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Quest Training

Competencies: Design, Development and Implementation Training Course

Shows how to identify critical competencies, build a competency framework with behavioral and technical proficiency levels and embed it across HR processes.

HR · Human Resources Management#1006Classroom
Duration
5 Days
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Free substitution at any time · 30+ days' notice: full refund minus 10%. Cancellation policy

Sectors:Finance, Investment & BankingCategories:Human Resources Management

Course Overview

Competencies: Design, Development and Implementation is an advanced professional training course focused on building practical, structured, and organization-wide competency management systems. The course provides participants with the knowledge and tools required to identify critical competencies, develop competency frameworks, define behavioral and technical proficiency levels, and integrate competencies into human resource management, workforce planning, leadership development, and organizational performance processes. In modern government entities, ministries, banks, oil and gas organizations, public sector institutions, and large corporations, competency management provides a common language for defining the knowledge, skills, behaviors, and capabilities required for successful performance. A well-designed competency framework improves the quality and consistency of recruitment, performance evaluation, learning and development, succession planning, career progression, and talent management decisions. It also helps organizations align workforce capabilities with strategic priorities, operational requirements, and future business needs. This course takes participants through the complete competency lifecycle, from initial analysis and framework design to validation, implementation, communication, and continuous improvement. Participants will explore the differences between core, leadership, managerial, functional, technical, and role-specific competencies. They will also learn how to develop clear competency definitions, behavioral indicators, proficiency levels, assessment criteria, competency profiles, and implementation plans that are relevant to different jobs and organizational levels. The program combines strategic concepts with practical applications, case discussions, competency-writing exercises, framework evaluation activities, and implementation planning. By the end of the course, participants will be equipped to develop or improve a competency-based management system that supports transparent people decisions, targeted capability development, stronger leadership pipelines, improved employee performance, and sustainable organizational effectiveness.

Learning Objectives

  • Analyze the organization’s strategic priorities, operating model, workforce requirements, and job architecture during the course to identify the competencies required for current and future performance.
  • Develop a structured competency framework containing clearly defined core, leadership, functional, technical, and role-specific competencies by the end of the program.
  • Evaluate existing competency models against defined quality criteria, including strategic alignment, clarity, relevance, measurability, usability, and organizational applicability.
  • Apply a consistent methodology to write competency definitions, behavioral indicators, proficiency levels, and assessment standards during practical course exercises.
  • Design competency profiles for selected job families, roles, departments, or leadership levels using evidence-based job and performance information.
  • Assess competency requirements by applying job analysis, interviews, workshops, document reviews, and consultation techniques within simulated organizational scenarios.
  • Align competency frameworks with recruitment, performance management, training, career development, succession planning, and workforce planning processes by the final day.
  • Improve the accuracy and consistency of competency assessment by establishing observable indicators, rating scales, evidence requirements, and assessor guidelines.
  • Implement a practical competency framework validation process involving subject matter experts, managers, human resources professionals, and key organizational stakeholders.
  • Strengthen organizational readiness for competency-based management by developing a communication, governance, stakeholder engagement, and change management plan.
  • Design an implementation roadmap with defined priorities, responsibilities, milestones, risks, success measures, and review requirements before completing the course.
  • Evaluate the effectiveness of an implemented competency system using practical performance indicators, stakeholder feedback, utilization data, and periodic framework reviews.

Who Should Attend

This course is designed for human resources directors, human capital managers, talent management professionals, organizational development specialists, learning and development managers, workforce planning specialists, performance management professionals, recruitment managers, career development specialists, succession planning professionals, and employee capability development teams. It is particularly relevant to professionals responsible for designing, reviewing, implementing, or managing competency frameworks and competency-based human resource processes. The program is also suitable for department heads, functional managers, technical managers, leadership development professionals, job evaluation specialists, business transformation teams, change management professionals, quality and excellence specialists, strategy professionals, and project leaders involved in organizational capability development. Managers from government entities, ministries, banks, financial institutions, oil and gas companies, and large corporations will benefit from understanding how competencies can support role clarity, objective assessment, workforce readiness, and performance improvement. Senior executives, policy makers, human resources business partners, internal consultants, and decision makers responsible for talent strategy, nationalization programs, leadership pipelines, technical capability assurance, or future workforce planning will also find the course valuable. Participants should have a general understanding of organizational structures, job roles, human resources processes, or performance management, although previous experience in competency framework design is not required.

