The purpose of this seminar is to:
> Communicate the concepts of Competency Development (CD)
> Equip the participants with fundamental CD development skills
> Explain how to assess the best approach to CD design and implementation in different organizations
The training method involves:
> Description of the theory
> Reinforcement of the theory by case studies
> Involvement of the participants by techniques such as role play and games
> Reinforcement of the learning by techniques such as mini-quiz
> Resolution of queries by question-and-answer
Why competency models are important
Organizations worldwide, both private and public, are rapidly discovering that stakeholders such as voters, shareholders, customers, suppliers and employees are evaluating performance in the delivery of the goods and services that enhance the quality of life. The performance of the organization is in areas such as its delivery of its strategy to achieve its vision and mission, to deliver satisfactory financial performance, customer satisfaction and quality goods and services all along its value chain.
When performance needs to be improved, there are many well-established management tools available, such as strategic planning, balanced scorecard, shareholder value-added, customer relationship management, total quality management, six sigma, business process redesign, change management, innovation, competency development, leadership development and 360-degree feedback.
Our experience is that one of the most powerful tools available is employee competency development, in that the bottom line improvements from this technique are usually the greatest.
How the competency model works
Working backwards from the organization's strategy and how the organization's business processes and organization structure support this, the competency model identifies the skills required to perform each function in each business...
Course participants will learn to:
> Review strategic planning to understand how the organization's business processes and organization structure support it
> Understand how Key Performance Indicators ( KPI s ) are used to measure performance, how to select them, how to avoid measuring the wrong things
> Prioritize interventions to improve the strategically important areas first
> Develop champions of performance improvement within the business processes
> Develop leadership competencies in advance of the devolution of leadership responsibilities
> Base succession planning on the competency model
> Develop Employee Job Proficiency Reports
> Develop and implement culture change via 360 degree feedback programs, including the development of tempates in Excel spreadsheets