COURSE OVERVIEW
How do you define the skills, behaviors, and attitudes that workers need to perform their roles effectively? How do you know they’re qualified for the job? In other words, how do you know what to measure? A good approach would be to link individual performance to the goals of the business. To do this, many companies use ‘competencies.’ These are the integrated knowledge, skills, judgment, and attributes that people need to perform a job effectively. By having a defined set of competencies for each role in your business, it shows workers the kind of behaviors the organization values, and which it requires to help achieve its objectives. Not only can your team members work more effectively and achieve their potential, but there are many business benefits to be had from linking personal performance with corporate goals and values.
PROGRAM OBJECTIVES
This practical workshop will help you define which competencies are necessary for success in your organization in the following ways:
- Ensure that your people demonstrate sufficient expertise.
- Recruit and select new staff more effectively.
- Evaluate performance more effectively.
- Identify skill and competency gaps more efficiently.
- Provide more customized training and professional development.
KEY CONTENTS:
Module 1 – Competency Framework Overview
- The need for competency in your organization in comparison with alternative approaches
- The impact of competencies on HR practices
- Selecting and following the competencies framework
- The benefits and challenges with competencies framework
- (Module Activity)
Module 2 – Pre-Requisites of Competency Framework
- Linking with the your organization’s Vision, mission, values and strategic plans
- Developing the needed instruments with pre-defined competencies to be tested
- Decide on how the competencies will be used. Auditing the existing employees or /and using to sect new recruits
- Communicating to all stakeholders and involving the top management before, during and after competency development
- (Module Activity)
Module 3 – Data Collection
- Testing the instruments and improving before full roll out of fieldwork
- Training the team who will do the data collection and testing the understanding
- Multiple data collection tools such as in-depth interviews, observations, job analysis, work analysis, voice of customers, etc.
- Data entry and generating the first draft of competency framework and competencies dictionary
- (Module Activity)
Module 4 – Getting Confirmation and Approval for the Competencies
- Briefing the Competency team and Heads of Departments for inputs and briefing and getting final input from top management and getting approval on competencies policies
- Producing the final report, presentation, communication kit and dictionary
- (Module Activity)
Module 5 – Communicating and Cascading the Competencies
- Communicating the competencies to employees via direct and indirect means and Training the HR team and Heads of departments and managers on use competencies
- Cascading the competencies to Recruitment Process, Performance Management, competencies to Learning & Development, Leadership Assessment & Development and Talent management & Succession Planning
- (Module Activity)
Module 6 – Implementing and Keeping Your Competencies Alive
- Issues and Challenges during implementation of competencies? What can be done to prevent such issues? The ROI of Competencies Framework, and Auditing the Competency Framework
- Keeping up with environment, market and organizational changes and incorporating such changes in your competency framework
- (Module Activity)
Module 8 – Course Wrap Up and putting it all together
- Business Case Studies
- Review of the Modules
METHODOLOGY
This program will be delivered via interactive presentation, practical hands-on activities, role-play and group & individual presentation.
ENROLLMENT & ENQUIRY |
---|
|
|