The ASTD Competency Model

The ASTD Competence Model serves to identify the competencies training and development professionals must exhibit in order to be successful in the field. The model consists of six foundational competencies, which include “business skills, global mindset, industry knowledge, interpersonal skills, personal skills, and technology literacy” (Arneson, Rothwell, & Naughton, 2013, p. 17). The model also identifies ten areas of expertise, which include “performance improvement, industrial design, training delivery, learning technologies, evaluating learning impact, managing learning programs, integrated talent management, coaching, knowledge management, and change management” (Arneson et al., 2013). Each of the foundational competencies identifies

For each foundational competency I will identify if my competence is at the entry, intermediate, or expert level. Entry level will be assigned to competencies in which I have minimal knowledge or experience. Intermediate level will be assigned to competencies in which I have demonstrated basic knowledge and experience. Expert level will be assigned to competencies in which I have demonstrated advanced knowledge and experience. In addition, I will document a plan for closing the gap between my current level of competency and the level I require for being successful in the field of training and development.

Interests in the Training and Development Field My experience in training and development has evolved over the last couple of years. I was involved in the implementation of distance training programs as the organization I work for transitioned from face-to-face trainings to distance trainings. My areas of interest within the field of training and development are instructional design and training delivery. I am currently focused on obtaining a masters degree in distance education with a specialization in teaching and training from the University of Maryland University College (UMUC).

Business Skills Foundational

Proficiency in business skills entails understanding the economic and financial goals of the organization. Competency in thinking strategically involves the understanding of “internal and external factors that affect training and development” in the organization (Arneson et al., 2013, p. 82). Although I am involved in the training and development tasks at work, I am not involved in the development of the budget or informed of factors that may affect the organization as a whole. However, the OMDE606 course on Costs and Economics of Distance Education provided me with experience working with budgets and the related costs of training and