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Competency Development and Implementation

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Why Attend

Turning the human resources practice in an organization into a systematic approach based on factual observations and numbers is how the HR profession will go to the next level. 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 practical concept in your HR department and all your HR practices. This course will teach you about competencies in a straightforward and rational approach that will make you feel confident about this important topic.

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Course Methodology 
Presenting, analyzing, and developing concepts are some of the methods used in this course. Without discounting the importance of the small daily lecture, a lot more focus is given to practical applications and game-based activities. Course Objectives By the end of the course, participants will be able to:
  • Describe the primary functions in human resources and their relevant terms
  • Define competencies, describe their history, and explain the critical role they play in human resources and the organization
  • Analyze the main components of a competency and the differences between each
  • Extract core and technical competencies through the analysis of organizational strategies and/or business plans
  • Apply competencies in recruitment and selection, training and development, and performance management
Target Audience Managers, supervisors, administrators, specialists, team leaders, business partners, and officers in human resources and training and development. The course is also useful for line managers whose organization is currently or about to start using competencies as a framework for recruiting, selecting, and training employees. Target Competencies
  • Competency analysis
  • Analytical thinking
  • Competency extraction
  • Competency writing
  • Competency-based recruitment
  • Competency-based training

Human Resources Management (HRM)

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

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

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

Competency Analysis

  • Extracting competencies from strategic plans
  • Introduction to HR strategies
    • Vision and mission statements
  • Critical Success Factors (CSFs)
    • Key Result Areas (KRAs)
    • Core competencies
    • Core values

Applications of Competencies in Human Resources

  • Competency-based selection
    • Designing competency-based interviews
    • Conducting competency-based interviews
    • The selection decision
  • Competencies in training and development
    • ​Competency-based TNAs
    • Competencies in succession planning
  • Competency-based appraisal systems
    • Translating personal competence to an appraisal rating
      • The main formula used

 






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