History of Competency Based Training

The attached file is background info that educators such as myself who specialize in vocational education or what the corporate calls learning, development, skills based learning, performance based learning, technical training ………. the list goes on and on, is covered at the faculty of industrial education during year one of our undergrad degree program. On-boarding material for anyone with the word training or learning in their job title. In reality you are an educator and conduct similar functions as those with a degree. The only difference is no one holds you accountable. If you understand CBT you will be able to reduce training resources and create an efficient platform of excellence for others in your company to follow. That’s the theory anyway. I have been able to repeatedly cut development costs by 30% following CBT in conjunction with a sound training methodology. If you want to exact the same learning standards and academic rigor as a university via a learning management system using Blooms taxonomy and adult learning principles, this is not for you. The two have nothing to do with each other. The document outlines the one event that would go on to change the entire field of education in North America. This explains why education is it’s own discipline. Of course CBT was designed for teachers. People with years of education under their belt. Watching corporations attempt a CBT system, yes it’s a system, is like watching a dog screw a football. So if you are attempting CBT I suggest you start with the people it’s supposed to serve, your trainers. Second piece of advise is do not involve anyone with ties to a learning management system or learning content management system until you have mapped your learning theory out including assessment ideology and instructional strategies. Educators call this the curriculum HR calls it the learning management system. A CBT system is solving a business problem with an education solution. That is not an HR best practice nor in their best interest. HR solves education problems with business solutions. Hence the excessive head count and irrational instructional design to instruction ratio of 65 plus hours of content development time per hour of instructional resources. You will know your on track when you get your ratio down to 35/1. That’s the whole point of CBT. It’s designed to rapidly respond to curriculum changes. Good luck.