The British Academy for Training and Development offers this specialized training program titled “Competency Framework and Its Benefits”, which aims to introduce participants to the concept of a competency framework and its pivotal role in enhancing individual and organizational performance.

A competency framework serves as a strategic tool that enables organizations to identify the skills, knowledge, and behaviors required to achieve their objectives efficiently. It also supports decision-making in recruitment, professional development, evaluation, and career planning.

This course is designed to provide a comprehensive understanding of competency frameworks, how to design them, and effectively implement them within organizations, ensuring high performance aligned with organizational challenges and the pace of change in modern business environments.

Who should attend? 

• Human Resources and Organizational Development Officers.

• Training and Professional Development Managers.

• Team Leaders and Supervisors.

• Consultants and specialists in performance management and career planning.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Understand the concept of a competency framework, its types, and core components.

• Design competency frameworks aligned with organizational goals.

• Use competency frameworks in recruitment, evaluation, and professional development.

• Link competencies to individual and organizational performance.

• Promote a culture of excellence and sustainable competence within the workplace.

• Introduction to Competency Framework

  • Difference between competency, skill, and qualification

  • Importance of competency frameworks in the workplace

  • Multiple applications of competency frameworks in organizations

• Types of Competencies

  • Core and organizational competencies

  • Technical and behavioral competencies

  • Leadership and supervisory competencies

• Components of a Competency Framework

  • Skills, knowledge, and behaviors

  • Performance standards and proficiency levels

  • Supporting indicators for measuring competency

• Stages of Building a Competency Framework

  • Job analysis and identifying requirements

  • Data collection from stakeholders

  • Formulating clear and measurable competencies

• Classification and Distribution of Competencies

  • Linking competencies to job titles

  • Determining competencies according to job levels

  • Building an integrated competency matrix

• Writing Competency Definitions

  • Professional approach to drafting competencies

  • Avoiding overlap and vagueness

  • Using measurable action verbs in descriptions

• Application in Recruitment and Selection

  • Preparing competency-based job descriptions

  • Developing interview tools based on competencies

  • Assessing candidate fit for job requirements

• Performance Evaluation and Management

  • Setting competency-based evaluation indicators

  • Using competencies in annual performance reviews

  • Providing effective feedback to employees

• Professional Development and Training

  • Analyzing competency gaps for individuals and teams

  • Designing individual training plans based on competency frameworks

  • Using the competency framework as a reference in training programs

• Career Planning

  • Using competency frameworks to identify future career paths

  • Establishing promotion and development requirements based on competencies

  • Balancing individual and organizational goals

• Linking Competency and Talent

  • Identifying high-potential employees

  • Investing in emerging leadership competencies

  • Developing effective succession plans

• Strategic Performance Management

  • Linking competencies to organizational performance indicators

  • Translating competencies into measurable results

  • Using continuous analysis to support improvement

• Challenges in Implementing a Competency Framework

  • Organizational resistance to change

  • Weak leadership support or unclear roles

  • Lack of integration with other HR practices

• Sustainability of the Competency Framework

  • Periodically updating competencies to match changes

  • Embedding the competency framework into organizational culture

  • Enhancing adoption through training and internal support

• Impact of Competency Frameworks on Overall Performance

  • Enhancing organizational efficiency and achieving excellence

  • Improving employee experience and career progression

  • Creating a results-oriented and professional work environment