Targeted audience:
Trainer and development managers.
HR Managers
Coaches /Instructors /Supervisors
Assessors /Verifiers
Staff involved in HR planners and management.
 
Training program goals:   
The Competency Assurance Management System Program will enable you to identify the competency  that is essential to ensuring effective contribution from the job roles in your organization.Following this, event participants will be confident at identifying the competency that makes performance effective and manage that performance successfully .
 
Contents & program outline:
 The benefits of an integrated competency framework
Job and task performance.
How climate influences performance?
Utilities used to improve performance.
Job roles and responsibilities.
How role management contribute to effective performance.
How to focus on duties and not tasks, role purpose and not activity.
Using competency frameworks to aid recruitment and selection, employee development and performance management. 

Measuring what and how with equal importance
Constructing a competency framework for your organization.
Application of competency grid to performance, potential & development.
Methods of assessing competence.
What is achievement.
Recording achievement and progress.
Assessing achievement and capability.
Application of achievement ratings.
Ongoing competency development techniques.
Measuring individual contribution.

How to manage and measure performance.
Presenting the data clearly.
Analyzing the data.
Establishing clear goals and objective.
Self-monitoring by employees and team.
 
Strategic Alignment of Human Resource Department
Strategic decision-making.
How you can out-perform the competition.
What resources, (skills, assets, budgets, relationships, technical competency and facilities) are required in order to be able to compete?
What external, environmental factors affect your staff’s ability to compete.
 
 
From unconscious incometence to unconscious competence –knowing wher employees are on the learning ladder
Analyse method of training neccessary for each paticular technical and behavioural skills, and knowlwdge requierments.
Ensuring focus on set in learining objectives.
When emplyee training should become competency–based and when it should be delivered traditionlally.