Program Objectives:

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 and 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.
* Utilize competencies and behavioral indicators in performance appraisal systems.

This Program is designed for:
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. This program is worth 25 NASBA CPEs.

Program Fees:
Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy

Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.

Program Outline:

Competencies

* 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 Behavioral Indicators
* Competency Job Profiles versus Job Descriptions
* Competency Job Profiles and Personal Profiles
* Competency Gap Analysis

Competency Analysis

* Extracting Competencies from Strategic Plans
* Key Result Areas, Core Competencies and Core Values

Competency-Based Selection

* Defining Job Requirements
* Designing and Conducting Competency-Based Interviews
* Competency-Based Selection

Competencies in Training and Development

* Classical TNAs
* Competency-Based TNAs
* Competencies in Succession Planning

Competency-Based Appraisal Systems

* Advantages and Disadvantages
* Translating Personal Competence to an Appraisal Rating: The Main Formula

Pre-requisites
None

Delivery Type
Group-Live