Employee Competency Assessment
By attending this course, you will be able to review and improve your organization’s capability to use a range of competency tools and applications to enhance leadership, performance, learning & development, talent & succession planning, and employee engagement for the benefit of the business. This course covers how to make the business case for competencies, identifying and planning an appropriate approach to introducing competencies to your organization, and using competency frameworks to support a range of HR and Learning & Development aspects to support the business.
· Use the competencies to support the main HRM strategies to achieve sustainable business performance
· Build effective competency frameworks for the benefit of the organization and the employee, including evaluating competency frameworks in order to identify and create an appropriate approach for your organization
· Learn from best practice to implement competency frameworks and get buy-in
· Learn how competencies can be used to manage performance, support learning & development, support talent spotting and retention, support succession planning, and improve employee engagement
· Link performance plans (individual employee success) and organizational excellence
· Acquiring effective tools to structure programmes to accelerate the learning and development process
· Employ competencies as a strategy for talent spotting and retention, and succession planning
· Map behaviors for leadership
Use of competency frameworks to drive higher employee engagement
Making the business case for competencies:
· Defining the main HRM strategies which competencies support to achieve sustainable business performance
· Competency assessment as a “people tool” for HR and the organization: How could it drive superior performance?
· The key responsibility of the HR function, line management and the individual: How these roles interact?
· Redefining competency framework to ensure consistency and conformity of job matching process
Constructing effective competency frameworks for the benefit of the organization and the employee:
· The principles of good objective setting: reaping the benefit of a focused approach
· Gaining stakeholders’ buy in and support throughout the implementation and application of the competency framework
· Implementing an organization wide framework to ensure consistency.
Tips for undertaking desk research and writing competencies:
· Using profiling to create the framework
· Gathering informative data to effectively test and validate the framework
· Establishing job role definition
· Writing levels into competencies
Mapping leadership traits within competency frameworks:
· Gaining competitive advantage: linking leadership and talent development to the overall business strategies
· Assessing the degree of competencies aligned to strategic growth of the leaders
· Exploring the latest tools available to accurately evaluate an individual’s leadership capabilities
How to link performance plans (individual employee success) and organizational excellence:
· Processes and procedures for setting objectives and managing performance
· Developing “Performance Evaluation and Planning” for employee’s overall job evaluation
· Gathering informative data
· Establishing job role definition for job matching purposes
· Consistently monitoring the current assessment in place to promote job ownership
· Validating and revising the competency performed to ensure maximum effect
Adopting qualitative measurement of employees to drive higher performance:
· Leveraging effective use of competencies to track employee’s current performance
· Collaborating closely with managers and employees to establish future goals and priorities
· Rewarding employees relative to their performance
· Focusing on performance as an on-going process to increase the effectiveness of assessment
· Creating a documented history of employee’s performance for future reference
How to structure programmes to accelerate the learning and development process:
· Designing a targeted training and development programme according to the needs of specific groups
· Using competency frameworks to optimize knowledge transfer within the organization
· How competency frameworks can be used to run effective assessment/development centers to construct a personal learning development plan
· Validating and revising the competency performed to ensure maximum effect
· Effectively restructuring your workforce planning and future resourcing through talent mapping
· Implementing talent management analysis to identify new and hidden talent within the organization
· Offering developmental programmes to efficiently manage high-potential employees
· Providing career opportunities for core staff and promote critical talent from within
· Re-engineering the current training needs for an effective targeted development
· Competencies as tools for assessing strength capabilities
Maximizing the use of competency framework to drive a higher employee engagement
· Using competency assessment to enhance the compensation and benefit agenda
· Customizing learning and development programmes towards the employee’s needs
· Combining various competencies against required functional and cultural demands to evaluate next in-line leaders.
Establishing a transparent talent programme
This course has been specifically designed for business managers, leaders, HR and Learning & Development professionals engaged in the development of their employees in order that they can positively impact the business/organization using competency frameworks, assessing performance and profiling.