Resources

Competency and Learning Management Resources

Avilar's competency management white papers and other resources give insights into best practices of organizations from a wide range of industries.

“White papers ... Tips ... Best Practices ... Case Studies ...”

Talent Management White Papers

5 key competencies
5 Key Competencies to Cultivate in Your Future Leaders
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businesswoman
How to Unleash the Power of Competencies
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talent management strategies
Talent Management Strategies to Build Your Future Workforce
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cybersecurity
Advancing Cybersecurity with Competency Management
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disaster strikes
Before Disaster Strikes: Building Your Crisis Management Plan From Your Skills Inventory
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mastering competencies
Mastering Competencies: How to Create the Best Framework
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hidden hazards
Conquering the Hidden Hazards of Competency Management Implementation
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achievement
8 Critical Success Factors for Competency Management Implementation
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energizing performance
Energizing Performance through Competency Management
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optimize workforce
Optimize Your Workforce
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accelerate growth
How Smaller Organizations Can Use Talent Management to Accelerate Growth
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Tips and Best Practices

org chart
Differentiating and Comparing "Skills" and "Competencies"
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org chart
How Competency Models Can Build the Leaders Your Company Needs
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What Why When
The What, Why, When and How of Skills Assessments
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On-premise vs. cloud LMS
How Competency-Based Succession Planning Helps You Retain Top Talent
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On-premise vs. cloud LMS
On-Premise or Cloud LMS: How to Make the Best Choice
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Closing workforce skill gaps
How to Get Started with Competency Management (Part 2)
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4 steps to succession planning
4 Essential Steps to Successful Succession Planning
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Closing workforce skill gaps
How to Get Started with Competency Management (Part 1)
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Closing workforce skill gaps
Closing Workforce Skill Gaps with Reskilling
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5 key competencies
What is Competency Management and Why Do You Need It?
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5 key competencies
Leading Through the Generational Differences in the Workplace
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5 key competencies
Cybersecurity: 5 Ways to Combat Threats in Your Organization
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upgrade
Does Your LMS Need a Makeover? Keeping Up with the Modern Learner
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wall charts
Why You Need to Keep an Updated Skills Inventory
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fist pump
Job Satisfaction Versus Workforce Optimization: Which is More Important?
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update job descriptions
5 Steadfast Reasons to Update Job Descriptions
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money
5 Reasons to Invest in an LMS
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comptency development guide
Competency Development Guide: 7 Steps to Unlocking Organizational Effectiveness
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LMS demo survival
LMS Demo Survival Guide
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painless demo
6 Steps for a Painless and Productive LMS Demo
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right competency model
How to Choose the Right Competency Model
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LMS features
10 Favorite LMS Features
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analyzing people
Competencies: 6 Best Practices That Drive Workforce Success
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contemplating competencies
Contemplating Competencies: An Interview With an Expert
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7 reasons
7 Powerful Reasons to Use Competencies
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7 tips
7 Tips for Optimizing the Competency Management Process
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best practices
Best Practices Guide to LMS Implementation
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architecture
Sales Force Tune-Up: Improving Sales Performance with Competency Models
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meeting metrics
6 Steps to Maximize Training Budgets
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Case Studies

TQM CERTIFICATION
TQM certification
Total Quality Management using Competency Management
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UPDATED!
Better Project Teams
Building Project Teams with Competency Management
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PREPARING FOR M & A
Preparing for M & A
Proactively Aligning Business Goals with Training and Development
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A CHALLENGE MET
Certification Challenge
A Certification Challenge Made Less Challenging with Competency Management
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UNEXPECTED OUTCOME
Preparing for M & A
An Unintentional Use of A Competency Management Solution
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careLearning.com
Preparing for M & A
Meeting a Massive eLearning Challenge
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Mini Case Studies

(Click each title to see more.)

As part of the accreditation process, hospitals in the United States are required to provide evidence that nurses and other clinical and allied health professionals have been assessed on critical competencies related to patient care. Typically, these are paper-and-pencil exercises, where employees are assessed on their assigned competencies; the assessment records are then filed for later retrieval during the accreditation inspection. Avilar has partnered with a national hospital training organization serving hospitals in 40 states to automate the process. Avilar worked with the organization and its member hospitals to identify, define and organize clinical and nonclinical roles using skills from the Avilar Competency Model™ and the hardcopy competency assessment forms already in use. Custom assessment grids were developed to enable managers to assess employees online, and dashboards enable managers to monitor progress in each department and across an entire hospital.

Client hospitals are reporting significant benefits, including:

  • Greater consistency among departments in the content of competency assessments.
  • Ability to track compliance at all levels.
  • Ability to monitor employees' recertification dates.
  • Ability to search for skill sets to resolve short-term staffing problems.

After experiencing record growth in the size and scope of its organizational mission, this national nonprofit organization worked with Avilar to adapt the Avilar Competency Model™ to reflect the skills needed at all organizational levels to support greater accountability, efficiency and data focus.

  • Employees can easily see the skill expectations for their roles.
  • Senior leadership can identify high potential candidates for future advancement.
  • Analysis of skill gaps is assisting the organization to identify the greatest skill gaps and ensure that sufficient learning resources are in place to meet them.
  • Employees and managers are engaging in development dialogs that enable them to discuss skill gaps openly.
  • Available learning resources have been mapped to the skills in the competency model, allowing employees to manage their own development.

This large financial services company found itself with numerous spreadsheets and databases that contained information about its employees' experience, certifications, education and interests. There was no centralized database available to put together project teams and identify internal candidates for key positions. Avilar worked with the organization to develop a custom assessment tool that was simple for employees to use.

  • The organization now has the ability to collect skills and other related data in one place.
  • Managers are able to view skills, experience, certification and other data for all employees across multiple organizations.
  • Workforce planners can identify potential skill shortages and overages.

A division of a United States federal agency worked with Avilar to develop a customized development planning tool for participants in its annual intern program. Using an internally-developed competency model, the interns assess themselves at the beginning, mid-point and the end of the year-long program. Their skills are also assessed by their supervisor and mentor, providing a multi-rater view into each intern's skill level.

  • The interns can set career goals and select from pre-loaded learning resources to create a customized individual development plan (IDP).
  • Mentors can use custom reports to help guide their interns through the assessment and development planning process so they achieve the best possible results.
  • Interns can plan career development activities that enable them to advance through their chosen career paths.

Experience it for yourself.

Schedule a demo of Avilar's WebMentor solutions today!