Expertise Growth Functionality Mannequin To Guarantee Success
Using the Talent Development Capability Model to build basic skills
The talent development profession adapts to the disruptions in the global market. It has never been more important for professionals in the field to become key partners of organizations to ensure that their workforce is prepared for the future.
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Make sure your team has the knowledge and skills to be successful
In 2018, the Association for Talent Development (ATD) conducted research to define the concept of talent development. assess, improve and expand basic skills; and combine training and
Personnel development for organizational strategies and goals. The study outlines the key societal forces and business changes that require TD professionals to adopt new approaches and improve their skills in order to keep up. It provides a common language to equip a network of global practitioners with common definitions, methods, and concepts.
TD experts can take several steps to position themselves and the team as valued business partners:
- Develop the skills associated with great talent development.
- Lifelong learning model.
- Stay up to date on talent development trends and best practices.
You can ensure your TD experts have the skills, knowledge, and expertise needed to face the challenges of today and tomorrow by basing their development on the 23 skills described in the Talent Development Capability Model.
Would you like to learn more about the ATD survey? Download the eBook to discover key industry trends!
Talent Development Capability Model
The ATD Talent Development Capability Model emerged from the survey and interviews. The model answers this question: What should talent developers know and do in order to be successful? ATD’s focus shifted from a competency framework to a skills model to help TD professionals build skills that will not only help them do their jobs competently today, but will be prepared for future challenges. Competency refers to the knowledge and skills required to complete a job. It remains an essential part of performance and is an element of ability; However, the ability is about adapting to future demands and bending them.
Our research yielded a body of evidence confirming the knowledge and skills required and became part of the model. Research has shown that the new model should include:
- Strategic, specialized or technical and basic skills
- A definition of the scope of talent development and talent development competencies
- Adaptability through interactive elements to expand areas and access more detailed information
- Guidance on career development by incorporating skill levels or career paths
- Simple structure easy to interpret and memorize with relevant labels that convey how structural elements are connected / integrated
- Common language to support the role of talent development in organizational and individual performance
3 areas of practice
The current study reflects current practice and five years in the future. The new model is divided into three practice areas:
- Personal skills development: skills that result from interpersonal skills
- Professional Skills Development: Skills resulting from building expertise related to people development and helping them learn
- Organizational Impact: Skills that affect a company’s ability to achieve results and mission achievements.
In addition, these three domains contain 23 functions that describe the core components of the field in detail. This model is the basis for the ATD certifications.
The importance of TD certifications
By supporting your employees’ pursuit of talent development certification, companies guarantee that their talent development talents have the latest industry knowledge and best practices to ensure their employees are ready to face any future challenges. Certifications are more than just education. You will test the latest professional best practices and validate the competency of critical knowledge and skills that TD professionals need now and in the future.
People who have to undergo rigorous certification understand the many benefits of lifelong learning that many companies are also beginning to understand and appreciate, especially in the increasingly fast-paced world of work. As employees develop new skills and focus on one area of ​​specialization, especially for young people, they become more confident in their knowledge and skills.
Conclusion
Supporting an employee preparing for a certification exam is an investment. The certification offers the HR department, the HR manager and the employer many advantages, especially with regard to higher job satisfaction and lower turnover, a higher reputation in the industry and a higher quality of work.
Download the eBook. Make sure your team has the knowledge and skills to successfully delve into more industry research and top TD trends.
