Certified Advanced Competency Modeling: Innovative Approaches to Building Technical and Non-Technical Competency Models

Introduction

This workshop can be delivered either as open public training programs or in-house and typically involve additional study, assignments, and assessments. Not only do these training programs prepare you for the qualification but they also focus on providing practical skills and techniques which are directly transferred to the workplace.

Objectives

At This Program You Will Learn....

• What competencies really are, including?
• 5 types of competency characteristics...and the difference between skills, knowledge, self-concept, traits, and motives.
• 2 categories of competencies...and the difference between threshold and differentiating competencies.
• How competency-based HR systems produce bottom-line results.
• How to Build Job Competency Models—the Right Way!
• How to conduct a Behavioral Event Interview (aka Key Event Interview).
• Approaches for building competency models for multiple jobs in an organization.
• How to plan and develop a focus group for competency modelling.
• How to make the case and sell a competency-based approach to top management.
• How to successfully implement a sustainable competency system.
• How to create practical, effective and integrated processes for:
• Talent Management
• Assessment, Selection, and Retention
• Succession Planning
• Performance Management
• Employee Development and 360° Feedback
• How focusing on competencies can make a positive impact on diversity, change management, and organization development initiatives.
• How to select or develop competency development programs and tools.

While developing these 7 competencies for yourself:

• Initiative—identifying what needs to be done in order to improve the selection, development and retention of talent—before being asked.
• Influencing—gaining others’ support for the process.
• Diagnostic Information Gathering—using competencySet questioning to draw out information required for model building.
• Analytical Thinking—using a logical, systematic, sequential approach.
• Conceptual Thinking—applying a theoretical framework to solve a complex organizational problem.
• Facilitating of Groups—effectively generating data and support from expert panels and focus groups in order to build and validate models.
• Written Communications—writing job models in clear and concise language that all employees can understand and apply.

Training Methodology

This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practice. Participants will have the opportunity to share with the facilitator and other participants on what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.

Who Should Attend?

This certification program is addressed to:

• Human Resource professionals wanting to develop their knowledge and skills, and attain a world-class professional certification
• Talent Management professionals, including senior professionals, wanting to have a thorough understanding of matters related to Competency concepts and processes as well as the skills that are essential for the effective management of their departments, units and organisations.
• Senior HR professionals wanting to bring best practices to their organisations and gain the most up to date knowledge on HR issues
• Business owners and Managers who are responsible for the HR function

Course Outline

Overview & Conceptual Framework

• Welcome and Introductions
• Overview of workshop utilizing a 6-step model building process.
• Competencies: what are they?
• Research and background
• What is a competency model
• Criteria for a good competency model
• Value and benefits of job competency models

Building Competency Models Conceptualizing the Project

• Thinking through the business need
• Clarifying the need with the sponsor
• Developing an approach
• Gaining the sponsors support for the approach
• Three approaches to competency model building

Building Competency Models Project Planning

• Stakeholder analysis
• Structure of the project plan

Project Data Collection

• Data collection tasks
• Primary data collection methods
• Secondary data collection methods
• Complete data gathering exercises

Project Data Analysis and Coding

• General approach for analyzing data
• Analyzing data from job analysis interviews
• Analyzing data from structured event interviews
• Integrate data from all sources
• Target data exercise
• Coding Exercise
• Analyzing data from resource panels

Building the Competency Model

• Select a set of competencies
• Create behavioural indicators
• Identify clusters
• Prepare draft of model
• Review with sponsors

Individual Consulting Help (in Small Groups)

Each participant reviews his/her back home project, implementation plan, challenges, issues, etc. and receives consulting help from EcoMan consultant/instructor and others in the group

Technical vs. Behavioral Competencies

Developing Applications

• Professional Development and Training
• Selection
• Performance Management
• Succession Planning
• Other–Compensation, Culture change
• Group discussions on specific applications

Summary and Program Wrap-up