Designing career paths based on competency models (polish language version)
1,100.00 zł
Duration:2 days, location: online training (zoom)
To book training or obtain additional information contact us via the contact form.
GOALS OF THE TRAINING:
- Understanding how to choose and introduce key competencies for the company.
- Understanding the principles of defining and describing competencies, matching competencies to positions, teams, tasks and responsibilities.
- Realizing the importance of culture fit in defining company-wide and team competencies.
- Understanding the principles of designing competency models and defining a scale for measuring competencies.
- Exploring the wheel of competencies - as part of designing career paths.
THE BENEFITS OF TRAINING:
- You will learn which criteria should be taken into account when defining company and team competencies.
- You will learn how to define technical (job) competencies.
- You will practise identifying and defining soft competencies.
- You will be able to design competency matrices based on a real example.
- You will learn about the career development wheel linking competencies, preferences and development opportunities.
- You will finally design career paths in line with the competency wheel.
WHO IS THE TRAINING FOR?
- For HR Business Partners,
- HR Managers,
- HR professionals responsible for the soft HR area
| Number | Subject | Subject scope |
| Block 1 | Competency matrices | What are competencies and how do they influence the design of HR areas? |
| Competency models: company-wide, managerial, job-specific (technical and soft) |
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| Stages of designing competency models at different levels |
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| Creating competency matrices - case study: principles of creating matrices - using selected examples. Methods of defining competencies on the basis of: position and responsibilities, values, culture and expected behaviour |
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| Definition of competencies |
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| Scale for measuring competencies |
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| Selection of key competencies for 3 selected positions: specialist position (core business), managerial position, position from backoffice functions |
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| Creation of a competency matrix for the selected position |
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| Block 2 | Career paths | Defining types of career paths |
| How to link competences with development opportunities in the company |
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| The importance of preferences and needs in defining a career development plan |
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| Designing competency-based career paths - workshop: defining competencies for a selected position |
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| Designing a competency development plan |
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| Definition of criteria for career path development |
