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t is about identifying preferred behaviours and personal skills which distinguish excellent and outstanding performance from the average.
A Competency is something that describes how a job might be done, excellently; a Competence only describes what has to be done, not how. So the Competences might describe the duties of a Sales Manager for example, such as manage the sales office and its staff, prepare quotations and sales order processing, manage Key Accounts and supervise and motivate the field sales force. The Competencies which might determine excellence in this role could include Problem Solving and Judgment; Drive and Determination; Commercial Awareness; Inter-personal skills etc, all of which might be described further by Behavioural Indicators relating specifically to that post in that organisation.
The broad concept might be said to be based on the frequently quoted adage people get hired for what they know but fired for how they behave!
The Development of Competencies and Competency Mapping
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Objectives To provide trainers, specialists and managers with the skills and knowledge to identify competencies and produce an organisational competency map.
The workshop will explore
The various methods for identifying competencies
How to map those competencies
How to create a competency Profile (using ADaPT?ability)
Identifying competencies is the basis for HR planning. It provides the framework for individual training and development, career planning and training needs analysis. Delegates will learn to use various techniques and processes for identifying competencies. They will be introduced to various methods for collecting and sorting data and identifying the core competencies. In addition they will learn how to set up a competency-profiling project and how to use ADaPT?ability to process the results. Delegates will also learn how to feedback the profiles using the on-screen ADaPT?viewer.
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