The object of the course
Competence management is a prerequisite for the success of organisations as part of their business strategy. It is a multi-dimensional body of knowledge and skills that extends to all organisational levels and is therefore part of the basic competence of executives, supervisors and HR professionals. The purpose of competence management is to promote the attainment of the organisation’s objectives through the utilisation, maintenance and development of the competence of the personnel. Competence management skills ensure that the competence capital of the organisation will be fostered and developed in the competitive field of the future.

Course competences
Learning and information management competence 
Entrepreneurship, innovation and working community competence 
Business Competence

The learning objectives of the course
You understand the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You understand the significance of agile learning. You recognise the different dimensions of competence. You recognise the competence mapping, competence gaps and development plan of the organisation. You recognise competence development methods. You understand the significance of the performance and development appraisal practice in competence management.

Knowledge of the central concepts and theories of leadership.

Strategy-based competence assessment and development trends in working life
Recognition of an individual’s competence, knowledge, skills, attitudes, motivation and networks as part of professional competence
Future competence requirements
Link between learning and competence
Agile learning
Tacit knowledge, competence sharing
Competence mapping, identification of competence gaps, competence assessment, development plan and methods
Performance and development appraisals as part of competence management


Tools
The course provides you with tools for competence management and for the definition, identification and goal-oriented development of competence.

Adequate 1
You understand the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You understand the significance of agile learning. You recognise the different dimensions of competence. You recognise the competence mapping, competence gaps and development plan of the organisation. You recognise competence development methods. You understand the significance of the performance and development appraisal practice in competence management. You recognise systems related to competence management. Your reporting is unstructured and inadequate.

Satisfactory 2
You are able to explain the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You are able to explain the principles of agile learning. You recognise the different dimensions of competence. You are able to present the underlying principle of the competence mapping and competence gap analysis of an organisation and outline a development plan. You are able to apply competence development methods. You are able to explain the significance of the performance and development appraisal practice in competence management. You are able to apply systems related to competence management. Your reporting is consistent, but exhibits minor shortcomings with regard to language and reporting instructions.

Good 3
You are able to analyse the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You are able to analyse the principles of agile learning. You are able to name the different dimensions of competence. You are able to organise the competence mapping of an organisation, explain the competence gaps and organise a development plan. You are able to compare and prioritise competence development methods. You are able to analyse the significance of the performance and development appraisal practice in competence management. You are able to compare and prioritise systems related to competence management. Your reporting is consistent, well-reasoned and in accordance with the reporting instructions, but contains occasional mistakes.

Very good 4
You are able to assess the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You are able to substantiate the significance of agile learning. You are able to assess the different dimensions of competence. You are able to plan and organise the competence mapping of an organisation, recognise the competence gaps and organise a development plan. You are able to assess different competence development methods. You are able to substantiate the significance of the performance and development appraisal practice in competence management. You are able to assess systems related to competence management. Your reporting is consistent, analytical and fluent and complies with the reporting instructions.

Excellent 5
You are able to produce new perspectives on the link between competence management and strategy, development trends in working life, future competence requirements and the performance of the organisation. You are able to affirm the significance of agile learning. You are able to name the different dimensions of competence. You are able to plan and organise the competence mapping of an organisation, analyse the competence gaps and organise a development plan. You are able to develop competence development methods. You are able to affirm the significance of the performance and development appraisal practice in competence management. You are able to assess and select systems related to competence management. Your reporting is consistent, convincing and critical and complies with the reporting instructions.