Certificate in Competency Development and Implementation

Why Attend

Turning the human resources practice in an organization into a systematic approach based on factual observations and numbers is how the HR profession will go to the next level. Providing line managers and the organization with HR solutions based on competencies will help HR professionals play a strategic partnership role in their organizations. Join us and learn about competencies, and how you can implement this wonderful concept in your HR department and in all of your HR practices. This course will teach you about competencies in an easy and rational approach that will make you feel confident about this important topic.

  • 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 Competencies

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

What is the target audience?

  • 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.

Human Resources Management (HRM)

1
Definitions and objectives of HRM
2
The main functions in HR
3
Examples of HR organization charts
4
Recruitment and selection cycle
5
Training and development cycle
6
Performance management cycle
7
Compensation and benefits cycle
8
Compensation and benefits cycle

Competencies: history and definitions

1
History of competencies
2
Origins and definitions
3
Components of competencies
4
The iceberg model
5
Competence versus competency

Competency frameworks and models

1
Types of competencies
2
Standard levels of competence
3
The use of behavioral indicators
4
Competency job profiles versus job descriptions
5
Competency job profiles and personal profiles
6
Competency gap analysis

Competency analysis

1
Extracting competencies from strategic plans
2
Introduction to HR strategies
3
Critical success factors

Competency based selection

1
Defining job requirements
2
Designing competency based interviews
3
Conducting competency based interviews
4
Competency based selection

Competencies in training and development

1
Classical Training Needs Analysis (TNA)
2
Competencies in succession planning
3
Competency based TNAs

Competency based appraisal systems

1
Advantages and disadvantages
2
Translating personal competence to an appraisal rating
Kampala, Uganda
22 - 26 February 2021

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Lectures: 31

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Working hours

Monday 9:30 am - 6.00 pm
Tuesday 9:30 am - 6.00 pm
Wednesday 9:30 am - 6.00 pm
Thursday 9:30 am - 6.00 pm
Friday 9:30 am - 5.00 pm
Saturday Closed
Sunday Closed