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  • Webinar: How to Build Competency Models and Make Them a Core Part of Talent Management Efforts

Webinar: How to Build Competency Models and Make Them a Core Part of Talent Management Efforts

  • Wednesday, April 20, 2011
  • 12:00 PM - 12:59 PM
  • Online

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South Florida ASTD is pleased to partner with the South Florida Organizational Development Network (SFLODN) to present this webinar! 

 

This webinar builds on the South Florida ASTD chapter meeting on April 12th, featuring competencies.

 

 

Webinar Description:

 

The webinar will start with a high-level overview of competency models focusing on being a team player.

 

Next, you will learn what competency models should link to and how, such as 360's, individual development plans, and recruiting efforts.

 

Take a deeper look at the critical steps in creating competency models.  Decipher the age-old questions, where do I start and it's a good competency if it does what?  Receive guidance to determine what the ideal number of competencies and items should be.  Learn what internal resources you need to use to support the success of the competency model.  After you have the model built, discover who should review and edit the competency model.

 

Last, but not least, discuss special topics such as customization to different functions and/or jobs.

 

 


 

About the Presenter:  Dr. Perry Alter  

 

Dr. Perry Alter has been a consultant in the talent management and OD fields for 25 years. He is currently CEO of Lighthouse Consultants of the Southeast, and works very closely with the Institute of Organizational Development and the South Florida OD Network.

His client list includes Motorola, FedEx, Kraft, Radio Shack, Intel, Kellogg's, Chrysler, Honda, Caremark, HP, Miami Children's Hospital, Defense Logistics Agency, Internal Revenue Service, WalMart, and many others.

He has authored articles in Diversity Executive, Talent Management, Recruiting Trends, Practicing OD, CEO Refresher, and the International Journal of Selection and Assessment.

Perry's most intense work-related passion is using competency models to create integrated sets of job-related interviews, assessment items, and development guides in order to create a fully aligned and focused organization.

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