Erin Melvin

The decision alone to develop a CBT program will not guarantee you success. In this article, I’ll share 12 steps for implementing competency-based training and which will help you, among other things, determine measurable job requirements, examine the conditions in which the outcomes from CBT will be applied, and set specifications for measuring training results.

If you are now getting the grip of competency-based training (CBT) and initiate the design of such models, in this article you’ll learn 3 different methods to assess your employees’ competencies.

Even though Competency-Based Training (CBT) is a concept that has been around for decades, it has only recently gained mainstream attention for both its effectiveness and ability to create competitive advantage through human talent. Many organizations claim to have fully implemented competency-based training models, but the reality is that few do it successfully. In this article, we’ll explore what you need to know to create a successful CBT program, develop talent, and exceed organizational targets.

When you consider that more than half of clinicians take their training while on shift at the hospital, you have a situation that requires you to teach differently: just-in-time and in a manner that produces quantifiable outcomes, skills, and most importantly—competencies.

Toyota invented the concept of “just-in-time” manufacturing—making only “what is needed, when it is needed, and in the amount needed”. No wasted investment of time and no material delivered before important in the context of doing the work. Manufacturing is a busy and complex industry with little room for things that do not help to directly accomplish the mission at hand. How is that different from the average Healthcare setting?