What does competency mean?

Understanding competency-based management

Understanding competencies in the administrative framework

Need and importance of competency-based management

Evolution of business (after Competency-based training)

Identifying competencies

Adapting a competency framework

Identifying and associating competencies to talent management

Designing a program to identify and align competency to each job role in the organisation

Establish Qualitative and Quantitative Measurements

Determining the correct course of action (Training employees or actions at managerial level)

Analysing training and coaching needs

Deploy a measure to assess level of competency expected vs. demonstrated

Aligning competencies to organisations goals and values

Policies and procedures bolstering the competencies

Effective communication throughout the process

Competencies in Recruitment and Selection (Behavioural Based Interviews -BBI)

Connecting Performance with outcomes – via Behavioural Based Reviews (BBR)

Competencies for and within performance management

Feedback and development with a competency focused approach

Regular assessment and evaluation to stay on course

Guidance and encouragement

Leadership initiatives

Develop and communicate succession plan

Monitor performance and Motivate

Safeguard business standards

Job description and specification

Identifying Candidates training needs

Preventive actions for conflict, deploy disciplinary measures and procedures for grievances

Developing compensation packages

Aligning recruitment to organisations needs and goals

Recruitment and Selection

Adapting competency framework for recruitment

Assessment centres for recruitment

Onboarding, induction, and orientation

Competency-based approach for Talent Management

Identifying talent through competency-based assessments

Career Management and Succession Planning

Develop effective competency-based learning and development frameworks

Aligning motivation, performance, and results

ROI from competency framework implementation

Talent Strategy and Planning

Developing and Deploying Talent

Retaining and Acquiring Talent

Formulate comprehensive operational plans

Supervise financial and human resources

Examine performance alongside objectives

Reports, propositions, and modifications

Identify external funding environment

Strategies project

Performance management competencies

Performance management steps: defining objectives, giving feedback, coaching, review

Performance review

Establishing performance management processes

Analysing competency management firmness

Applying an innovative competency framework

Devise an action plan to tackle challenges thereby ensuring success

Effective communication and execution strategy

Evaluating next course of action

Re-evaluate, understand, and curate individual action plan

Individual project on developing competency for key job roles

Group activity of defining measures of success for each competency, and plan of action for any discord

Q & A with experts

Role plays on scenarios; competency-based Interviews, feedback/ behaviour-based reviews, etc.