Most organizations today are trying to get more work done at lower cost. One way to do that is to focus on individual productivity differences. According to research, some people are much more productive than other people. In fact, top performers may get as much as TWENTY TIMES the work results of average performers. How do they do that? The answer has to do with competencies. Competencies describe individuals who get results. This webinar will review competency modeling and describe what competencies are, how to identify them, and how to use them.
AREA COVERED
I. Defining competencies and describing how they are identified and used
What are competencies?
How are competencies better than job descriptions for pinpointing individual differences?
How can the use of competencies lead to higher productivity and lower costs?
How do competencies relate to talent?
What are the best ways to identify competencies so as to find individual differences leading to productivity?
How can competencies guide the entire HR system of an organization?
II. Summarizing best practices in competency modelling
What are best practices?
Why should your organization’s leaders care about best practices in competency modelling?
What tool can help you compare your organization against global best practice in competency modelling?
III. Questions and answers
LEARNING OBJECTIVES
Define competencies
Describe how competencies are identified and used
Summarize best practices in competency modeling efforts
List ways to identify and manage competencies
Make the business case to managers about the value of competency management as a strategy to increase productivity
WHO WILL BENEFIT?
HR practitioners
Trainers and training managers
Operating managers
I. Defining competencies and describing how they are identified and used
What are competencies?
How are competencies better than job descriptions for pinpointing individual differences?
How can the use of competencies lead to higher productivity and lower costs?
How do competencies relate to talent?
What are the best ways to identify competencies so as to find individual differences leading to productivity?
How can competencies guide the entire HR system of an organization?
II. Summarizing best practices in competency modelling
What are best practices?
Why should your organization’s leaders care about best practices in competency modelling?
What tool can help you compare your organization against global best practice in competency modelling?
III. Questions and answers
Define competencies
Describe how competencies are identified and used
Summarize best practices in competency modeling efforts
List ways to identify and manage competencies
Make the business case to managers about the value of competency management as a strategy to increase productivity
HR practitioners
Trainers and training managers
Operating managers
SPEAKER PROFILE
William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, CPTD Fellow, RODC, FLMI is a Distinguished Professor in the Workforce Education and Development program in the Department of Learning and Performance Systems at the Pennsylvania State University, University Park campus. Work Experience Dr. Rothwell worked full-time in human resources, training and Organization Development in both government (Illinois Office of Auditor General) and in a multinational company (American Brands, #48 on the Fortune 500 list) from 1979 until he joined Penn State University as a professor to head up a graduate program in Human Resource Development/Organization Development He has been a consultant for over 50 multinational companies. Among his many clients are Motorola University China, Ford Motor Company, General Motors, Siemens, Sony, GM Shanghai, Phillips, Erickson, HP, the American Association of Retired Persons (AARP), the American Red Cross, Care, the U.S. Department of Labor, the U.S. Postal Service, and many more. He is President of two consulting firms: (1) Rothwell & Associates, Inc. (a firm that focuses on public speaking online and onsite) and (2) Rothwell & Associates, LLC (a firm that focuses on consulting with an emphasis on succession planning, talent management and related topics). He is also, with his wife, a business owner of The Rothwell Partnership, which controls 10 homes for rent. From 1997 until 2022 he and his wife also owned and operated a personal care home (Greenhills Village and Assisted Living Residence) for the elderly that was licensed by the State of Pennsylvania for 54 residents and employed 27 full-time and part-time employees. Education and Professional Certifications Dr. Rothwell earned his Bachelor’s degree in English with High Honors and Department Honors from Illinois State University; he earned a Master’s degree and completed all courses for the Ph.D. in English from the University of Illinois at Urbana-Champaign; he earned his Master of Arts in Business Administration (MABA) from Sangamon State University (a university since renamed the University of Illinois at Springfield); he earned his Ph.D. with a specialization in Human Resource Development from the University of Illinois at Urbana-Champaign; and, in 2022 he was awarded an honorary Doctor of Business Administration (DBA) by the Alliance International University in Dutch Curaçao in the Caribbean. He has also earned multiple professional certifications: the Senior Professional in Human Resources (SPHR) from the Human Resource Certification Institute; the Society for Human Resource Management Senior Professional in Human Resources (SHRM-SCP); the Registered Organization Development Consultant (RODC) designation from the International Society for Organization Development and Change; and the Certified Professional in Talent Development (CPTD) Fellow (member of the Hall of Fame) from the Association for Talent Development. He is a Fellow of the Life Management Institute (FLMI) designation based on passing 10 graduate courses in the insurance field. (The latter is essentially a Master’s degree in insurance.) International Work Dr. Rothwell has been to China 83 times, to Singapore 32 times, and has visited every continent (except Antarctica) to do training, consulting, college teaching, and research. He has chaired 110 Ph.D. committees at Penn State, has served on doctoral committees at foreign universities in England, China, Australia, and the United Arab Emirates, and is still listed as a visiting professor at Nankai University in Tianjin China, a visiting professor at Shanghai JiaoTong University in Shanghai, and a special speaker at Renmin University in Beijing China. (He taught 10 MBA courses at Nankai University and 10 MBA courses at Beijing University.) Awards In 2022 Dr. Rothwell was named a Distinguished Professor in the College of Education, was given the Lifetime Achievement Award by the Organization Development Network, and earned the Global Lifetime Achievement Award by Penn State Global Programs (the university’s highest award for doing work internationally). He received the Distinguished Researcher Award from the College of Education in 2016 and was given the Graduate Faculty Teaching Award in the 2004-2005 academic year. (The teaching award is a single award given to one faculty member on Penn State’s 24 campuses each year.). In 2011 he was given the Association for Talent Development’s Distinguished Contribution to Workplace Learning and Performance Award; in 2016 he received the Best Global Training and Development Leadership Award from the World HRD Congress in India, and in 2014 he was named a Brandlaureate in Malaysia. In 2022 he was given the Lifetime Achievement Award by The OD Network; in 2023 he was inducted into the International Adult and Continuing Education Hall of Fame; in 2024 he was named to Marquis’ Who’s Who in America; and in 2024 he has been notified that he will be given the International Society for Performance Improvement’s (ISPI) Thomas F. Gilbert Distinguished Professional Achievement Award at the 2025 conference. Publications and Presentations
Dr. Rothwell has authored, coauthored, edited, or coedited 158 books since 1987 and has delivered over 2,000 professional online and onsite presentations over 30 years in 15 nations. His recent books since 2020 include Succession Planning for Small Business and Family Business, Rethinking Diversity, Equity and Inclusion, High-Performance Coaching for Managers, Organization Development (OD) Interventions: Executing Effective Organizational Change, Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined, Adult Learning Basics 2nd ed., Increasing Learning and Development’s Impact Through Accreditation, The Essential HR Guide for Small Businesses and Startups, and Workforce Development: Guidelines for Community College Professionals, 2nd ed.
