Course Description
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)