In an increasingly unstable and unpredictable world, people skills are the only ones that can ensure a company’s short- and long-term success. Working on them means working on the quality of the individual’s and the company’s future.
Reflecting on specialization or multifunctionality, integration between functions, working by processes, and business development strategies cannot disregard the question “what do we need to know how to do to achieve our goals?” and from assessing whether the company’s resources express the expected competencies.
With this course, in a pragmatic and concrete way, all the tools will be made available to define the most effective methodology to achieve one’s objectives and prevent the risk of developing a system that is distant from the company’s reality or too onerous to manage and update.
Methodology
The course is set up as a laboratory for hands-on experimentation of all phases of setting, methodology selection, dictionary and profile definition, and management applications. This mode enables effective choices to be made when implementing or improving the company’s competency-based HR management system.
Goals
– Deepen the knowledge of competency-based management systems in terms of their strategic significance and achievable management benefits
– Provide the methodologies and technical tools to build a competency-based management system
– Deepen the operational uses of a competency-based system in the management of key personnel development processes: selection and placement, performance appraisal, training, internal mobility, rewarding, potential assessment, organizational design, new business
– Define an implementation process that maximizes the result
while containing time and costs.
Program
– Why introduce competency-based management: turning business strategies into people orientation
– Define the methodology: system objectives, types of competencies, identification and description of competencies, definition of competency profiles
– Key elements of developing a system that is consistent with business culture and strategies, easy to manage and update, pursues the purposes for which it is implemented, and generates consensus and motivation
– The stages of the implementation project
– Managerial uses: from performance appraisal to training needs analysis, from training management to effectiveness review, from recruitment to internal mobility, from potential assessment to organizational design, from project management to new business implementation.
