Competencies Model Of Training: Safety Professional And Human Resources

One of the most important things any company can do for its employees is provide training. By providing training, companies are investing in their most valuable resources, their employees. To ensure the proper training is provided, it falls on both safety professional and human resources managers to provide critical training. To meet these demands, it is crucial that both professions understand organizational learning techniques. In order to gain a complete picture of these techniques, this essay will discuss the different models and going in depth about the competencies model. By doing so, the hope is to provide both safety professional and human resource [HR] manages a better idea on how best to provide training. When it comes to anything, everyone has opinion and they often
No one wants to learn on slide rulers anymore. By understanding the traditional training approach versus the competency-based training, HR professional and safety professional to figure out the mechanism to rely information during training. The traditional training method can be summed up as classroom. The responsibility of the material and method is all determined by the instructor, leaving the trainees no responsibility (Dubois & Rothwell, 2004). On the other hand, if an organization is following the competency model as a whole, the competency-based training could offer more to trainees, leading them to be more productive and successful in their job performance (Dubois & Rothwell, 2004). Competency-based training allows for the identification of specific need for job functions rather then educating on performance, like in traditional training. In addition competency-based training could lead to overall organizational change because it is integrate with the competency model. In either case, both traditional and competency-based training face the struggle to keep up with changing times and