Workplace Learning and Performance (WLP)
Updated as of August 29, 2011
The ASTD WLP Competency Model for Learning and Performance was derived from an in-depth, comprehensive study of the learning profession. The model identifies the roles, areas of expertise, and foundational competencies for professionals in the learning and performance field. The ASTD WLP Competency Model is the foundation for the ASTD Certification Institute's Professional Certification Program.
Take the ASTD Career Navigator challenge to assess your skills and chart your career against the ASTD Competency Model.
See the one-page overview about the model. (PDF)
(New) Social Learning Area of Expertise (AOE) updates the ASTD Competency Model.
The updated ASTD WLP Competency model reflects social learning’s place in the work environment and its dramatic effects on professional learning and development. The following publications and materials provide you with the details and implications of Social Learning.
Contact JNaughton@astd.org for more Social Learning study results.
1. Roles
Roles are groupings of targeted competencies. An individual’s job may encompass one or more roles, similar to different "hats" that one might have to wear. Roles should not be interpreted as "titles."
At the top of the competency model are four roles, or lenses through which WLP practitioners may view the model:
- learning strategist
- business partner
- project manager
- professional specialist
A WLP professional may play one or more roles in his or her job.
AOEs are the specialized knowledge/skills an individual needs to perform in a learning and performance role. An individual may need expertise in one or more areas. As part of the 2004 initiative to build a competency model for learning and performance professionals, ASTD identified 10 areas of expertise, deemed critical for workplace learning and performance (WLP) professionals:
- career planning and talent management
- coaching
- delivering training
- designing learning
- facilitating organizational change
- improving human performance
- managing the learning function
- social learning (NEW)
- managing organizational knowledge
- measuring and evaluating
3. Foundational Competencies
The ASTD Competency Model represents the idea of foundational competencies and defines relevant behaviors for learning and performance professionals. It is essential that WLP professionals fortify their foundation by keeping in touch with resources that build and refresh these skill sets.
These foundational competencies are categorized as follows:
- Interpersonal: how well you work with, manage, and influence people, policy, and change.
- Business and Management: how well you analyze situations, make decisions, and implement solutions.
- Personal: how well you adapt to change and make personal decisions to enhance your career.
