Competency-based Human Resources Management

Competency-Based Human Resources Management

OBJECTIVES

• 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 the recruitment and selection processes.
• Learn how to use competencies for identifying training needs.
• Use competencies and behavioral indicators to design performance appraisal systems.

WHO SHOULD ATTEND? 

Managers, superintendents, supervisors and officers in the functions of human resources and/or training and development. The program 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.

COURSE OUTLINE

Introduction and Definitions

• Competencies: History and Definition
• Competency Components: The Differences 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

Competency Analysis

• Extracting Competencies from Strategic Plans
• Key Result Areas, Core Competencies and Core Values
• The 7 Methods for Validating Competency Models

Competency Based Selection

• The Use of Competencies for Defining Job Requirements
• Designing and Conducting Competency-Based Interviews

Competencies in Training and Development

• Classical Approaches in Identifying Training Needs
• The Use of Competencies in Conducting Gap Analyses

Competency-based Appraisal Systems

The Use of Competencies as Criteria for Measuring Performance: Advantages and Disadvantages