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Competencies – Design, Development and Implementation


Within the field of human relations, there are a number of qualities that are absolutely essential for one to be able to perform their role effectively. Possessing these traits ensures that one is the most qualified for their respective job that they can be, while also meeting the needs and desires that their respective company or organisation maintains. These qualities are often referred to as competencies, and work as the benchmark by which many different job interviews and employee assessments take place. Competencies are a fundamental trait for any business to pay close attention to, as they not only directly affect the workflow of one’s company or organisation, but also function as a determinate for whether or not one’s business can reach its desired objectives. In our training course for Competencies, attendees will be taught how to analyse and determine the main components of each respective competency, in addition to how to effectively design competency frameworks and models for their respective organisation or company.

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Competencies are, in general, the qualities and talent that a person possesses, exist in a variety of different fields for different purposes. While similar to skills, competencies can be said to differ somewhat from skills, as they tend to be more of an inherent aspect of oneself, as opposed to something that is learned and acquired. That being said, it is entirely possible for one to hone and train themselves in a respective realm of competency so as to perform better in that respect. 

Typically, competencies are utilised and analysed by an organisation’s respective HR department for a number of different reasons. For example, said organisation will check the potential of prospective employees by analysing which competencies they possess, and comparing it to the competencies that are considered to be of the utmost importance for that organisation. If a particular competency demonstrated by that employee matches that which is desired by the organisation, it is more likely to make them a more desirable candidate for employment. 

This is often referred to as a ‘competency framework’, and is used by companies and organisations to define the individual competencies that are crucial to their respective operations, and which competency is desired for each respective role within their company or organisation. Competency frameworks tend to detail the core competencies of an organisation, which refers to the most essential competencies for realising the organisation’s goals. They will also outline which common competencies are needed for particular roles in the company, as well as any specific or technical competencies for a role that requires expertise.

Within a company’s own HR department itself, professionals must possess a wide range of different competencies in order to both be suitable for their role, and also to perform it to the highest standard that they can. Some competencies in particular are vital to performing a HR role to the highest standard that one can. For example, professionals within a HR department must be able to communicate strongly in order to both convey and exchange information and data with other professionals within their organisation, as well as to liaise with employees and managing situations that may arise within the workplace. 

Our training course for Competencies focuses on how organisations and companies can utilise competency framework to identify a respective company or organisation’s training needs and talent pools, while also providing attendees with knowledge on how to design and implement competency frameworks and models for their respective business. By identifying how competencies are utilised by HR management for both recruitment and training alike, while also detailing the different types of competencies that exist, our training course ensures that all attendees will attain a strong understanding of the various aspects that exist within the topic of competencies, while also acquiring a knowledge of how to best approach competencies and competency frameworks within their own respective company or organisation.

 

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