiple goals; using this larger perspective as a framework for understanding and influencing events and change.
   
• Organization Development Theories and Techniques Understanding — knowing the techniques and methods used in
  organization development; understanding their appropriate use.
   
• Organization Understanding — knowing the strategy, structure, power networks, financial position, and systems of a specific organization.
   
• Records Management Skill — storing data in an easily retrievable form.
   
• Coaching Skill — helping individuals recognize and understand personal needs, values, problems, alternatives, and goals.
   
• Feedback Skill — communicating information, opinions, observations, and conclusions so that they are understood and can be
  acted upon.
   
• Group Process Skill — influencing groups so that tasks, relationships, and individual needs are addressed.
   
• Negotiation Skill — securing win-win agreements while successfully representing a special interest in a decision.
   
• Presentation Skill — presenting information orally so that an intended purpose is achieved.
   
• Questioning Skill — gathering information from stimulating insight in individuals and groups through use of interviews, questionnaires, and other probing methods.
   
• Relationship-Building Skill — establishing relationships and networks across a broad range of people and groups.
   
• Writing Skill — preparing written material that follows generally accepted rules of style and form, is appropriate for the audience, is creative and accomplishes its intended purpose.
   
• Data Reduction Skill — scanning, synthesizing, and drawing conclusions from data.
   
• Information Search Skill — gathering information from printed and other recorded sources; identifying and using information specialists and reference services and aids.
   
• Intellectual Versatility — recognizing, exploring, and using a broad range of ideas and practices; thinking logically and creatively without undue influence from personal biases.
   
• Model-Building Skill — conceptualizing and developing theoretical and practical frameworks that describe complex ideas in understandable, usable ways.
   
• Observing Skill — recognizing objectively what is happening in or across situations.
   
• Self-Knowledge — knowing one’s personal values, needs, interests, style, and competencies and their effects on others.
   
• Visioning Skill — projecting trends and visualizing possible and probable futures and their implications.

Reprinted by permission of the American Society for Training and Development