Learning Outcomes

  • Explain the strategic purpose of competency management and distinguish competencies from qualifications, responsibilities, tasks, experience, knowledge, and general performance expectations.
  • Identify the core, leadership, managerial, functional, technical, and role-specific competencies required across different organizational levels and job families.
  • Conduct a structured competency needs analysis using strategic documents, job descriptions, performance information, interviews, workshops, and subject matter expert input.
  • Write clear competency titles, definitions, behavioral indicators, proficiency levels, and evidence-based assessment criteria that can be understood and applied consistently.
  • Build competency dictionaries and role-based competency profiles that reflect organizational priorities, operating requirements, and expected standards of performance.
  • Map competencies to jobs, job families, grades, career paths, leadership levels, and critical organizational positions.
  • Validate competency frameworks through stakeholder consultation, expert review, pilot testing, moderation, and structured feedback.
  • Integrate competencies into recruitment, selection, onboarding, performance appraisal, learning needs analysis, career development, succession planning, and talent reviews.
  • Develop practical competency assessment approaches using behavioral interviews, observation, simulations, self-assessment, manager assessment, assessment centers, and workplace evidence.
  • Identify common competency framework design and implementation risks, including excessive complexity, unclear indicators, inconsistent ratings, weak ownership, and limited stakeholder acceptance.
  • Create an implementation plan covering governance, technology requirements, communication, manager capability, employee awareness, pilot deployment, and organization-wide rollout.
  • Establish monitoring and review mechanisms that keep the competency framework relevant, practical, strategically aligned, and responsive to changing workforce requirements.

Course Outline

Day 1

Strategic Foundations of Competency Management

  • Understanding competencies and their role in organizational performance, workforce capability, leadership effectiveness, and human capital management.
  • Distinguishing competencies from skills, qualifications, knowledge, experience, values, responsibilities, job tasks, and performance objectives.
  • Exploring the major competency categories: core, behavioral, leadership, managerial, functional, technical, professional, and role-specific competencies.
  • Linking competency requirements to organizational strategy, operating models, culture, values, service standards, risk requirements, and future workforce priorities.
  • Practical application: Analyze an organizational scenario and identify the competency categories needed to support strategic and operational performance.
Day 2

Competency Analysis and Framework Design

  • Conducting competency needs analysis through job analysis, strategic document review, interviews, focus groups, surveys, observations, and expert workshops.
  • Establishing competency framework architecture, including competency groups, job families, organizational levels, role profiles, and governance principles.
  • Selecting appropriate framework development methods, including research-based models, customized organizational models, hybrid approaches, and technical competency structures.
  • Identifying critical competencies for leadership roles, specialist positions, operational functions, support departments, and future-focused organizational capabilities.
  • Practical application: Develop a preliminary competency framework structure for a selected organization, department, or job family.
Day 3

Writing Competencies and Proficiency Levels

  • Writing concise and meaningful competency definitions that describe the capability and its relevance to successful workplace performance.
  • Developing observable behavioral indicators that differentiate effective performance from vague personality descriptions or general expectations.
  • Designing proficiency levels that reflect increasing complexity, independence, responsibility, influence, decision-making authority, and organizational impact.
  • Creating competency dictionaries, coding systems, competency clusters, technical standards, assessment guidance, and role-based competency profiles.
  • Practical application: Write complete competency entries, including definitions, behavioral indicators, proficiency levels, and evidence requirements for selected roles.
Day 4

Competency Assessment and HR Integration

  • Designing competency assessment methods, rating scales, scoring guidance, evidence standards, assessor calibration, and moderation processes.
  • Applying competency-based interviewing, behavioral event interviewing, simulations, workplace observation, manager assessment, self-assessment, and assessment centers.
  • Integrating competencies into recruitment, selection, onboarding, probation reviews, performance management, learning needs analysis, career development, and succession planning.
  • Using competency gap analysis to prioritize training investments, individual development plans, leadership programs, workforce planning, and talent mobility decisions.
  • Practical application: Evaluate a sample competency assessment process and design an integrated competency-based employee development approach.
Day 5

