What are competencies and how do they influence the design of HR areas?
Competency models: company-wide, managerial, job-specific (technical and soft)
Stages of designing competency models at different levels
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
Definition of competencies
Scale for measuring competencies
Selection of key competencies for 3 selected positions: specialist position (core business), managerial position, position from backoffice functions
Creation of a competency matrix for the selected position
Section 2: Multidimensional development programs
How to define development opportunities
Development in role together with role stretching, task enrichment and enlargement
Team development - shadowing, task rotation, rotating leader
Lateral and vertical development opportunities
Spiderweb development - cross - trainings, job rotation, interdisciplinary projects etc.
Section 3: Career paths
Defining types of career paths
How to link competences with development opportunities in the company
The importance of preferences and needs in defining a career development plan
Designing competency-based career paths - workshop: defining competencies for a selected position
Designing a competency development plan
Definition of criteria for career path development
