Outline – Competency Models

Suggested Length: Two Days

How to Develop and Use Competency Models

Using a team simulation, this intensive Learning Lab offers you practical training and experience in building behaviorally-based competency models for your project or organization.

Competency models have been a largely-overlooked performance management tool, even though they’ve been around for years. As such, they’ve been a diamond in the rough, waiting for the right time to be brought out and polished to reveal their full value. With today’s competitive environment, now is the right time.

Competency models are useful tools that can help you:

  • Eliminate confusion about employees’ roles and expectations
  • Spot potential trouble areas before they get out of control
  • Trace performance problems to their root causes
  • Improve ways to communicate with employees when performance problems arise
  • Improve employee selection, performance reviews and succession planning
  • As a basis for training and employee development plans

“This is a powerful tool that every project manager, business analyst, and workplace learning professional should have.”

J. Stevens, Performance Management Specialist, NRS

Basics of competency models

  • How a competency model has practical value for managing day-to-day performance issues
  • Basic concepts and principles for constructing a competency model
  • What goes into a competency model
  • How organizations are currently using models

Determining the current performance requirements and future needs of your organization

  • How valid does your competency model need to be?
  • Managing the resources and organizational support needed to successfully implement your competency models

Steps in building a competency model

  • Defining the purpose and scope
  • Defining key performance dimensions and work functions
  • What’s the difference between a trait and a behavior?
  • Where to find information critical to developing a competency model
  • How to conduct a behavioral event interview
  • Identifying performance best practices and benchmarks
  • How to pinpoint the core behaviors and competencies that lead to successful job performance
  • Deciding which data gathering approach to use
  • Selecting the model format appropriate for your organizational needs

Creating an exemplary model and template for use in other performance areas

  • Aligning a competency model with other talent management processes
  • How to update and modify a competency model
  • Tools and techniques for implementing a performance model to the job
  • Using a competency model to coach, lead, and communicate with employees

Take Away Feature

Participants will leave this lab with a prototype competency model they’ve developed for the area of their own choice, such as:

  • Project planning and coordination
  • Building an effective work team
  • Project communications and flow of information
  • Improving team performance and outcomes
  • Group problem-solving and decision-making
  • Managing change and innovation
  • Measuring and evaluating performance
  • Facilitating effective team meetings
  • Employee job/task performance

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