Leadership & Management

Change Management

New York City
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Managing People

Shanghai
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Supply Chain Management (SCM)

Toronto
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Train The Trainer

Shanghai
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Career Development and Succession Planning

San Francisco
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The Art of Crisis Management

New York City
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Competency-Based Management

Introduction

There are so many ways to manage your people in which Competency-Based Management is one of the most important techniques for all levels of management  

 

 

 

How you will benefit

  • Define competencies, their history and the important role they play in Human Resources and the organization.
  • Analyze the main components of a competency, the differences between each and their relevance to HR processes.
  • Discover where competencies come from and apply the main steps in designing competency frameworks and models.
  • Identify the main steps involved is assessing employee competence and the reliability of each step.
  • Apply competencies in the recruitment and selection processes.
  • Use competencies for identifying training needs, talent pools and succession plans.
  • Utilize competencies and behavioral indicators in performance appraisal systems

Who should attend

  • Business leaders keen to develop themselves, or their people
  • Managers genuinely interested in pushing ahead of the pack
  • Human Capital specialists
  • Organisational Development Managers
  • People Strategists

What you will cover

Module 1: Competencies

  • Components: Differences between Knowledge, Skills and Competencies
  • The Iceberg Model
  • Competence versus Competency

Module 2: Competency Frameworks and Models

  • Types of Competencies
  • Standard Levels of Competence
  • Customized Levels: The Use of Behavioral Indicators
  • Competency Job Profiles versus Job Descriptions
  • Competency Job Profiles and Personal Profiles
  • Competency Gap Analysis

Module 3: Competency Analysis

  • Extracting Competencies from Strategic Plans
  • Key Result Areas, Core Competencies and Core Values
  • Validating Competency Models

Module 4: Competence Assessment

  • Can Competence Be Measured?
  • Measuring Knowledge and Skill
  • Measuring Attitude and Ability
  • The Use of Psychometrics

Module 5: Competency-Based Selection

  • Defining Job Requirements
  • Designing and Conducting Competency-Based Interviews
  • Competency-Based Selection

Module 6: Competencies in Training and Development

  • Classical TNAs
  • Competency-Based TNAs
  • Using Competencies for Determining Talent Pools
  • Competencies in Succession Planning

Module 7: Competency-Based Appraisal Systems

  • Advantages and Disadvantages
  • Translating Personal Competence to an Appraisal Rating: The Main Formula
Study Time

This practical training program is designed with:

16 hours training - 2 days

Schedule