YOUR PATH TO SUCCESS

YOUR COMPANY'S PATH TO SUCCESS. Training for training’s sake is not a good use of precious time and resources. ASA-U wants you to make the most of your training dollars. The best way to do that is to make as many connections as possible from the training to different talent management initiatives within the organization. This model helps you to visualize these connections — the more the better! With ASA-U, you can Advance Your Capability.

JOB DESCRIPTIONS

These are the foundation of any employee development process. Employees need to know what’s expected of them on the job, the qualifications for the position, and how they will be ultimately measured. This CONNECTION to learning management is vital as you respond to the “why I am taking this training” from your employees.

ASSESSMENTS

The Assessment Tool uses the foundational job descriptions to determine if a current or future employee is qualified. The tool provides objective insight during the hiring process and is the basis for follow-up interview questions to confirm fit. The feedback can help determine development needs from day one making another CONNECTION to training.

TALENT MANAGEMENT

As the overall capture of employee development and measurement, here is where you will find all the training and education necessary as identified through actual employee performance or skill gaps. Learning becomes essential based on the total connections made throughout the process. Employees are taking training not just “because my manager said so!”

COMPETENCIES

Help bridge the transition from job descriptions to actual performance evaluation with competencies. Competencies allow the job descriptions to become more universal on an overall, company-wide basis, allowing for a common, consistent approach to expectations. Establishing the defining areas for on-the-job behaviors, competencies provide a CONNECTION to training.

PERFORMANCE MANAGEMENT

Performance Management is the formal measurement of job performance. Here you can guide individual, lower-level behaviors into meaningful, aggregate results. Establishing annual goals is vital to the success of this step. With this CONNECTION to training, employees will begin to apply training in order to earn a wanted reward.

BEHAVIORS

Behaviors define the competency areas in terms of expected on-the-job performance, offering an impartial mechanism that defines success. By offering a means to determine areas of competence, opportunity, and future growth, behaviors provide another CONNECTION to training.

Questions?

Please Contact ASA University Staff. CALL 630.467.0000 EMAIL info@asa.net