Competencies : Design, Development and Implementation

INTRODUCTION

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.

OBJECTIVES

• 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.

MATERI

1. 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

2. Competencies: History and Definitions

• History, Origins and Definitions
• Components: Differences between Knowledge, Skills and Competencies
• The Iceberg Model
• Competence versus Competency

3. 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

4. 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

5. Competency-Based Selection

• Defining Job Requirements
• Designing and Conducting Competency-Based Interviews
• Competency-Based Selection

6. Competencies in Training and Development

• Classical Training Needs Analysis (TNA)
• Competency-Based TNAs
• Competencies in Succession Planning
• Advantages and Disadvantages
• Translating Personal Competence to an Appraisal Rating: The Main Formula

TRAINING METHOD

Pre Test

Presentation

Discussion

Case Study

Post Test

Evaluation

FACILITIES

Training kit

Handout

Certificate

1x Lunch & 2x Coffee Break

Souvenir

Pick Up Participants

Form Pre-Registrasi

	Data Materi Training
Topik Training	: Competencies : Design, Development and Implementation
Link
*Jumlah Peserta	Estimasi Jumlah Peserta yang di ajukan
*Nama Peserta Yang Didaftarkan
	Personal Data
*Nama
*Jabatan	Jabatan/Divisi/Departement
*Nama Perusahaan
*Alamat Perusahaan
*Email Perusahaan
*Email Alternatif	eg: gmail, yahoo, hotmail
*Telepon Kantor
Ekstensi
*Handphone
	* Harus di isi
	Submit

SIMILAR ARTICLES

March 28, 2025

Analisis Laporan Keuangan “Concept, Strategy, and Implementation”

March 28, 2025

Strategi Pengembangan Bisnis

March 28, 2025

Leadership and Decision Making in Organization