Competencies: Design, Development and Implementation

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Human Resources Management

Competencies: Design, Development and Implementation

Program Objectives:
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

Fees in US$:

Per participant $3,900
Frequent nomination $3,510
(including coffee breaks and a buffet lunch daily)

Discount Plans, Refunds & Cancellations Policy

Locations & Dates:

14 - 18 Apr 2013
Dubai, English
Arjaan By Rotana Dubai Media City map

24 - 28 Nov 2013
Dubai, English
Jumeirah Creekside Hotel map

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

Pre-requisites: None

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.

Program Outline

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