Competency Management: Getting the Most from Your People

• OVERVIEW

Most organizations today are trying to get more work done at lower cost. One way to do that is to focus on individual productivity differences. According to research, some people are much more productive than other people. In fact, top performers may get as much as TWENTY TIMES the work results of average performers. How do they do that? The answer has to do with competencies. Competencies describe individuals who get results. This webinar will review competency modeling and describe what competencies are, how to identify them, and how to use them.

• LEARNING OBJECTIVES

• Define competencies
• Describe how competencies are identified and used
• Summarize best practices in competency modeling efforts
• List ways to identify and manage competencies
• Make the business case to managers about the value of competency management as a strategy to increase productivity 
   
• AREAS COVERED

I.    Defining competencies and describing how they are identified and used

• What are competencies?
• How are competencies better than job descriptions for pinpointing individual differences?
• How can the use of competencies lead to higher productivity and lower costs?
• How do competencies relate to talent?
• What are the best ways to identify competencies so as to find individual differences leading to productivity?
• How can competencies guide the entire HR system of an organization?

II.    Summarizing best practices in competency modelling

•     What are best practices?
•     Why should your organization’s leaders care about best practices in competency modelling?
•     What tool can help you compare your organization against global best practice in competency modelling? 

III.    Questions and answers
 

• WHO WILL BENEFIT?

• HR practitioners
• Trainers and training managers
• Operating managers
   
• SPEAKER

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell and Associates, Inc., a full-service consulting company that specializes in succession planning. He is also a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. In that capacity, he heads up a top-ranked graduate program in learning and performance.