0
Views
Development of competency models. Personel assessment. Motivation for results - free course from the Russian School of Management, training, date: December 3, 2023.
Miscellaneous / / December 06, 2023
How to develop competency models that will meet the goals of the HR strategy? How to properly evaluate personnel, formulate standards for training, development and encouragement of company employees and motivate them to achieve results. During the course, you will learn how to independently develop competency models, use them to evaluate personnel, and also master the methodology of conducting assessment centers. A separate part of the program is devoted to bonus systems and Performance Management.
Consultant, expert in the field of personnel reserve formation and personnel assessment. Certified expert of the “Leaders of Russia” competition. Co-author of the book “HR Practice”.
Master of Psychology, business coach, expert practitioner in the field of reward systems, recruitment management and personnel optimization.
Development of competency models. Organization of a system of recruitment and adaptation of personnel. Selection assessment
• Development of a competency model.
• Competency-based approach, competency-based management. Competency clusters. Competency structure. Examples of competencies in Russian companies and banks.
• Organization of a system of recruitment and adaptation of personnel.
• Recruitment technology.
• Job/vacancy profile.
• Sources of personnel search: social networks, head hunting, executive search, recruitment (mass recruitment), “Refer a Friend” program.
• Interview on competencies at the stage of selecting candidates for the company.
• Adaptation. Types of adaptation: corporate, social, professional adaptation.
• Employee adaptation program for the probationary period. Introductions to the position. Mentoring.
• Factors that hinder employee adaptation: different values and priorities, disappointed expectations, poor personal contact, working conditions, volume of tasks.
Place of assessment in the personnel development system. Assessment center. Personnel reserve
• Place of assessment in the system of training and development of personnel.
• Interrelation of the management system – motivation system – training and development system.
• Purposes of conducting personnel assessment.
• Selection of an assessment procedure depending on the purpose.
• Selection of criteria for evaluation procedures.
• Requirements for the expert group. Features of employee motivational behavior during the assessment period. Communication in assessment. Information support (PR) in the company during the assessment and work with staff resistance.
• Methods for assessing competencies.
• Competency interviews: types, strategies, attributes of a good interview. Concept of STAR example.
• 360 degree method: stages of implementation, features of developing questionnaires, interpretation of results and writing reports.
• Assessment Center (Assessment Center).
• Key principles for conducting an assessment center.
• Stages of preparation and implementation of the assessment center. A package of documents for conducting an assessment center.
• Development of an assessment center program. Types of exercises used in AC.
• Observer position and basic observation skills.
• Summing up the results of assessment procedures.
• Interpretation and use of employee assessment results in the organization. Types of assessment reports.
• Feedback on assessment results.
• Personnel development based on assessment results. Making management and personnel decisions: opportunities and risks.
• Development of an individual development plan (IDP) for an employee.
• Personnel reserve and career management.
• Basic career planning activities and types of personnel movements. Stages of assessment and selection of reservists.
• Features of the development of the personnel reserve of managers: the transition from specialist to manager. Stages of working with reserves.
Development of a bonus system. Performance management system. BSC Balanced Scorecard
• Management by objectives, MBO, KPI and BSC.
• General PM approach to defining goals and key performance indicators (KPIs).
• Determination of performance criteria for employees and the department as a whole.
• System for evaluating departments and employees based on performance indicators.
• Systematization and effective implementation of the KPI assessment process in business processes.
• Features of using the KPI system.
• Effective financial incentives for results.
• Bonus and bonus policy, integration with KPI.
• Project to develop and implement a results-based management system.
• Workshop and ready-made solutions.
Subscribe