The ASTD Competency HR Model

The ASTD Competency HR Model is a comprehensive framework for assessing and developing the skills and capabilities of human resources professionals. It was developed by the American Society for Training & Development (ASTD) to provide an effective way to identify, measure, and develop the abilities necessary for successful performance in today’s workplace.

Since its inception, the model has provided a reliable blueprint for success by evaluating performance using accurate descriptors. In 2008/09 and 2010/11, two minor changes to the model were made in order to improve results.

This ASTD Competency HR Model is composed of three distinct layers, referred to as blocks:

  • At the foundational level, it is essential to have competencies in the areas of personal, interpersonal, and managerial skills. This includes being able to effectively communicate, develop positive relationships, problem solve, manage projects and people, and lead and motivate others. Additionally, it is important to understand how to use technology to improve processes, develop strategies for success, and create and implement plans for long-term success. These skills are key for any individual or organization to excel in their respective fields.
  • Focus level introduces Areas of Expertise (AoE) such as coaching, improving employee performance, social learning, career planning, and evaluating; all of which are designed to help organizations gain a competitive edge in their respective industries. Coaching helps to build trust and collaboration, improve employee motivation, and increase productivity. Improving employee performance can be achieved by providing training, performance feedback, and incentives. Social learning helps to create a sense of community and understanding among team members. Career planning helps individuals identify their strengths and weaknesses, develop a career path, and establish goals. Evaluating allows organizations to measure and assess employee performance, identify areas of improvement, set objectives, and ensure that goals are met.
  • The Execution level focuses on four crucial professional roles that are essential for successful project execution: a learning strategist, a project manager, a business partner, and a professional specialist. Each of these roles brings a unique set of skills and knowledge to the table, and all are equally important for the success of a project. The learning strategist is responsible for developing and implementing effective training programs for team members. The project manager oversees the project from conception to completion, ensuring that all aspects of the project are on track and within budget. The business partner is responsible for understanding the client’s goals, objectives, and requirements and translating them into actionable project tasks. Professional specialist brings a wealth of experience and specialized knowledge in their field.

The ASTD Competency Model believes that professional growth is the cornerstone of personal and corporate success. It primarily concentrates on answering this query: “What capabilities should people possess and bolster to accomplish their goals, as well as bestow a substantial advantage to the organization?”

The model defines eight core competencies that are essential for success in any role related to Human Resources:

  • Strategic Thinking & Alignment;
  • Talent Acquisition & Management;
  • Employee Engagement;
  • Learning & Development;
  • Organization Design & Change Management;
  • Performance Measurement & Analytics;
  • Organizational Communication;
  • and Compliance.

By identifying these key competencies, it provides HR professionals with an invaluable toolkit they can use to assess their own capabilities and build on areas that need improvement. The model can also be used to gauge the performance of HR staff, provide guidance on hiring and succession planning processes, and improve overall organizational effectiveness. By implementing the ASTD Competency HR Model within an organization, leaders can ensure that their employees are well-equipped to meet their challenges and keep up with a rapidly changing business environment.

8 Competencies in the ASTD Competency HR Model

The ASTD Competency Model helps people and businesses be successful and It has 8 special skills, called competencies. One of them is Strategic Thinking & Alignment. This means thinking about the big picture and what will help everyone in the business achieve their goals. It also means making sure that everyone is working together to get those goals done.

Another competency is Talent Acquisition & Management. This means finding and hiring the right people for the job and helping them learn how to do it. It also means making sure those people are supported and have what they need to do their job well.

Employee Engagement in the ASTD Model means making sure that workers feel like they are part of the team and have a say in what happens. This can involve things like asking for their opinion, listening to their ideas, and recognizing them when they do something well.

Learning & Development covers helping people learn how to do their job. It could be teaching them new skills or helping them understand tasks better. It helps people do their job well and stay up to date with changes in the business.

Organization Design & Change Management in this HR Model is about how a business is organized and making changes to it. It means looking at what different roles people have, who makes decisions, and how things are done. Making changes could mean changing how people work together or changing processes to make them more efficient.

Performance Measurement & Analytics in the ASTD Model is about looking at how well people are doing their jobs. It means looking at things like how much work they do, if they make mistakes, and if they’re using their time wisely. This helps people understand what’s working and what isn’t so that they can figure out ways to be better.

Organizational Communication means making sure people in the business can talk to each other. It means setting up ways for people to share information, ask questions, and make sure everyone knows what’s going on. This helps people work together better and get things done faster.

Compliance in the ASTD Competency HR Model means following rules and regulations. It is important for businesses to do this so that they do not get into trouble with laws. Compliance includes making sure everyone follows the rules and understanding what those rules are.