Competencies – Design, Development and Implementation :: مركز المجد للجودة وتطوير الموارد البشرية

Training Course Objectives

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.

Training Course Content

Human Resources Management (HRM)

Definitions and Objectives of HRM

The Main Functions in HR

Examples of HR Organization Charts

Recruitment and Selection Cycle

Training and Development Cycle

Performance Management Cycle

Compensation and Benefits Cycle

Competencies: History and Definitions

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

The Use of Behavioral Indicators

Behavioral versus Performance Indicators

Level Customization

Competency Job Profiles versus Job Descriptions

Competency Job Profiles and Personal Profiles

Competency Gap Analysis

Competency Analysis

Extracting Competencies from Strategic Plans

Introduction to HR Strategies, Vision and Mission Statements

Critical Success Factors

Key Result Areas

Core Competencies

Core Values

Competency-Based Selection

Defining Job Requirements

Designing and Conducting Competency-Based Interviews

Competency-Based Selection

Competencies in Training and Development

Classical Training Needs Analysis (TNA)

Competency-Based TNAs

Competencies in Succession Planning

Advantages and Disadvantages

Translating Personal Competence to an Appraisal Rating: The Main Formula