CERTIFIED TALENT & COMPETENCY PROFESSIONAL (CTCP) PROGRAM

COURSE 1: ESSENTIALS OF TALENT &
COMPETENCY MANAGEMENT (1 DAY)

Course Objectives

Appreciate the importance of competency-based Human Resource Management (CBHRM) and Talent Management in enhancing Organizational Performance.

Define the terms Talent Management and Talent Development and show how they relate to sucession planning and succession management.

Make the business case for a systematic approach to talent development in organizations and be familiar with the basic terminology underlying the program and how these terms relate to their existing work practices.

Develop an understanding of what a competency model is and how it may be used to define human resource management practices in respective
organizations and how it is applied in all HRM applications.

Competency Focus

Define and use tools that establish the
following:

• Individual Performance
• Exemplary Performer
• Fully Successful Performer
• Organization Performance Diagnosis
• Organization Assessment Instrument

Define and provide suitable examples
of the following terms:

• Task
• Position Description or Job Specification
• Behavioral Indicator
• Work Output of Result
• Technical Competency
• Functional Competency
• Competency Model
• Exemplary Performer

Distinguish between exemplary and fully successful performers using the competency profiles and assess the extent to which Organizational Performance is based on competencybased HRM.

List and assess HRM applications that are being used and how position description or job descriptions are used for HRM purposes.

Analyze and explain the benefits of using competency-based HRM in the various HRM applications in use in organizations.

COURSE 2: APPLICATION TOOLS FOR TALENT MANAGEMENT AND COMPETENCY MODELING (3 DAYS)

Course Objective
To acquire the know-how to identify competencies and apply competency modeling technology in effectively improving HR practices.

To describe a strategic model to drive talent development systematically and be able to discuss the theory and best practice of competency identification, assessment and modeling.

To appreciate the need to review proven approaches to performance management as a tool for talent development and make the business case for talent management and talent development.

To identify activities required to pinpoint the needs of your organization for talent management and development compared to best practices.

Competency Focus

• Review the competency terms and concepts as well as a step-by-step guide to Talent Management
• Apply a step-by-step model in implementing talent management
• Acquire knowledge of various methods of competency identification & modeling
• Specify essential resources needed for an effective competency modeling project
• Identify and apply the process steps for competency identification and competency
  modeling
• Analyze and determine the relationship of job outputs/results, task and technical competencies
• Accurately identify personal functioning competencies and behavioral indicators
• Define potential assessment and explain how it differs from performance management
• Review proven approaches to assessing the potential of individuals for higher-level responsibility

COURSE 3: COMPETENCY-BASED HUMAN RESOURCE DEVELOPMENT (2 DAYS)

Course Objectives

To apply a competency-based approach in developing a targeted employee training and development plan.

Competency Focus

• Define HRD as it relates to strategic business goals and other functions
• Evaluate the traditional Instructional Systems Design (ISD) and competency-based ISD analytical approaches
• Apply a competency-based analysis in a given scenario.
• Describe the benefits and challenges of competency-based ISD
• Analyze how existing ISD processes can be competencyfocused
• Explain requirements for setting up an Individual Development Contract Planning (IDCP) System
• Describe the basic steps of the competency-based Individual Development Contract Planning process
• Identify key strategies for evaluating competency-based IDCP

COURSE 4: COMPETENCY-BASED RECRUITMENT, SELECTION AND PERFORMANCE MANAGEMENT (1 DAY)

Course Objectives:

To effectively assess/evaluate the suitability of using either a traditional or competency-based recruitment and selection in determining a person job fit.

To identify and understand the processes for implementing a competency-based performance
management that contributes to achieving superior performance.

Competency Focus

• Define recruitment and selection and performance management
• State and explain the steps in a traditional recruitment and selection process and performance management and its challenges
• Describe and explain how the traditional process can be made competency-based
• Describe the benefits and challenges using a competencybased approach versus the traditional approach
• Understand when to use a traditional or a competency based recruitment and selection and performance management approach
• List and explain the steps in implementing a competency approach for recruitment and selection and performance management in the organization

COURSE 5: COMPETENCY MANAGEMENTACTION
PROJECT (1 DAY)

Course Objectives

To work on the application project plan for the use of implementing Competency Management practices in your organization.

Define the key work outputs/results and competencies of a fully competent Talent and Competency professional in an organization-based practice.

Identify the organization configurations that could be used to introduce the implementation of
competency-based HRM practices.

Competency Focus

• Define the objective(s) for introducing and implementing the use of Talent and Competency Management practices in your organization
• Identify a project sponsor/champion, list down the benefits and resources needed to achieve the objective and success factors that need to exist in support of the project
• State the challenges that exist and list ways to minimize or mitigate each of the challenges defined
• Create a comprehensive project plan including formulating the evaluation plan and a short
  briefing for delivery to your project sponsor/champion

Resource Guide and Application Toolkit
Each participant is provided with the ARTDO International-ITD Resource Guide which includes a competency toolkit (developed by Dr. William J. Rothwell), participant guide and exercises.

Resource Center
Participants may use the resource center at ITD for discussions, research, use of computers and access to the internet.

Electronic Support
Participants and course leaders can continually communicate with one another on-line to exchange notes and share ideas.

Continuous Learning Community
Participants, certified professionals and resource persons form a community together with ARTDO International and ITD to facilitate sharing, networking and ongoing learning that continuously upgrade professional competencies.

Comprehensive Evaluation of Learning and Competencies Leading to Certification:
Certified Talent and Competency Professional (CTCP) will be awarded by ARTDO International-ITD upon completion of all the following requirements:

1. Pre-assessment
   1. Learning Evaluation and Prototype Competency Self-assessment – participants complete a comprehensive learning assessment and identify a prototype baseline for technical and personal competencies (Level 2 evaluation)
2. Successfully complete five courses (A Certificate of Achievement for each course will be issued by ARTDO International-ITD-PENN STATE: Module 3).
   1. Attendance and participation – attend all five courses – 11 days of instruction and oral feedback (60 hours) (Level 1&2 evaluation).
   2. Assignments – complete class projects for each course (Level 2 evaluation).
   3. Learning Evaluation – pass a comprehensive final learning evaluation at the end of the course (Level 2 evaluation).
3. Application of learning -120 days after completion of 5 courses (Level 2, 3 & 4 evaluation).
   1. HR Projects – Complete two competency based HR projects with 360 degree feedback:
      • Design a strategic HR organizational design for one’s own company or complete a strategic HR case study (for externals or job seekers).
      • Complete an appropriate project in one or more of the core areas:
        • Staffing/Employment – design recruiting, selection or placement system.
        • Performance Management – design compensation, benefits, performance appraisal or performance management plan.
        • Human Resource Development – design a training, organization development or career development plan.
      • Client Testimonials – obtain client proof that project was completed and secure feedback on business value and impact of projects (for external consultants).
   2. Superior/Subordinate/Employee/Colleague Testimonials – obtain feedback from superiors, subordinates, employees or colleagues about the business value and impact of projects (for internal employees).
   3. HR Competency Post-assessment – participants complete another self-assessment to identify personal gains from the courses.
   4. Prototype Competency Post – Assessment – participants complete another self-assessment to identify a prototype of competency gained from the program
   5. Adherence to Code of Ethics and Commitment to Continuous Learning and development – all certified participants must sign and commit to an HR code of ethics, core values and on-going professional development.