Introduction

The competencies management, as one of the business practices, is considered to be a new trend and quickly developed. Many aspects of the competencies management have been found in the organizations for years, however, they have existed in real since the end of the past millennium, since we have coined ideas regarding employment, retention, engagement, job succession plans, developing the leadership skills together, and discussing them in terms of the competencies management. In the business vein, the strong retention of the competences in your organization and the ability to use the competencies appropriately would allow the strong companies to stand out from their competitors.

The training program “Competencies Management” would describe the difference between the competencies management and performance management. The competencies management predicts how the employee’s performance and the future needs for both the employees and the organization would pan out. Performance management, however, would focus on how the employees performed in the past or presently. It’s therefore worth noting that each focuses on different topics from the other. The training program would later discuss the “Understanding The Job Succession Planing”, whereas the success of the job succession planning means that if someone left work in a certain organization, the right alternative person would replace him. It also means that the organizations provides developmental, supportive, and research activities to guarantee the continuity of the organization in an effective manner when an individual leaves or gets promoted to a higher position in the organization.

Looking into the resources inside the organization and determining the main employees require considering the agility and smoothness of the current market. And this would also mean determining the resources and risk analysis, which we would later discuss in the Competencies Management Program under the title of “Developing Competencies Management Plan”, which includes a number of steps in addition to what should be done before putting Competencies Management Program for the organization that would provide the Competencies Model.

Determining competencies within an organization is the key to the Competencies Management Process. There are a number of major groups within which the employees would be categorized: Stezner Average, high performers, high potentials, and the deputy and main experts. Not in the least, gaps of competencies would also be determined. And which circles are missing in the categories above?.

Before concluding, we should also remember to check the title of “Retention of Talents”, which maintains that the talents brought in should be internationally distinguished in three areas: interviewing, coaching and the ability to retain the competences. However, we would conclude with the last topic of “Talent Review Meetings”. Upon the conclusion of the talent assessments, the Talent Review Meeting would begin, which would require answering some questions including: Who should attend the meeting? What is the relevance? What should be covered.