This model has since been attributed to Abraham Maslow since he was a tutor at the facility at the time of its discovery.
The competency model of training has made a remarkable contribution to achieving competency-based education movement to the training of professional psychologists. The model helps the management to strike a balance between the utilization of human resources and business strategies. The competency model helps human resource professionals to decide on such pertinent issues that are likely to increase the productivity of the organization. Among the strategies is the need to create understanding and awareness among the employees and advise them on why change is important and why competence will be essential in managing the change. There is also need to enhance workforce skills through constant training of the employees as this strategy helps employees gain unconscious competence hence improving their speed of handling tasks.
The competency model of training is responsible for motivating the employees into going an extra mile in doing their duties since there is a promise of a reward and incentive. Competence models increase the link between performance, pay and employee appraisal hence it is very applicable to any organization that values corporate values and culture (Donovan, 2009, p 30). The matter of competence in training is a critical factor, therefore, the training manager needs to create an integrated workforce based on an understanding of the level of competence required by the organization. It is only after undertaking an analysis of the competency model that the manager can accurately assess the strengths and weaknesses of all the employees.
The second part of the paper wants an explanation for the role and importance of the relationship between competency and the practice of professional psychology.