Competency Based T&D Models
Course End Date:
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.
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
Defining Job Requirements
Designing and Conducting Competency-Based Interviews
• Competencies in Training and Development
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