• The objective of this course is to equip you with the knowledge and skills to practice competencies – design, development and implementation in your organization. By the end of this course, you will be able to:
  • Understand the concept and importance of competencies and competency frameworks in organizations
  • Identify and analyze the competencies that are relevant and critical for your organization and its roles, functions, and levels
  • Design and develop competency frameworks that support your organization’s business strategy and culture
  • Implement and use competency frameworks in various human resources processes, such as recruitment, selection, performance management, training, and development
  • Evaluate and improve your competencies – design, development and implementation effectiveness and impact

This course is designed for HR professionals, managers, and leaders who want to improve their competencies – design, development and implementation skills and abilities, and to enhance their organization’s performance and potential. This course is suitable for anyone who has a direct or indirect responsibility for creating or applying competency frameworks in their organization, such as HR directors, HR managers, HR specialists, HR consultants, competency designers, and competency managers.

• Gain a comprehensive and practical understanding of competencies and competency frameworks and their benefits for organizations and individuals
• Learn and practice the essential competencies – design, development and implementation skills and techniques that will help you create and apply effective competency frameworks in your organization
• Discover and apply the best practices and challenges of competencies – design, development and implementation in various situations and contexts
• Learn how to use and manage competencies – design, development and implementation tools and platforms, such as feedback, surveys, and analytics, to support and enhance your competency process and outcomes
• Receive feedback and guidance from experienced and certified competencies – design, development and implementation instructors and practitioners

Course Outline: Day 1: Introduction to Competencies and Competency Frameworks

• What are competencies and why are they important for organizations?
• The difference between competencies and other forms of human resources management, such as qualifications, skills, and experience
• The role and responsibilities of the HR function and the HR professionals in competencies – design, development and implementation
• The competencies – design, development and implementation process and cycle
• The competencies – design, development and implementation models and frameworks, such as the Harvard model, the Michigan model, and the resource-based view

Day 2: Competencies – Design and Development

• The types and features of competencies, such as technical competencies, behavioral competencies, and core competencies
• The process and techniques of identifying and analyzing the competencies that are relevant and critical for your organization and its roles, functions, and levels
• The process and techniques of designing and developing competency frameworks that support your organization’s business strategy and culture
• The best practices and challenges of designing and developing competency frameworks
• The case studies and examples of designing and developing competency frameworks, such as Google, Netflix, and Starbucks

Day 3: Competencies – Implementation and Use

• The types and features of competency frameworks, such as generic competency frameworks, role-specific competency frameworks, and level-specific competency frameworks
• The process and techniques of implementing and using competency frameworks in various human resources processes, such as recruitment, selection, performance management, training, and development
• The best practices and challenges of implementing and using competency frameworks
• The case studies and examples of implementing and using competency frameworks, such as Zappos, Southwest Airlines, and Unilever

Day 4: Competencies – Design, Development and Implementation Tools and Platforms

• The types and features of competencies – design, development and implementation tools and platforms, such as feedback, surveys, and analytics
• The role and importance of competencies – design, development and implementation tools and platforms for competencies – design, development and implementation
• The process and techniques of using and managing competencies – design, development and implementation tools and platforms, such as data collection, data analysis, and data visualization
• The best practices and challenges of using and managing competencies – design, development and implementation tools and platforms
• The case studies and examples of using and managing competencies – design, development and implementation tools and platforms, such as Facebook, ExxonMobil, and Procter & Gamble

Day 5: Competencies – Design, Development and Implementation Effectiveness and Impact

• The methods and measures of evaluating competencies – design, development and implementation effectiveness and impact, such as self-assessment, peer assessment, and client assessment
• The tools and indicators of evaluating competencies – design, development and implementation effectiveness and impact, such as competencies – design, development and implementation evaluation forms, competencies – design, development and implementation logs, and competencies – design, development and implementation metrics
• The feedback and improvement loop for competencies – design, development and implementation effectiveness and impact
• The personal and professional development plan for competencies – design, development and implementation effectiveness and impact
• The reflection and celebration of competencies – design, development and implementation achievements and learnings.

To enhance learning and practical application of concepts, the training course will use a combination of interactive lectures, case studies, group discussions, practical exercises, and real-world examples. Participants will also get the chance to collaborate on group projects and create action plans adapted to the needs of their respective organizations.