In today’s dynamic and competitive environment, the ability to objectively assess the competency of personnel within an organisation has become increasingly critical. Whether it's for performance reviews, recruitment, interviews, promotion, talent identification, or technical capability assessment, having a structured and consistent approach is essential.
This Competencies: Design, Development and Implementation training course is specifically designed to support professionals involved in designing, developing, implementing, or assessing individuals using Competency Framework systems within their organisations.
This highly interactive and practical course provides participants with the essential knowledge, understanding, and skills needed to effectively design, apply, and evaluate competencies and competency frameworks. Participants will explore key terminology, learn how to build and refine competency systems, and understand the essential elements for successful integration into organisational culture. Moreover, the course focuses on identifying gaps between current and required competencies and equipping employees to meet expected standards.
This Energy Training Centre training course will cover:
- Key design considerations when creating a competency framework
- How to define and write both behavioural and technical competencies aligned with business objectives
- Techniques for identifying and addressing competency gaps
- Strategies for planning, communicating, and embedding competency frameworks into organisational culture
- Methods for reviewing and continuously improving the competency system
- Practical applications in recruitment, assessment, talent identification, and employee development
- Effective communication of the framework to stakeholders and the wider organisation
By the end of this Competencies: Design, Development and Implementation training course, participants will be able to:
- Clearly understand and define competencies
- Develop and implement a competency framework tailored to organisational needs (technical and behavioural)
- Objectively assess employee competencies, identify gaps, and raise awareness to required levels
- Write clear and concise competency statements
- Apply the framework in various HR processes including recruitment, assessment, and development planning
This training course uses a dynamic mix of training techniques, including facilitated group discussions, individual exercises, case studies, real-world examples, competency framework creation, and multimedia presentations. These methods are designed to engage adult learners and promote practical application in the workplace.
Organisations that invest in this Competencies: Design, Development and Implementation training course will benefit from:
- Enhanced effectiveness in competency framework development and implementation
- Improved confidence and consistency in competency-based HR practices
- Reduced issues in performance management, promotion, and talent identification
- More robust and aligned employee performance systems
- Empowered employees contributing more effectively to organisational success
As a participant, you will gain:
- Practical experience with multiple approaches to competency development
- Strong planning and organisational skills for implementing competency frameworks
- A thorough understanding of competency-related terminology and methodology
- Enhanced interpersonal skills to influence and drive results through others
This Competencies: Design, Development and Implementation training course is suitable to a wide range of professionals involved in competency development and assessment, but will greatly benefit the following individuals:
- Human resources personnel
- Learning and development personnel
- Talent development specialists
- Line managers
Day One: Designing the Competency System
- Why have a framework? Defining the Business Purpose
- ‘Competency / Competencies’ and ‘Competence / Competences’
- Aligning the Required Competencies to Business Objectives and Strategy
- Framework Structure: Technical or Behavioural – Specific or generic?
- Data Gathering Methods
- Utilization of the System: On-line or Paper-based?
Day Two: Developing the Competency Framework System
- Consideration of Assessment Factors
- Creating and Writing the Framework Terminology
- Examples of Frameworks: Keep It Simple
- Testing and Calibrating the Competency Framework
- Review the Framework: Continual Improvement
Day Three: Behavioural Frameworks: Design and Development
- Identification of the Behaviours to Measure
- Defining the Behavioural Competency Criteria and Levels
- Methods of Assessment and Utilisation: Psychometrics
- Competency Requirements of People to Assess
Day Four: Technical Frameworks: Design and Development
- Defining the Technical Behaviours to be Measured
- Measurement Methods, Levels and Assessment
- Technical Data Gathering and Assessment
- Competency Requirements of People to Assess
Day Five: Implementation and Assessment of the System
- Utilising the Frameworks for Recruitment, Assessment and Development
- Implementation Strategy Plan
- Communication Plan to Ensure Full-cooperation and Buy-in
- Developing a Training Strategy of those Using the System
- Review and Feedback of the System
- Next Steps
