Competency Model Development

An effective talent management strategy is built on the strong foundation of a robust and valid Competency Framework which defines a shared understanding of what makes for superior performance in the organization. Crafting this talent management strategy hinges on the bedrock of a robust and meticulously constructed Competency Framework that crystallizes the essence of exceptional performance within the organization.

Imagine the consequences of not having a well-defined Competency Framework – haphazard recruitment, disjointed learning and career development, ineffective performance management, and unaligned rewards. The lack of such a framework can lead to a disjointed and fragmented workforce, hindering overall organizational progress.

Competencies can be used across the talent management lifecycle – recruitment, learning and career development, performance management, and even rewards. Using a competency framework enables your organization to align its staff’s skills, capabilities and knowledge with organizational priorities, resulting in business improvement. By developing a competency model, your organization can synchronize its resources, capabilities, and knowledge with strategic imperatives.

Whether your organization needs to assess hard or soft skills for business goals, or simply to profile the requirements of a position, implementing competency models will supercharge and integrate your human resource processes, systems and practices.

“My background is not HR, yet as a member of the Technical Working Group for the development of our organization’s Competency Model, I found Lito’s style and approach very accessible and practical. It’s almost like finishing a Master’s in Competeny Development and producing a thesis with a perfect score!”

— Lilia R. Tan, Chief Administrative Officer, Department of Finance

A competency framework is the linchpin for unlocking organizational excellence. This course covers the art and science of crafting competency models, providing participants with the insights and methodologies to revolutionize their talent management strategy. By comprehending why competency frameworks are the cornerstone of effective HR processes, attendees will be empowered to align skills, potential, and aspirations with organizational goals, ultimately driving transformative business growth.

This course is tailor-made for HR professionals, talent managers, learning and development specialists, and organizational leaders seeking to harness the untapped potential of their workforce. If you're aiming to elevate recruitment precision, supercharge employee growth, refine performance evaluation, or harmonize rewards with achievements, this course is your compass. Whether you're a seasoned HR expert or a professional venturing into the domain of talent management, this course will equip you with the tools and strategies to craft competency models that resonate with your organizational DNA.

COURSE OBJECTIVES

By the end of this workshop, participants will be able to –

  1. Understand what competencies are, their benefits and application into Strategic Human Resource Systems/Processes;

  2. Articulate the Competency Building Process;

  3. Develop a Competency Framework using discovery methods, data collection and behavior association;

  4. Validate the framework to ensure the efficacy of Competency Models and Competency Tables;

  5. Develop a plan in setting up the organization’s Competency Model or Framework project/ approach.

“As an HR professional, I knew the importance of competency frameworks, but this course provided me with invaluable insights and practical techniques to bring them to life within my organization. From grasping the fundamental concepts to identifying and articulating competencies – the course equipped me with the tools to align talent management

— Edith dela Peña, Director III, CSC

COURSE OUTLINE

  • Module 1: Introduction to Competency-Based HR

  • Module 2: How Competency-Based HR Systems Work

  • Module 3: Competency Discovery and Development

  • Topic 1: Clarify Your Basis

  • Topic 2: Identify Your Constructs

  • Topic 3: Finalize Your Catalogue

  • Topic 4: Articulate the Competencies

  • Module 4: Putting Together Your Action Plan

Organizations lose over $100 billion annually from employee skill gaps. Could your workforce be better optimized to drive performance? Gain the expertise to build high-impact competency models.

Competency models provide a research-backed framework for assessing talent strengths, clarifying required abilities, and revealing skill gaps across teams. Master strategies to accurately profile competencies from individual contributors to executives.

This course delivers proven methods for developing competency models tailored to your organization’s specific business objectives. From job analysis techniques to modeling best practices, gain hands-on skills for building competency frameworks that boost workforce capability.

Take this course now to acquire in-demand competency model development expertise. Learn to assess talent competencies at all levels, identifying gaps that impede performance. Build future-ready models that map employee skills to key business goals. Invest in your organization’s people potential.

YOUR INSTRUCTOR

Lito Lupena has more than 25 years experience in the field of HR and OD and has been leading talent management programs in many organizations. His experience on Competency Model Development, Assessment and Integration dates back to the 90s when the talent management framework was at its infancy. Today, Lito has helped many organizations develop their Competency Framework and embed it into numerous HR processes such as Recruitment and Selection, Performance Management, Career and Succession, Learning and Development, as well Recognition and Rewards. Mr Lupena is affiliated with many known institutions such as DDI, CEB-SHL Talent Measurement, AAI, ADB, PAHRDOF, PRMF, Human Capital Asia, Inc., iCoDE Today, Ltd., and the Professional Association of Diving Instructors.

 

STUDENT FEEDBACK

BASED ON 728 EVALUATIONS

BASED ON 728 EVALUATIONS

REVIEWS

 

Rose Maria M. Chua, VP for HR and Corporate Communications, ZUELLIG Pharma

We were elated that we had a more articulate and responsive Competency Model for the core functions of the organization as a result of our project with Lito. What started out as a Global Campaign using the Lominger Model, with Lito’s help we were able to localize the Competencies and created progressive levels of proficiency for each dimension. Now the other Zuellig locations in the Asia-Pacific Region want to replicate our achievement.

Jonathan Villanueva, Global Service Center Director, Emerson

Through Lito’s guidance, we were able to put together a Competency Model that served as the framework for our Talent Management programs. Specifically, we were able to identify the Key Talents within the organization, as well as those we should Keep in View based on their promise of competence.

Atty. Anna Karina A. Coronal, Department Manager, Administrative and General Services Department, National Food Authority

Having defined our Competency Framework in a previous project, our workshop with Lito clarified all that still wasn’t clear and did not convince us of Competency-Based HR. In fact, in light of the clarity, we were able to jumpstart our Succession Planning Program, identifying Key Positions and Critical Competencies which formed the basis for identifying Potential Successors. Without this workshop, we would not have a solid foundation for our project.

Agnes Padilla, Executive Director, Civil Service Commission

CSC was the first among the government agencies to adopt a Competency-Based approach to HR. It was Lito who convinced us that this was the better path for streamlined and integrated HR versus the traditional way we have been managing the function. Because of this project, we are thinking of making it a key requirement among HR across all agencies to ensure an empowered talent pool and effective organization.