Skills audit and Competency Management Solutions

Auditing of skills and competency development.

• How to conduct a skills audit
• Conducting a skills audit (follow-up on workshop 1)
• Competencies – the currency of the Human Capital Balance Sheet
• Development of Competency Profiles, and a Corporate Competency Dictionary (Follow up on Workshop 3)
• How to conduct a 360˚ review
• Corporate Workshop 6 Conducting a 360˚ review (follow-up on workshop 5)
• Electronic System to Manage your Skills Development and Performance Reviews

Corporate Workshop 1: How to conduct a skills audit

The aim of the workshop is to capacitate the HR / T&D team in best practice standards for conducting a skills audit as well as to facilitate the management plan for executing the skills audit. This is a 2 day workshop focusing on best practice skills auditing, looking at the different methods that can be used. The organisation is then guided in selecting the most appropriate method for the results required and the development of a management plan for implementing the skills audit.

Outcome of workshop:

Your implementation plan for conducting a skills audit for your organisation.

Corporate Workshop 2 Conducting a skills audit (follow-up on workshop 1)

The aim of the workshop is to capacitate the implementation team in the preparation and conducting of the specific skills audit method to be implemented. This is a one day workshop focussing on the preparations and implementation requirements for conducting the skills audit.

Outcome of workshop:

The HR / TD team responsible for implementation fully understand what is expected of them and they are capacitated to perform the required tasks. The management plan developed in the first workshop is duly updated with the identified persons responsible for the required activities.

Corporate Workshop 3 Competencies – the currency of the Human Capital Balance Sheet

The Human Capital balance sheet – how to formulate competencies as well as how to use your competencies in measuring, reporting on and planning for require HR interventions to ensure that your organisation has got the necessary skills in achieving it’s strategic objectives.

Outcome of workshop:

• The participants fully understand the role and application of competencies in human capital management.
• The participants have a good conceptual understanding of the competency development processes.

Corporate Workshop 4 Development of Competency Profiles, and a Corporate Competency Dictionary (Follow up on Workshop 3)

For this workshop actual information from the organisation as well as specifically identified positions in the organisation is used to demonstrate the process of competency profile development.

Outcome of workshop:

• The participant fully understand the necessity and application of the organisational strategy and service delivery requirements in the competency development process.
• The participants are introduced to the process of job analysis to identify the competencies required for the specific position.
• Participants fully understand the competency indicators and the application thereof in the dictionary.

Corporate Workshop 5: How to conduct a 360˚ review

The aim of the workshop is to capacitate the HR / T&D team in best practice standards for conducting a 360˚review as well as to facilitate the management plan for executing it. This is a 1 day workshop focusing on best practice evaluation reviews, looking at the different methods that can be used. The organisation is then guided in the development of a management plan for implementing the 360˚review.

Outcome of workshop:

Your implementation plan for conducting a skills audit for your organisation.

Corporate Workshop 6 Conducting a 360˚ review (follow-up on workshop 5)

The aim of the workshop is to capacitate the implementation team in the preparation and conducting of the 360˚review. This is a one day workshop focussing on the preparations and implementation requirements for conducting 360˚review.

Outcome of workshop:

The HR / TD team responsible for implementation fully understand what is expected of them and they are capacitated to perform the required tasks. The management plan developed in the first workshop is duly updated with the identified persons responsible for the required activities.

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