Faced with a fast-changing job market where talent is becoming scarce for certain types of positions, organizations need to know their employees' skills pool, define their development needs and project themselves into the future to ensure that tomorrow's skills will be available.
This training course is designed to equip human resources professionals and managers with the tools they need to analyze their employees' skills, and work with them to draw up a tangible development plan that combines individual aspirations with strategic objectives.
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Duration
1 day
Schedule
9h to 16h
Regular fee
$540
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$485
Objectives of the training
At the end of this training course, you will be able to prepare an employee skills development planTargeted audience
Human resources professionals and managersPrerequisite
NoneTrainers
Course architecture
Did you say "competence"?
The notion of competence is too often abused, regularly confused with knowledge, skill, task, even component or stage, as if all these concepts were interchangeable synonyms. Experts agree that it takes around 10,000 hours of work to develop a competency.
The aim of this activity is to make you aware of how these terms are used and, above all, to ensure that you talk about them using common reference criteria.
This learning unit will enable you to define and distinguish between the notions of TASK and SKILL, the cornerstones of job profile development and business needs planning.
The aim of this activity is to make you aware of how these terms are used and, above all, to ensure that you talk about them using common reference criteria.
This learning unit will enable you to define and distinguish between the notions of TASK and SKILL, the cornerstones of job profile development and business needs planning.
A competency profile
This learning unit will enable you to create a competency profile for a fictitious position in an organization. You will then apply the same method to create a competency profile for a position in your own organization.
You'll be able to make full use of the notion of competency to describe in detail the tasks to be mastered for a given position, set the expected level of performance for each of these tasks, assess the performance status of all the people who hold this position, determine the gaps to be filled and plan training needs.
This learning unit will enable you to create a competency profile for a fictitious position in an organization. You will then apply the same method to create a competency profile for a position in your own organization.
You'll be able to make full use of the notion of competency to describe in detail the tasks to be mastered for a given position, set the expected level of performance for each of these tasks, assess the performance status of all the people who hold this position, determine the gaps to be filled and plan training needs.
How to assess the criticality of job requirements
The level of criticality is not the same for all skills, or even for all tasks within a given skill. Some tasks are critical and require a high level of performance, while others are less crucial and require a lower level of performance.
It is also possible for a task to be "critical" for one position and only "very useful" for another.
This learning unit will enable you to describe the requirements of a fictitious position in an organization and apply the same method to a position in your own organization.
How to assess the skills of jobholders
A position's competency profile is made up of three elements:
The level of criticality is not the same for all skills, or even for all tasks within a given skill. Some tasks are critical and require a high level of performance, while others are less crucial and require a lower level of performance.
It is also possible for a task to be "critical" for one position and only "very useful" for another.
This learning unit will enable you to describe the requirements of a fictitious position in an organization and apply the same method to a position in your own organization.
How to assess the skills of jobholders
A position's competency profile is made up of three elements:
- The list of competencies for that position;
- The list of tasks describing each skill;
- The expected level of requirement for each task.
We now need to assess the skills of the job holders in relation to the level of requirement expected for each task. This learning unit will enable you to assess the skill levels of the people occupying the positions in the fictitious case. It will also introduce you to the Excel tool you can use to draw up a competency profile for the positions in your organization.
Draw up an employee development plan in line with business objectives
Using the situation scenario, you will draw up a development plan for fictitious incumbents, applying the 70% - 20% - 10% rule.
Next, you'll see how to work with your colleagues to draw up a development plan that mobilizes employees, prepares the next generation and facilitates internal mobility, while contributing to the organization's long-term viability.
Using the situation scenario, you will draw up a development plan for fictitious incumbents, applying the 70% - 20% - 10% rule.
Next, you'll see how to work with your colleagues to draw up a development plan that mobilizes employees, prepares the next generation and facilitates internal mobility, while contributing to the organization's long-term viability.
Pedagogical details
Type of training
Skill development
Skill development and knowledge integration
Decision support
Basic knowledge
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quoteDuration
1 day
Schedule
9h to 16h
Regular fee
$540
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$485
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quote