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.
- Extract competencies from business plans and apply the steps needed in designing competency frameworks and models.
- Apply competencies in the recruitment and selection processes.
- Use competencies for identifying training needs, talent pools and succession plans.
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.
- History, Origins and Definitions
- Components: Differences between Knowledge, Skills and Competencies
- The Iceberg Model
- Competence versus Competency
- Competency Frameworks and Models
- Types of Competencies
- Standard Levels of Competence
- Customized Levels: The Use of Behavioural Indicators
- Competency Job Profiles versus Job Descriptions