Workshop on Competency Development and Implementation

Program overview

Providing line managers and the organization with HR solutions based on competencies will help HR professionals play a strategic partnership role in their organizations. Join us and learn about competencies, and how you can implement this wonderful concept in your HR department and in all of your HR practices. This course will teach you about competencies in an easy and rational way that will make you feel confident about this important topic.

For Whom:

This program is designed for managers, supervisors, administrators, specialists, team leaders, HR business partners and officers and managers in human resources and training and development functions. This program will be beneficial for line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees.

Learning Objectives:

At the end of the program participants will be able to:

• define competencies, describe their history and explain the important role they play in human resource and the organization;
• 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;
• apply competencies in the recruitment and selection processes;
• use competencies to assess training needs, identify talent pools and produce succession plans; and
• utilize competencies and behavioral indicators in performance appraisal systems.

Course Outline:

Day 1: Human Resource Management (HRM)

• Definitions and objectives of HRM
• The main functions in HR
• Examples of HR organization charts
• Recruitment and selection cycle
• Training and development cycle
• Performance management cycle
• Compensation and benefits cycle

Day 2: Competencies: history and definitions

• History of competencies
• Origins and definitions
• Components of competencies
• Differences between knowledge, skills and competencies
• The iceberg model
• Competence versus competency

Day 3: Competency frameworks and models 

• Types of competencies
• Standard levels of competence
• The use of behavioral indicators
• Behavioral versus performance indicators
• Level customization of behavioral indicators
• Competency job profiles versus job descriptions
• Competency job profiles and personal profiles
• Competency gap analysis

Day 4: Competency analysis & Competency Based Selection

• Extracting competencies from strategic plans
• Introduction to HR strategies
• Vision and mission statements
• Critical success factors
• Key result areas
• Core competencies
• Core values
• Defining job requirements
• Designing competency based interviews
• Conducting competency based interviews
• Competency based selection

Day 5: Competencies in training and development

• Classical Training Needs Analysis (TNA)
• Competency based TNAs
• Competencies in succession planning
• Competency based appraisal systems
• Advantages and disadvantages
• Translating personal competence to an appraisal rating
• The main formula used

Training Methodology

Lectures, discussions, exercises, and case studies will be used to reinforce these teaching/learning methods.