Certificate in Competency Development and Implementation - Virtual Learning

Course Objectives

Certificate in Competency Development and Implementation - Virtual Learning

Course Objectives
By the end of the course, participants will be able to:

Define competencies, describe their history and explain the important role they play in human resources 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
Utilize competencies and behavioral indicators in performance appraisal systems
Target Audience
Managers, supervisors, administrators, specialists, team leaders, business partners and officers in the functions of human resources and training and development. The course 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.

Target Competencies
Relating and networking
Persuading and influencing
Analytical thinking
Applying expertise and technology
Following instructions and procedures
Planning and organizing

Course Outline

Human Resources Management (HRM)Definitions and objectives of HRMThe main functions in HRExamples of HR organization chartsRecruitment and selection cycleTraining and development cyclePerformance management cycleCompensation and benefits cycle
Competencies: history and definitionsHistory of competenciesOrigins and definitionsComponents of competenciesDifferences between knowledge, skills and competenciesThe iceberg modelCompetence versus competency
Competency frameworks and modelsTypes of competenciesStandard levels of competenceThe use of behavioral indicatorsBehavioral versus performance indicatorsLevel customization of behavioral indicatorsCompetency job profiles versus job descriptionsCompetency job profiles and personal profilesCompetency gap analysis
Competency analysisExtracting competencies from strategic plansIntroduction to HR strategiesVision and mission statementsCritical success factorsKey result areasCore competenciesCore values
Competency based selectionDefining job requirementsDesigning competency based interviewsConducting competency based interviewsCompetency based selection
Competencies in training and developmentClassical Training Needs Analysis (TNA)Competency based TNAsCompetencies in succession planning
Competency based appraisal systemsAdvantages and disadvantagesTranslating personal competence to an appraisal ratingThe main formula used

Per participant


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