Course Overview

This upskilling workshop can assist you improve your  HR Planning skills. every session deals with analysing, extracting and applying best practices for optimum success within the designing method. The educational program define is up so far and pertinent to marketplace necessities, so job well to any or all analytical prediction of Training wants within the specific space. a customized proposal also can be organized, to suit the Training demand of your team.

Who Should Attend?

Managers, superintendents, supervisors and officers in the functions of Human Resources and/or Training and Development, line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees.

Program Outline

  • Human Resources Management (HRM) unit of time Definitions and Objectives of unit of timeM
  • The most Functions in unit of time
  • Samples of HR Organization Charts
  • Enlisting 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 sorts of The Iceberg Model competency versus competence Frameworks and Models
  • Sorts of Competencies
  • Normal Levels of competency
  • The utilization of activity Indicators
  • Behavioural versus Performance Indicators
  • Level Customization
  • Competence Job Profiles versus Job Descriptions
  • Competence Job Profiles and private and private competence Gap Analysis competence Analysis
  • Extracting Competencies from Strategic Plans
  • Introduction to unit of time ways, Vision associated Mission Statements choice important Success Factors
  • Key Result Areas
  • Core Competencies
  • Core Values
  • Competency-Based choice necessities shaping 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 coming up with 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 & 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 behavioural indicators in performance appraisal systems

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