INTRODUCTION
A competency framework defines the knowledge, skills, and attributes needed for people within an organization. Competencies have been defined in a variety of ways but most models include the elements of knowledge, abilities, skills, personal characteristics, behaviors and/or qualities that are linked to organizational objectives and are key to producing results. In this respect, the discipline of management and human resources had the tendency to describe competence to refer to what people need to do to perform a job and were concerned with effect and output rather than effort and input. Competency describes the behavior that lies behind competent performance, such as critical thinking or analytical skills, and described what people bring to the job. The intention is to develop a framework for the companies that are in accordance with the behaviors, qualifications and the culture of their employees.
PROGRAMME OBJECTIVES
- Developing rapport, trust and ethical relationships with employers and employees
- Accurately eliciting and synthesizing relevant information and perspectives of managers and other colleagues
- Accurately conveying relevant information and explanations to managers and other professionals;
- Developing a common understanding on issues, problems and plans that the company faces in cooperation with the workers and employers
- Conveying effective oral and written information about the performance of the company
WHO SHOULD ATTEND?
- Executives
- Managers
- Supervisors
- Anyone involved in competency based management techniques
PROGRAM OUTLINE
- What are competence and competency frameworks?
- Basic principles of competency
- Developing a competency framework
- The practical use of competencies
- Strengths and weaknesses
- Core competencies
- Linkage to business plans, strategies, and objectives
- Organizational principles
- Developing customized competencies
- Conducting Job analysis
- Job descriptions
- Required competency levels for certain positions
- Competency mapping
- Regulatory or other compliance issues
- Predictions for the future of the organization or industry
- Customer and supplier requirements
- Competency dictionary
- Types of technical competency
- The six behavioural competencies
- Adaptability/decisiveness
- Initiative/perseverance
- Interpersonal skills
- Organizational skills
- Stress management
- Valuing service and diversity
- Peer and self-assessment of performance
- Competency gap
- Developing assessment criteria
- Validate and revise competencies as necessary
- Rewarding the competencies
- Providing coaching and external training
- Communicating with the other companies in the relevant field of activity
