Abstract
This study examines the factors that contribute to competency model effectiveness from a trainee perspective. The reaction level of the Kirkpatrick evaluation of training is used to create a theoretical framework of the relationships between the competency model design of employee development, work environment variables and the perceived effectiveness of the competency model of employee development. Participants in a competency-based training program at a large oil company in the UAE were surveyed to measure their perceptions of the program (n = 375). Hypothesised relationships of the theoretical framework were analysed using structural equation modelling. Factors that contribute to the perceived effectiveness of the competency-based model of training were found to be the model goals, the relevance of the content and material to the trainees' job, the assessment of the trainees' competencies and the little or no coaching that they received. Implications for the development of successful competency-based training initiatives are discussed.
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