Competencies lie at the heart of integrated approaches to human resource management.
This course provides hands-on experience of systematic job analysis techniques which are essential to ensure that competencies are defined accurately and reflect the organization’s short and long term objectives.
The course will be highly participative involving individual and small group work including role plays, discussions, etc.
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.
- Learn where competencies come from and apply the main steps in designing competency frameworks and models.
- Apply competencies in recruitment and selection processes.
- Learn how to use competencies for identifying training needs.
- Use competencies and behavioral indicators to design performance appraisal systems.
Introduction and Definitions
- Competencies: History and Definition
- Competency Components: The difference between Knowledge, Skills and Competencies
Competency Frameworks and Models
- Types of Competencies and the Various Names Used to Describe Them
- Levels of Competence and Behavioral Indicators
- Competency Job Profiles Versus Personal Profiles
- Extracting Competencies from Strategic Plans
- Key Result Areas, Competencies and Core Values
- The Methods for Validating Competency Models
Competency Based Selection
- The Use of Competencies for defining Jobs requirements
- Designing and Conducting Competency-Based Interviews
Competencies in Training and Development
- Classical Approaches in Identifying Training Needs
- The Use of Competencies in Conducting Gaps Analyses
Competency-Based Appraisal Systems
- The Use of Competencies as Criteria for Measuring Performance: Advantages and Disadvantages