This dynamic and participatory course on Competencies will equip participants with essential knowledge, insights, and hands-on skills to construct, advance, apply, and evaluate Competencies and Competency Frameworks within their workplace. Participants will acquire an understanding of the fundamental terms in competency systems, strategies for developing and refining these systems, and crucial aspects of integrating them into organizational culture. Additionally, the course will cover how to discern and bridge the gap between existing and required competencies, thereby elevating employee awareness to the necessary standards.

Upon completion of this course, participants will be able to:
• Grasp and articulate the concepts of competency and competencies.
• Implement methods to formulate, design, and execute a competency framework system tailored for the organization
(Technical/Behavioral).
• Conduct objective assessments to identify and address competency gaps among employees.
• Compose and define competency terms for the framework, be it behavioral or technical.
• Apply the framework in recruitment, evaluation, identification, and development processes.
Professional Benefits:
• Explore diverse methods and approaches in competency development.
• Develop strategies for planning and organizing to effectively meet Competency objectives.
• Understand the jargon and methodologies for creating Competencies and their Frameworks.
• Enhance interpersonal skills to achieve goals through collaborative efforts.

• HR professionals
• Training and development staff
• Specialists in talent development
• Supervisory and managerial staff

Course Approach:
This interactive and comprehensive course utilizes a range of adult learning techniques. The teaching methodology
encompasses group and individual activities, case studies, practical exercises, and competency framework creation,
alongside targeted videos and discussions.

Day 1
Constructing the Competency System
• Understanding the need for a framework: Establishing Business Objectives
• Differentiating between ‘Competency/Competencies’ and ‘Competence/Competences’
• Linking Required Competencies with Business Goals and Strategies
• Deciding on Framework Structure: Technical or Behavioral? Specific or General?
• Approaches for Data Collection
• Choosing the Format for System Usage: Digital or Print

Day 2:
Building the Competency Framework
• Assessment Factors to Consider
• Developing and Defining Framework Language
• Framework Examples: Simplicity Matters
• Testing and Fine-Tuning the Competency Framework
• Iterative Review of the Framework for Ongoing Refinement

Day 3:
Developing Behavioral Frameworks
• Selecting Behaviors for Measurement
• Setting Criteria and Levels for Behavioral Competency
• Behavioral Assessment Techniques and Usage: Psychometric Tools
• Identifying Competency Evaluators

Day 4:
Crafting Technical Frameworks
• Identifying Technical Behaviors for Measurement
• Establishing Measurement Techniques, Levels, and Evaluation
• Techniques for Technical Data Collection and Evaluation
• Selecting Competency Evaluators

Day 5:
Implementing and Evaluating the Framework
• Adopting Frameworks for Hiring, Evaluating, and Development Processes
• Formulating an Implementation Strategy
• Creating a Communication Plan for Effective Collaboration and Support
• Developing Training Programs for Framework Users
• System Evaluation and Feedback Mechanisms
• Future Steps and Enhancements

CDGA attendance certificate will be issued to all attendees completing minimum of 75% of the total course duration.