Cambridge
Academy
In London

Course Duration: Five Training Days

Course Language : Arabic or English

Include:

Scientific materials with TAB

Workshops

Reception and farewell at the airport

Daily lunch

Coffee Break

To register, please contact us by email.

info@caclo.co.uk

The goals of the course:

• Understanding and identifying competencies .

• Applying technologies to develop, design and implement the efficiency framework system for the institution (Technical/Behavioral)

• Evaluating employees in an objective way to determine the gap between the actual competencies and the required competencies and educating employees to the required level

• Establishing and writing the terms of competence for the framework, whether behavioral or technical

• Take advantage of the framework for employment purposes and evaluation of evaluation and development.

• Rating and collecting data according to efficiency

• Use efficiency-based interview techniques.

• Improving efficiency-based interviews

• Use your skills in polarization and selection operations.

• Assessing training needs, identifying talents, and developing functional succession plans using competencies

• Take advantage of behavioral competencies and indicators in performance evaluation systems.

Target groups:

managers, supervisors, administrators, specialists, team leaders, commercial partners, and workers in human resources, training, and development. This course is also useful for executives in institutions that intend to use competencies as a framework for polarization, selection, and training of employees.

Program content:

The Role of Talent Frameworks:

• What are the competencies?

• What do they intend to do?

• Why is the efficiency approach required?

• Defining organizational competencies with work objectives

• links to the vision, message, culture, and the goals of the company.

Development frameworks based on efficiency :

• Working with stakeholders

• Communicating intent

• Launching the project

• Securing employee acceptance

• Avoid the pitfalls.

• Legal considerations

Basic standards and competencies :

• Convert "what" into "how"

• Examination of successful skills

• Determine the basic or general competencies.

• Determine the guidelines of efficiency.

• Approval of the rules of the organization

• Access to management and consensus standards

Evaluation tools—design, use, and data definition:

• Design of scales and standards

• Record monitoring and feeding methods

• Evidence-based evaluation

• Automation of the combination and measurement process.

• Job Design: Create Form Cookies

• Appeals and disputes process

Use of competencies:

• Analysis and reporting results

• Determine the potential weaknesses and gaps in efficiency.

• Determining talents

• Integration with other human resources operations

• Using efficiency evidence for organizational review

• demonstrate return on investment (ROI)