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A non profit Association for workplace learning and performance professionals
ASTD was founded in 1944, beginning from New Orleans.
The association membership works in various types of organizations including government offices, independent consultants and suppliers.
ASTD hosts conferences in different cities around the US.
It also answers this question: What competencies should individuals possess to be successful in the field? It provides a clear picture of success so you can compare your performance against a set of valid descriptors.
You may, however, begin by some reflection on what it will take for you to be successful in the field and in your organization in the future. A good strategy for you to follow is to think about yourself in relation to the competencies outlined in the study and answer the following questions:
-AOE are the specialized knowledge/skills an individual needs to perform in a learning and performance role. An individual may need expertise in one or more areas.
- They are specialized areas that build and rely upon the focused application of the foundational competencies.
- As part of the 2004 initiative to build a competency model for learning and performance professionals, ASTD identified nine areas of expertise, deemed critical for workplace learning and performance (WLP) professionals:
•career planning and talent management
•coaching
•delivering training
•designing learning
•facilitating organizational change
•improving human performance
•managing the learning function
•managing organizational knowledge
•measuring and evaluating
•Which competencies are likely to be most important to my current job?
•Which competencies will become more important in the future?
•How do I stack up against the competencies in terms of my performance?
Individuals may also use a competency model as a foundation for documenting their own accomplishments. Increasingly, employers want to see evidence of achievement, such as work samples, and not just evidence of education or experience. To that end, a competency model provides a basis for organizing resumes, focusing discussions about past experience, and assembling relevant work samples.
Foundational competencies define relevant behaviors for learning and performance professionals
- Roles are considered a top tier or execution level of the model.
- Roles are not the same as job titles.
- Depending on the work, roles can be fluid
- They are very broad within the professional competencies
- There are four define roles:
•learning strategist
•business partner
•project manager
•professional specialist
The ASTD Competency Model presented the idea of foundational competencies. These foundational competencies are categorized as follows:
Roles are the top tier or execution level of the model. Roles are not the same as job titles. They are much more fluid depending on the work or project, and are the broad area of responsibility within the profession that requires a select group of foundational competencies (bottom tier) and select group of AOEs (second tier) to successfully execute. There are four defined roles in the model.
Areas of Expertise (AOE)
is the second tier of the model and comprises specific technical and professional areas required for success across various jobs in the field. These AOEs are specialized areas that build and rely upon the focused application of the foundational competencies.
There are nine AOEs as shown on the model.
In summary, a strong assessment and development process based on the new competencies can be used across a variety of professional scenarios.
Foundational Competencies are supporting level competencies linked to successful performance in the field, and are desirable regardless of an individual’s area of expertise or role. The model divides the foundational competencies into three clusters: interpersonal, business/ management, and personal.
It can be valuable for those who are preparing to enter this occupation, those who are making the transition from another occupation into this one, those who wish to advance professionally, and those who just want to build their competencies to preserve their current status in light of dynamically changing conditions.
Interpersonal: how well you work with, manage, and influence people, policy, and change.
Business and Management: how well you analyze situations, make decisions, and implement solutions.
Personal: how well you adapt to change and make personal decisions to enhance your career.
It is essential that WLP professionals fortify this foundation by keeping in touch with resources that build and refresh these skill sets.
Based on finding from the 2004 competency study:
- the model included three tiers:
- Roles
- Areas of Expertise
- Foundation competency
This model is a base for ASTD's CPL and Performance
credential offered by ASTD Certification Institute.
Thomas Hiron " Daily Post" Retrieved on June 4, 2013
http://proftom.blogspot.com/
* The ASTD WLP Competency Model. (n.d.). Retrieved from http://www.astd.org/content/research/competency/AreasofExpertise.htm
**Excerpt from: William Rothwell "Mapping your future: putting new competencies to work for you". T+D Magazine. FindArticles.com. 09 Sep, 2010. http://findarticles.com/p/articles/mi_m0MNT/is_5_58/ai_n6106256/
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http://www.astd.org/Certification/Competency-Model.aspx
http://en.wikipedia.org/wiki/American_Society_for_Training_%26_Development
http://www.sewi-astd.org/pdfs/Qualifying_Areas_Expertise.pdf
describes what it takes for you, as an individual contributor and as a workplace learning and performance professional, to achieve career success
The key to a successful career in the future is to align with the needs of organizations and their leaders to achieve business results. "Mapping the Future" provides the means to create a common language that you can use to discuss what it is your organization needs from workplace learning and performance