• Understand Strategic HR's Role: Gain insights into how HR can influence organizational strategy and support business goals.
• Competency-Based Development: Learn how to design and implement competency-based frameworks that promote employee development.
• Data-Driven Decision Making: Use HR analytics and key performance indicators (KPIs) to measure training effectiveness and track competency growth.
• Strategic Program Design: Apply instructional design models, such as ADDIE, to develop competency-based training programs.
• Evaluate and Measure ROI: Learn how to measure the return on investment (ROI) for training programs and assess their organizational impact.
• Develop Action Plans: Create actionable strategies for aligning workforce planning, competency needs, and organizational culture.

This course is ideal for professionals involved in HR strategy, workforce development, and competency-based learning, including:

• HR Managers and Directors: Seeking to enhance HR’s role as a strategic partner.
• Learning & Development Professionals: Focused on competency-based training and development.
• HR Business Partners: Looking to integrate strategic goals into HR functions.
• Training Managers: Responsible for developing and implementing training programs.
• Senior Managers and Leaders: Who wish to align workforce competencies with strategic business objectives.

Day 1: Foundations of Strategic HR and Competency-Based Learning

Overview of Strategic Human Resource Management

• Topics:
  • Understanding Strategic HR and its importance in organizational goals.
  • Strategic HR Management drivers and core functions of HR.
• Learning Points:
  • Define Strategic HR and its impact on organizational success.
  • Identify key roles of HR in promoting strategic alignment.
• Activity: Group exercise mapping HR’s role in organizational goals based on real-world examples.

HR’s Evolving Role and Competency Frameworks

• Topics:
  • Strategic, operational, and administrative roles of HR.
  • Introduction to competency frameworks and types of competencies.
• Learning Points:
  • Recognize how HR roles evolve to meet strategic demands.
  • Understand competencies and their organizational impact.
• Activity: Group discussion and activity on identifying essential competencies for critical HR roles.

Introduction to Competency-Based Learning and Development

• Topics:
  • The principles of competency-based learning.
  • Linking competency development to business goals.
• Learning Points:
  • Define competency-based development and its benefits.
  • Explore strategies for aligning competencies with strategic objectives.
• Activity: Case study review on competency development strategies in leading organizations.

Day 2: Strategic Planning and Competency Design

Strategic Planning and Environmental Analysis in HR

• Topics:
  • The strategic planning process for HR.
  • Internal and external environment scanning.
• Learning Points:
  • Understand strategic planning steps.
  • Conduct a brief SWOT analysis for HR initiatives.
• Activity: SWOT analysis exercise specific to HR functions within participants’ organizations.

Designing Competency-Based Programs using the ADDIE Model

• Topics:
  • Overview of the ADDIE model for structured training design.
  • Best practices for competency-based training material development.
• Learning Points:
  • Apply the ADDIE model to competency-based program design.
  • Identify essential elements of competency-based training resources.
• Activity: Group activity to create an outline of a competency-based training program using the ADDIE model.

Linking Competencies with Business Strategy

• Topics:
  • Aligning competencies to support competitive advantage.
  • Identifying business-driven competencies for key roles.
• Learning Points:
  • Integrate organizational strategy with competency framework development.
  • Identify competencies that align with and support strategic goals.
• Activity: Participants design competency maps aligned to specific business objectives.

Day 3: Implementation and HR Analytics

Developing Training Resources and Program Implementation

• Topics:
  • Essentials of creating and implementing training resources.
  • Competency-based learning activity planning.
• Learning Points:
  • Design effective training resources for competency growth.
  • Best practices in competency-based program implementation.
• Activity: Group exercise to develop a competency-based training module.

Introduction to HR Analytics and Key Performance Indicators (KPIs)

• Topics:
  • Basics of HR analytics for tracking and measuring training success.
  • Understanding KPIs related to HR and competency growth.
• Learning Points:
  • Use analytics to evaluate competency program effectiveness.
  • Identify KPIs for tracking strategic HR contributions.
• Activity: Participants develop a sample KPI framework for evaluating competency-based training.

Using Data to Monitor Competency Growth

• Topics:
  • Analyzing and using data to assess competency development.
  • Practical tools for monitoring and tracking competency progress.
• Learning Points:
  • Monitor competency development through data-driven insights.
  • Evaluate training effectiveness with real-time data.
• Activity: Data analysis exercise using sample competency data to assess learning outcomes.

Day 4: Evaluation and Measuring ROI

Evaluation Models for Training Programs

• Topics:
  • Introduction to the Kirkpatrick Four-Level Evaluation Model.
  • Techniques for competency-based program evaluation.
• Learning Points:
  • Apply the Kirkpatrick model for effective program evaluation.
  • Differentiate between formative and summative evaluations.
• Activity: Role-play activity evaluating a sample training module using the Kirkpatrick model.

Calculating ROI for Competency-Based Programs

• Topics:
  • Measuring return on investment for training initiatives.
  • Practical techniques for assessing training’s impact on performance.
• Learning Points:
  • Calculate ROI and assess competency program effectiveness.
  • Measure competency development impact on organizational success.
• Activity: Hands-on exercise calculating ROI for a hypothetical competency-based training initiative.

Job Performance Metrics and Learning Transfer

• Topics:
  • Job performance evaluation aligned with competency goals.
  • Ensuring the transfer of learning from training to job performance.
• Learning Points:
  • Design performance metrics that align with competency development.
  • Maximize learning transfer to enhance practical application.
• Activity: Workshop to develop strategies for enhancing learning transfer on the job.

Day 5: Strategic Workforce Planning and Action Planning

Strategic Workforce Planning and Competency Needs

• Topics:
  • Aligning workforce planning with competency requirements.
  • Identifying future workforce needs based on strategic goals.
• Learning Points:
  • Integrate workforce planning with competency-based strategy.
  • Forecast competency needs for future organizational roles.
• Activity: Participants draft a workforce plan based on anticipated competency requirements.

Organizational Culture and Competency Development

• Topics:
  • Role of culture in competency-based growth.
  • Using culture mapping tools to support strategic competency changes.
• Learning Points:
  • Leverage culture to support competency growth and sustainability.
  • Design cultural interventions that align with competency frameworks.
• Activity: Culture mapping exercise to identify key cultural changes for competency development.

Action Planning and Course Wrap-Up

• Topics:
  • Developing actionable strategies for implementing course learning.
  • Summarizing key takeaways and preparing for application.
• Learning Points:
  • Create action plans for implementing competency-based HR strategies.
  • Finalize strategic insights and key outcomes.
• Activity: Participants present action plans for feedback and discuss potential challenges and solutions.

The course follows an interactive, learner-centered approach that blends theory with practical application. The key methods include:

1. Workshops and Group Activities: Hands-on activities such as SWOT analysis, competency mapping, and data analysis exercises.
2. Case Studies and Real-World Examples: Reviewing case studies from leading organizations to explore best practices.
3. Role Plays and Simulations: Participants engage in role-playing activities to reinforce key concepts like ROI calculation and program evaluation.
4. Interactive Discussions: Collaborative discussions on key HR challenges and strategic approaches.
5. Action Planning and Reflection: Each participant develops a customized action plan to apply learning within their organization.