Leadership & Management

Change Management

New York City
View more

Managing People

View more

Supply Chain Management (SCM)

View more

Train The Trainer

View more

Career Development and Succession Planning

San Francisco
View more

The Art of Crisis Management

New York City
View more

Competency-Based Management


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