Most organizations want to get more done at lower cost, and one way is to focus on differences in individual productivity. Research shows some people are far more productive than others, with top performers producing as much as twenty times the results of average performers. The difference comes down to competencies, which describe the people who get results.
This 90-minute competency management webinar reviews competency modeling: what competencies are, how they beat job descriptions at pinpointing individual differences, how to identify them and how to use them.
You'll see how competencies relate to talent, how they can guide an organization's entire HR system, what best practices in competency modeling look like, and a tool for comparing your organization against global best practice.
Competencies explain why some people produce far more than others, and using them well can lead to higher productivity and lower costs. This session helps you build the case to managers for competency management as a productivity strategy.
It suits HR practitioners, trainers and training managers, and operating managers.
Defining, identifying and using competencies
Best practices in competency modeling
Questions and answers
Competencies explain why some people produce far more than others, and using them well can lead to higher productivity and lower costs. This session helps you build the case to managers for competency management as a productivity strategy.
It suits HR practitioners, trainers and training managers, and operating managers.
Defining, identifying and using competencies
Best practices in competency modeling
Questions and answers
William J. Rothwell
William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, CPTD Fellow, RODC, FLMI is a Distinguished Professor in theWorkforce Education and Development program in the Department of Learning and Performance Systems at thePennsylvania State University, University Park campus.Work ExperienceDr. Rothwell worked full-time in human resources, training and Organization Development in both government (Illinois Office of Auditor General) and in a multinational company (American Brands, #48 on the Fortune 500 list) from 1979 until he joined Penn State University as a professor to head up a graduate program in Human Resource Development/Organization Development He has been a consultant for …
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