Topic 2

What impact do the following federal laws have on the implementation of training and development programs? Age discrimination in employment act civil rights act americans with disabilities act copyright act

1) Persons age 40 and over shouldn't be excluded from training and development opportunities. 2) A provision of the act provides equal access to training programs, giving all employees equal opportunities for promotion and advancement. When selecting candidates for training and development, employers need to be sure that they are not discriminating against or creating adverse impact for any protected class of potential participants. 3)The key question is whether or not the person can perform the "essential job functions" after the employer makes "reasonable accommodations" for training and development opportunities as well. People with disabilities have the right to the same level of training and development as others. 4) -work-made-for-hire exclusion relates to employees. ....a worker creates an original work as part of their job, the copyright is owned by the employer. No written assignment is needed. The employer is automatically granted the copyright if the created work was a normal part of the employee's job assignment. So, for instance, when an internal trainer develops creative approaches to be used in a company training program he or she is designing, the copyright for those creative approaches belongs to the employer. -fair use exclusion Suppose, for example, a trainer is teaching interpersonal skills and is very keen on Stephen Covey's Seven Habits of Highly Effective People.[ii] The trainer is particularly taken by one of Covey's habits: "seek first to understand and then be understood." According to the fair use doctrine it would probably be acceptable to photocopy a short paragraph description of this habit and distribute it to a small group of trainees at the company's interpersonal skills training course—it is a very small percentage of the author's work, distributed to a small audience, with no negative effect on any potential sales of the book.

2 actions performed to develop a competency model

1) identifying underlying characteristics that are needed for success/good performance 2) categorization of individuals into various levels of competence....what an individual needs in order to "level up"

2 traditional approaches to the development of competency models

1) the development of skills 2) the transmission of knowledge

competencies trainer must possess

Leadership and Managerial Competencies: coaching and developing others, motivating followers, fostering teamwork, and thinking strategically Functional Competencies: taking a global perspective, understanding finance, using key business performance indicators Foundational Competencies: thinking critically, fostering open communication, building relationships through interpersonal skills, managing oneself, flexibility and adaptability, a focus on the customer, acting with integrity, valuing diversity and multiculturalism, drive and commitment

4 competency stages

acquiring, applying, mastering, influencing

Limitations with each approach?

skills, knowledge, and other characteristics are needed for competence...the 2 approaches are too limited and are just PART of the development of competency

competency models

the identification of what the behavioral requirements are for effective performance in a given field