Certificate in Competency Development and Implementation

Turning the human resources practice in an organization into a systematic approach based on factual observations and numbers is how the HR profession will go to the next level. Providing line managers and the organization with HR solutions based on competencies will help HR professionals play a strategic partnership role in their organizations. Join us and learn about competencies, and how you can implement this wonderful concept in your HR department and in all of your HR practices. This course will teach you about competencies in an easy and rational approach that will make you feel confident about this important topic.
Course Methodology
Presenting, analyzing and developing modules are some of the methods used in this course. Without discounting the importance of the small daily lecture, a lot more focus is given to practical applications and game based activities.

Course Objectives
By the end of the course, participants will be able to:

• Define competencies, describe their history and explain the important role they play in human resources and the organization
• Analyze the main components of a competency and the differences between each
• Design and produce a competency framework and model by extracting competencies from business plans
• Apply competencies in the recruitment and selection processes
• Use competencies to assess training needs, identify talent pools and produce succession plans
• Utilize competencies and behavioral indicators in performance appraisal systems

Target Audience

Managers, supervisors, administrators, specialists, team leaders, business partners and officers in the functions of human resources and training and development. The course 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.

Target Competencies

• Relating and networking
• Persuading and influencing
• Analytical thinking
• Applying expertise and technology
• Following instructions and procedures
• Planning and organizing

Associations

HR Certification Institute (HRCI) : Ciel Consulting is an approved provider with the HR Certification Institute. Established in 1976, HRCI is an internationally certifying organization for the human resource profession and a global leader in developing rigorous exams to demonstrate mastery and real-world application of forwardthinking HR practices, policies and principles. Today, more than 120,000 professionals worldwide proudly maintain their HR Certification Institute’s credentials as a mark of high professional distinction. By successfully completing any Ciel Consulting program which is approved by HRCI, participants will earn credit hours essential for maintaining professional distinction of PHR®, SPHR® or GPHR®.

Society for Human Resource Management(SHRM) : Ciel Consulting is recognized by the Society of Human Resources Management (SHRM) as a Preferred Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Ciel Consulting Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CPSM or SHRM-SCPSM.   

Course 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 of competencies
• Origins and definitions
• Components of competencies  
• 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 of behavioral indicators Competency job profiles versus job descriptions
• Competency job profiles and personal profiles
• Competency gap analysis
• Competency analysis
• Extracting competencies from strategic plans
• Introduction to HR strategies
• Vision and mission statements
• Critical success factors
• Key result areas
• Core competencies
• Core values
• Competency based selection
• Defining job requirements
• Designing competency based interviews
• 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