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Competencies and competences

by Toronto Training and HR

September 2014

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CONTENTS3-4 Introduction5-6 Definitions7-8 Typical titles found in competency frameworks9-10 Objectives of competency frameworks11-13 Check whether the competency framework is

fit for purpose14-15 Competence development16-19 Competency dimensions for global leadership20-21 Core competencies22-23 Implementing core competencies24-26 Cultural competence 27-32 Cultural competence in a healthcare setting33-34 Competencies for massage therapists

involved with acupuncture35-37 Competencies for occupational therapists38-40 Competencies for school principals41-42 Competencies for effective coaches43-46 Competencies for learning & development

professionals47-48 Competences of Aboriginal people49 Case studies 50-51 Conclusion, summary and questions

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Introduction

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Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Definitions

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CompetencyCompetenceDefinitions

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Typical titles found in competency frameworks

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Communication skillsPeople managementTeam skillsCustomer service skillsResults orientationProblem solving

Typical titles found in competency frameworks

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Objectives of competency frameworks

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Underpinning of employee reviewsEnhanced employee effectivenessGreater organizational effectivenessBetter analysis of training needsEnhanced career management

Objectives of competency frameworks

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Check whether the competency framework

is fit for purpose

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Communicate the purposeIdentify key themesGet conditions rightTackle the root cause

Check whether the competency framework is fit for purpose 1 of 2

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Identify key themesGet conditions rightTackle the root causeKeep it simpleTrain, don’t blame

Check whether the competency framework is fit for purpose 2 of 2

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Competence development

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Theory drivenPractice development

TrainingCoaching

Competence development

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Competency dimensions for global

leadership

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Perception managementCosmopolitanismInquisitivenessInterest flexibilityNon-judgmentalnessTolerance of ambiguity

Competency dimensions for global leadership 1 of 3

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Relationship managementEmotional sensitivityInterpersonal engagementRelationship interestSelf-awarenessSocial flexibility

Competency dimensions for global leadership 2 of 3

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Self-managementEmotional resilienceNon-stress tendencyOptimismSelf-confidenceSelf-identityStress management

Competency dimensions for global leadership 3 of 3

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Core competencies

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TechnicalSkillsKnowledge

CoreSocial roleSelf-imageTraitsMotives

Threshold

Core competencies

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Implementing core competencies

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Pre-launchLaunchBuilding core competencies into the HR processMeasuring and monitoring results

Implementing core competencies

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Cultural competence

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What it isWhat it is not

Cultural competence 1 of 2

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Viewed as a processWhy is it important?

Cultural competence 2 of 2

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Cultural competence in a healthcare setting

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Interpreter services Recruitment and retention policies for minority staff Ongoing orientation and training Coordinating with traditional healersUse of community health workers

Cultural competence in a healthcare setting 1 of 5

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• Culturally competent health promotion• Including family and/or community members in care giving• Immersion into another cultureAdministrative/ organizational accommodations

Cultural competence in a healthcare setting 2 of 5

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Elements of cultural competenceExamine values, behaviours, beliefs and assumptionsRecognize racism and the institutions or behaviours that breed racismEngage in activities that help you to reframe your thinking

Cultural competence in a healthcare setting 3 of 5

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Elements of cultural competence (cont.)Familiarize oneself with core cultural elements of the communities servedEngage clients and patients to share their reality is similar or different to what learned Learn and engage clients to share, how they define, name and understand disease and treatment

Cultural competence in a healthcare setting 4 of 5

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Elements of cultural competence (cont.)Develop a relationship of trust with clients and co-workers by interacting with openness, understanding and willingness to hear different perceptionsCreate a welcoming environment to reflect the diverse community served

Cultural competence in a healthcare setting 5 of 5

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Competencies for massage therapists

involved with acupuncture

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Foundational knowledgeTreatment planningTreatmentRisk management

Competencies for massage therapists involved with acupuncture

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Competencies for occupational therapists

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Assumes professional responsibilityThinks criticallyDemonstrates practice knowledgeUtilizes an occupational therapy practice process to enable occupationCommunicates and collaborates effectively

Competencies for occupational therapists 1 of 2

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Engages in professional developmentManages own practice and advocates within systems

Competencies for occupational therapists 2 of 2

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Competencies for school principals

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Fostering effective relationshipsEmbodying visionary leadershipLeading a learning communityProviding instructional leadershipDeveloping and facilitating leadership

Competencies for school principals 1 of 2

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Managing school operations and resourcesUnderstanding and responding to the larger societal context

Competencies for school principals 2 of 2

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Competencies for effective coaches

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Leadership approachSelf-managementCognitive adeptnessInterpersonal adeptnessSocial and political skills

Competencies for effective coaches

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Competencies for learning &

development professionals

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Change managementCoachingEvaluating learning impactInstructional designKnowledge management

Competencies for learning & development professionals 1 of 3

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Learning technologiesManaging learning programsPerformance improvementTalent managementTraining delivery

Competencies for learning & development professionals 2 of 3

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Foundational competenciesBusiness skillsGlobal mindsetIndustry knowledgeInterpersonal skillsPersonal skillsTechnology literacy

Competencies for learning & development professionals 3 of 3

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Competences of Aboriginal people

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Cultural wellnessEmotional wellnessMental wellnessSocial wellnessStrong identity

Competences of Aboriginal people

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Case studies

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions