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Introduction

It just makes sense that, to acquire and develop talent, decision-makers and leaders must know what they are looking for. After all, how can you recruit, select, onboard, train or promote people if you do not have a very clear idea of what kind of talent is necessary for job success. Job descriptions literally describe the jobs, but they do not describe the human beings who perform the jobs well. Competency models do that. They describe the people who do the work well—or even outstandingly. Competency models are even more important in recent years as work has moved away from physical labor (digging ditches or putting screws in a machine on an assembly line) and has moved toward serving people, innovating, and using information. What is more, research demonstrates that the best-in-class worker may be as much as 20 times more productive than the average performer in the same job. Job descriptions do not explain these productivity differences, but competencies do explain them. This session will review what competencies are, why they are important, how competency models are developed, and how competency models are used.

Learning Objectives

Competencies are the characteristics that undergird successful or outstanding job performance. At a time when labor is at a premium, employers must ensure that they are recruiting, selecting, onboarding, training, appraising, rewarding and promoting the right people. Competencies provide the underlying DNA necessary to describe the complexity of successful people for jobs. This session will define terms, explain competency model uses, and review how to identify competencies.

Area Covered In The Webinar

  • Introduction
  • Defining competencies and making the business case for using them
  • Reviewing how competency models are developed
  • Summarizing how competency models are used
  • Summary and Final Questions and Answers

Why should you attend?

  • Define competencies
  • Develop a common language/nomenclature around competencies
  • Explain why competency models are different from, and complement, job descriptions
  • Review how competencies can be used to improve productivity and success in recruiting, selecting, onboarding, training, and promoting workers

Who Will Benefit

  • Operating managers
  • HR professionals
  • Corporate trainers
  • Staff development professionals

ENROLLMENT OPTIONS

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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 Professo Know More

William J. Rothwell