Validation, Implementation and Continuous Improvement

  • Validating competency frameworks through expert review, stakeholder workshops, leadership approval, pilot testing, employee feedback, and assessment data.
  • Establishing governance roles for human resources, department leaders, subject matter experts, employees, assessors, and executive sponsors.
  • Planning communication, stakeholder engagement, manager training, technology configuration, pilot implementation, phased rollout, and organizational adoption.
  • Monitoring framework effectiveness through utilization measures, assessment consistency, user feedback, workforce outcomes, strategic relevance, and scheduled reviews.
  • Final workshop: Develop a competency framework implementation roadmap covering scope, priorities, responsibilities, milestones, risks, communication actions, success measures, and continuous improvement requirements.

Upcoming Dates

Selected date

Zurich · 21 – 25 Dec 2026 · Classroom

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CityDatesPrice per ParticipantEarly Bird
LisbonScheduled
2 – 6 Nov 2026€5,400—
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AmsterdamScheduled
2 – 6 Nov 2026€5,400—
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ParisScheduled
9 – 13 Nov 2026€5,700—
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LondonScheduled
9 – 13 Nov 2026€5,600—
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BarcelonaScheduled
9 – 13 Nov 2026€5,400—
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RiyadhScheduled
16 – 20 Nov 2026€4,200—
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MadridScheduled
16 – 20 Nov 2026€5,400—
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CairoScheduled
16 – 20 Nov 2026€3,300—
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RomeScheduled
23 – 27 Nov 2026€5,800€5,220until 2 Nov
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CasablancaScheduled
23 – 27 Nov 2026€4,300€3,870until 2 Nov
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MakkahScheduled
23 – 27 Nov 2026€4,200€3,780until 2 Nov
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DohaScheduled
30 Nov – 4 Dec 2026€4,400€3,960until 9 Nov
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ManamaScheduled
30 Nov – 4 Dec 2026€4,700€4,230until 9 Nov
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SalalahScheduled
30 Nov – 4 Dec 2026€5,300€4,770until 9 Nov
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DubaiScheduled
6 – 10 Dec 2026€4,400€3,960until 16 Nov
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MilanScheduled
7 – 11 Dec 2026€6,000€5,400until 16 Nov
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TunisiaScheduled
7 – 11 Dec 2026€3,800€3,420until 16 Nov
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ViennaScheduled
14 – 18 Dec 2026€5,700€5,130until 23 Nov
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MunichScheduled
14 – 18 Dec 2026€5,400€4,860until 23 Nov
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IstanbulScheduled
14 – 18 Dec 2026€4,700€4,230until 23 Nov
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Kuala LumpurScheduled
21 – 25 Dec 2026€4,400€3,960until 30 Nov
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MuscatScheduled
21 – 25 Dec 2026€5,300€4,770until 30 Nov
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ZurichScheduled
21 – 25 Dec 2026€5,000€4,500until 30 Nov
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OnlineScheduled
27 – 31 Dec 2026€1,700€1,530until 7 Dec
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AmsterdamScheduled
28 Dec 2026 – 1 Jan 2027€5,400€4,860until 7 Dec
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LisbonScheduled
28 Dec 2026 – 1 Jan 2027€5,400€4,860until 7 Dec
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BarcelonaScheduled
4 – 8 Jan 2027€5,400€4,860until 14 Dec
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LondonScheduled
4 – 8 Jan 2027€5,600€5,040until 14 Dec
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ParisScheduled
4 – 8 Jan 2027€5,700€5,130until 14 Dec
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CairoScheduled
11 – 15 Jan 2027€3,300€2,970until 21 Dec
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Available in: Istanbul · Dubai · London · Riyadh · Doha · Amsterdam

Frequently Asked Questions

The course runs for five days and is delivered in a classroom setting. The programme combines professional concepts, practical exercises, case discussions, competency framework development, assessment activities, and an implementation planning workshop.

Questions about registration, certificates or fees? See our general FAQ

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