Competency-Driven Management

Introduction:

Competency-Driven Management is essential for optimizing both individual and collective performance in the face of complex challenges. These challenges include understanding behavior, aligning people with appropriate roles, and maintaining their motivation. This course provides a thorough introduction to competency-based management and training, offering insights on how to apply these concepts to significantly enhance productivity and job performance.

Objectives:

By the end of this Competency-Driven Management training course, participants will be able to:

• Define competencies and distinguish them from skills and tasks.
• Implement competency-based management to enhance HR systems in both public and private organizations.
• Differentiate between leadership, technical, and behavioral competencies.
• Align competencies with organizational objectives and values to manage staff performance effectively.
• Apply competencies across various HR functions, including recruitment, assessment, development, talent management, performance management, and succession planning.

Training Methodology:

• Interactive Workshops
• Case Studies
• Role-Playing Exercises
• Simulation Activities
• Group Discussions
• Hands-On Practice
• Peer Feedback Sessions
• Self-Assessment Tools
• Technology Demonstrations

Course Outline:

Unit 1: The Links Between HR and Competencies

• Examination of competencies in the context of competency-based management.
• Expectations of HR from support managers, team leaders, and supervisors.
• Responsibilities of support managers, team leaders, and supervisors.
• Convergence of values, strategy, and HR within competency-based management.
• Approaches to developing a competency framework, including behavioral event interviewing and focus groups.
• Strategies for gaining organizational buy-in.
• HR Framework on Competency Bases.
• Technical, human, and leadership competencies.

Unit 2: Competencies and Recruitment

• Complexity of the design process: definitions, negative indicators, and positive indicators.
• Recruitment strategies embedded in competency-based management.
• Tailoring a Competency Model for Recruitment.
• Use of assessment centers in competency-based selection processes.
• Case studies of Further Education Assessment Centers in the UK education system.
• Onboarding and personal development within a competency framework.

Unit 3: Competency-Based Performance Management

• Implementation of performance management through competency models.
• Four steps in competency-based performance management: objectives setting, feedback provision, coaching, and appraisal.
• Alignment of periodic performance reviews with stated competencies.
• Pay-for-performance under competency-based appraisal.
• Steps to establish a performance management system: consultation, communication, training, and alignment.

Unit 4: Talent Management and Competencies

• Attracting talent using a competency-based approach.
• Competency-based career planning and its implications for talent retention.
• Techniques for effective succession planning within a competency-based management framework.
• The role of competency-based training and development in talent management.

Unit 5: Shaping Behavior and Managing Culture through Competencies

• Developing values linked to competencies to control organizational culture.
• Examining motivation in relation to competency-based reward systems.
• Comparison of extrinsic versus intrinsic rewards.
• Empowerment and accountability within competency-based management.
• Strategies for downsizing while maintaining required competencies.
• Measuring improvement through self-assessment techniques.
• Using 360-degree feedback mechanisms to enhance skills.