Competencies: Design, Development and Implementation

OVERVIEW

It has become important to be able to objectively assess the competency of personnel with an organisation, whether for reviews, interviews, promotion, performance management, as some typical examples, in order to assess their technical capability or defining talent and high potential. Elevating the human resources practice in any organization and turning it into a systematic approach based on factual observations and numbers is how we will take the HR profession to the next level. There are the solutions based on competencies will help HR professionals play a strategic partnership role in the organizations. The methods and information gained on this training workshop can be utilized within any organisation. You will learn the key aspects of defining terminology related to competency systems, how to develop and refine your system and finally the key factors involved with implementing this into the organisation as part of the culture.This course is essential development for those who are directly involved with competencies and competency frameworks

OBJECTIVES

By the end of this training course, participants will be able to:

• Define competencies, their history and the important role they play in human resources and the organization
• Apply competencies in the recruitment and selection processes
• Analyze the main components of a competency and the differences between each
• Design and produce a competency framework and model by extracting competencies from business plans
• The development factors required to ensure that the competency framework system is fit for purpose and provides value to the organisation.
• The planning, communication and training requirements to implement the competency framework system into the business
• The reviewing of the competency framework system to ensure continual on-going improvement

TARGET PARTICIPANTS

Managers, superintendents, supervisors and officers in the functions of Human Resources and/or training and development. The program is also very useful for line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees

COURSE CONTENTS

COMPETENCY FRAMEWORKS AND MODELS

• Types and Standard Levels of Competence
•  Behavioral Indicator’s usage
• Level Customization
• Competency Job Profiles versus Job Descriptions
• Competency Job Profiles and Personal Profiles
• Competency Gap Analysis

COMPETENCY ANALYSIS

• Extracting Competencies from Strategic Plans
• Introduction to HR Strategies, Vision and Mission Statements
• Critical Success Factors
• Key Result Areas

COMPETENCY-BASED SELECTION

• Job Requirements
• Competency-Based Interviews
• Competency-Based Selection

COMPETENCIES IN TRAINING AND DEVELOPMENT

• Classical Training Needs Analysis (TNA)
• Competency-Based TNAs
• Competencies in Succession Planning
• Advantages and Disadvantages