By the end of the program, participants will be able to:
- 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.
This program is designed for:
Managers, superintendents, supervisors and officers in the functions of Human Resources and/or training and development. The program is also very useful for line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees. This Meirc program is approved by the HR Certification Institute (HRCI). Credit Hours = 30
Locations & Dates:
14 - 18 Apr 2013
Arjaan By Rotana Dubai Media City
24 - 28 Nov 2013
Jumeirah Creekside Hotel
Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.
One extra free place for every 2 paid nominees
Delivery Type: Group-Live
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.
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
- Extracting Competencies from Strategic Plans
- Introduction to HR Strategies, Vision and Mission Statements
- Critical Success Factors
- Key Result Areas
- Core Competencies
- Core Values
- 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
Competency-Based Appraisal Systems
- Advantages and Disadvantages
- Translating Personal Competence to an Appraisal Rating: The Main Formula