Designing & Implementing
Competency Frameworks
& Assessment Tools

Are you struggling to quantify the value derived from your human resources investment? Do you find yourself relying on subjective opinions to gauge success and effectiveness? The Return on Investment for an organization's most valuable asset—their people—is too critical to leave to chance. This program offers participants a structured approach to define and measure the contributions of managers and employees against organizational requirements.

Participants will benefit from a skills audit, identification of skill and performance gaps, talent recognition, and evidence-based support for structured rewards and recognition programs. Drawing on diverse organizational examples and utilizing competency models and tools, this program transforms subjective assessments into tangible benefits. You will return to work with clear insights to translate the abstract concept of "success" into actionable strategies that drive results.

By attending this Anderson training course, delegates will be able to:

• Defining what skills knowledge and most importantly behaviour, the organisation needs to achieve its Vision, Mission and Strategic Goals
• Provide a step-by-step guide to defining competencies and the evidence thereof
• Discuss & learn the practical application of competency frameworks through case studies & exercises
• Understand the range of technical & human risks associated with introducing competency frameworks and how they can be mitigated
• Develop an action plan to design and utilise competency frameworks in their own organisations, linking them to other related best practices such as competency-based recruitment; grading structures; talent management, and succession planning
• Measure benefits in terms of reduced attrition, better selection, higher engagement and motivation and increased ROI

This Anderson training course is suitable for a wide range of professionals who are involved in any aspect of the effective utilisation of managers and employees applying their knowledge skills and behaviours aligned to the organisations strategic goals and who want to understand, implement and improve the latest human capital management concepts, processes and ideas. For example:

• Chief Executives
• Board Members
• Senior Managers
• Business owners
• HR directors
• HR professionals
• Business Consultant

• What are competencies?
• What they are intended to do?
• Why the competency approach is needed
• Defining organisational competencies with business goals
• Links to Vision, Mission, Culture and Corporate Objectives

• Working with Stakeholders
• Communicating the intent
• Launching the project
• Securing employee buy-in
• Avoiding pitfalls
• Legal considerations

• Converting the ‘what’ into the ‘how’
• Examining successful skills
• Identifying Core or generic competencies
• Defining competency evidence
• Agreeing organisation norms
• Reaching management standards and consensus

• Designing Scales and weighting
• Observation and feedback methods
• Evidence-based assessment
• Automating the collection and measurement process
• Job Mapping - creating model profiles
• Appeals and disputes process

• Analysis and Reporting of results
• Identifying weaknesses and potential competency gaps
• Talent identification
• Integrating with other HR processes
• Using competency evidence for organisational review
• Demonstrating ROI

• Anderson Certificate of Completion will be provided to delegates who attend and complete the course
• The HRCI Approved Provider Seal and the corresponding Recertification Credit Hours Awarded will be reflected on the Certificate of Completion