Competency Based T&D Models

Course Properties

Course date: 22-10-2017
Course End Date: 26-10-2017
Location Sharm El-Sheikh

Course Objective

  By the end of the program, Participants will be able to:

      • 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

      • 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

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

    • 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 

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

   •  Competence Assessment 
            Can Competence Be Measured?
            Measuring Knowledge and Skill
            Measuring Attitude and Ability
            The Use of Psychometrics
            Competency-Based Selection
            Defining Job Requirements
            Designing and Conducting Competency-Based Interviews
            Competency-Based Selection

    • Competencies in Training and Development
            Classical TNAs
            Competency-Based TNAs
            Using Competencies for Determining Talent Pools
            Competencies in Succession Planning

    • Competency-Based Appraisal Systems
            Advantages and Disadvantages
            Translating Personal Competence to an Appraisal Rating: The Main Formula