Course Overview

An essential educational program in E-learning for all members of the training team / managing team that executes training. it's imperative to grasp models, options and advantages which will be derived from the marvel of E-learning in training. The program define is up so far and pertinent to marketplace needs, so job well to all or any analytical prediction of training desires within the such as space. a personalized proposal may be organized, to suit the training needs of your team.

Who Should Attend?

Trainers, instructional designers, line managers and HR professionals involved in the field of training. Training and development professionals.

Program Outline

  • Human Resources Management (HRM) 60 minutes Definitions and Objectives of 60 minutes
  • The most Functions in 60 minutes
  • Samples of HR Organization Charts
  • Accomplishment and choice Cycle
  • Training and Development Cycle
  • Performance Management Cycle
  • Compensation and edges Cycle Competencies: History and Definitions
  • History, Origins and Definitions
  • Components: variations between data, Skills and styles of The Iceberg Model competency versus ability ability Frameworks and Models
  • Styles of Competencies
  • Normal Levels of competency
  • The employment of activity Indicators
  • Behavioral versus Performance Indicators
  • Level Customization
  • Ability Job Profiles versus Job Descriptions
  • Ability Job Profiles and private and private ability Gap Analysis ability Analysis
  • Extracting Competencies from Strategic Plans
  • Introduction to 60 minutes ways, Vision associate degreed Mission Statements choice vital Success Factors
  • Key Result Areas
  • Core Competencies
  • Core Values Competency-Based choice necessities process Job necessities
  • Coming up with and Conducting Competency-Based Interviews
  • Competency-Based choice Competencies in training and Development
  • Classical training desires Analysis (TNA)
  • Competency-Based TNAs
  • Competencies in Succession designing Competency-Based Appraisal Systems
  • Blessings and drawbacks and drawbacks Personal competency to an Appraisal Rating: the most Formula

Program Objectives

By the end of the program, participants will be able to:
  • Define competencies, their history and the important role they play in Human Resources and the organization
  • Analyse 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 & 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

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