Competency-Based Selection and Interviewing (Now Available Online)
Competency International invites you to join us in this workshop which features cutting-edge training in competency assessment and development methods. This dynamic session will provide you a unique learning opportunity to build your ability to deploy validated techniques to attract, select, and retain star performers and high potential leaders.
- Understand a research-based model of competencies
- Improve your ability to select star performers that can accelerate the execution of your business strategy
- Become trained in competency-based interviewing techniques to reliably identify key competencies that drive performance
- Engage in a highly interactive, action-learning experience designed to maximize learning and skill development
- Understand the process of competency modeling for multiple roles
“People who make hiring and promotion decisions are more interested in assessing capabilities related to outstanding performance and leadership. IQ alone does not predict success in this domain as well as competencies that integrate
cognitive, emotional, and social abilities.”
-Drs. Robert Emmerling and Daniel Goleman, Leadership Excellence
The Business Case for Competecncies
- Hiring must be based on a valid assessment of competencies most closely associated with objectiveperformance and not based on intuition.
- Poor selection decisions cost organizations dearly in terms of productivity, morale, and wasted resources
- Competency-based promotions and placements increase the likelihood of good job and person fit that lead to superior performance
- Understanding the process of competency modeling ensures HR applications such as recruitment, selection, and training focus on the specific competencies that account for superior performance
- Executives, HR officers, and Executive Education experts can use competencies to identify skill gapsand training needs that can be measurably improved
- Coaches and Mentors need assessment techniques that take into account aspects of the context in which their coachees operate. Assessments based on Critical Incident Interviews provide an engaging methodology which allows you to understand competencies in the context of specific roles
- Competencies naturally lend themselves to Return on Investment (ROI) evaluation and allow you to quantify the contribution of HR programs to the strategic objectives of the organization
“Measurement of competencies based on Critical Incident Interviews (CII) have been shown to be more predictive of what people will actually do than what they say they will do when asked to respond to a test item.”
- Ryan, Emmerling, and Spencer. Journal of Management Development
Leadership Development Training
In virtually every situation involving the attainment of an objective, fulfillment of a mission or a change in an organizations direction leadership will be required so as to ensure a successful outcome.
Effective leadership is needed at all organizational levels to determine priorities, set direction, allocate resources and to get peoples buy-in so that they are positively motivated to achieve the goal or accomplish the mission.
Our research, which is based on working with several thousand managers over many years in a variety of industries and geographic regions, has revealed a sequence of actions and associated leadership behaviors that underlie their successes. More over these actions and behaviors can be learned through a linked series of assessments, development workshops and projects and then applied on the job.
A feature of our approach is to set development activities within a Planning Process framework as Outlined in the figure below:
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Starting with the organizations vision and mission and then breaking this down into strategic objectives usually expressed in a Balanced Scorecard format. Then the key tasks and associated competency behaviors are identified along with the relevant organizational climate factors needed for success.
Utilizing this comprehensive approach gives managers a practical tool which helps them to master the leadership actions and behaviors required to be an effective and successful leader.
NOTES
- Based on our Planning Process Model which has proven to be an effective tool to assist Managers with Strategy Implementation
- Balanced Scorecard as developed by Kaplan and Norton
- Using our OCS following the original work by Litwin and Stringer
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Leadership Development - Program Options
Competency International has developed and delivered a variety of custom designed leadership programs for its clients over many years.
While the custom designed program is the preferred model we recognize that there is also a need in some cases for a more generic approach.
With this in mind we can now offer a workshop program covering the key elements of leadership which we have found may be applied to most organizational situations.
Participants can be made up either of a group of people from the same function doing the same job or a mixture of people from different functions and jobs. The only common requirement is the need for leadership development.
A further available option is to run the workshop program as a top team leadership development exercise, the top team can be at the department, division or regional level etc.
Here the program focus is on both unified leadership at the top team level as well as leadership of participants own organizational units. |
