Strategic competence development in companies

Audience
‍The course is designed for HR managers, competence managers, line managers, advisors, business developers, learning designers and others dealing with strategic development of people and organization. It is suitable for both the private and public sectors, and is particularly relevant for companies that want to work more data-driven, systematic and forward-looking with expertise. The course is suitable for professionals who want to strengthen their ability to analyse skills needs, develop strategic plans, implement effective initiatives and build a sustainable learning culture that supports the company's objectives.

Learning objectives
‍The course provides a holistic and practical specialisation in strategic competence development, from mapping the current situation to implementation and measurement of impact. Participants learn to analyze skills needs, interpret trends, work data-driven, make risk assessments, develop targeted strategies and action plans, choose relevant learning styles, and work systematically on evaluation and continuous improvement. The course links competence development closely to business management, life cycle perspective, cross-curricular collaboration, digital learning forms and sustainable competitiveness.

After completing the course you will be able to

• Explain how strategic competence development is based on the company's objectives, management structure and HR practices
• Analyze current competencies with methods such as mapping, profiles, employee conversations and digital tools
• Identify and prioritize future skills needs through the use of insights, trends, competency barometers and scenarios
• Perform gap analyses and use data-driven models to assess risks and critical areas of expertise
• Design a comprehensive competency strategy with clear objectives, priorities and a link to the direction of the business
• Create action plans with concrete actions, roles, deadlines and expected effects
• Selecting and combining forms of learning such as e-learning, micro-training, mentoring, practice, formal education and digital learning platforms
• Use KPIs, dashboards, skill tests and evaluations to measure and document impact
• Implement and anchor initiatives through collaboration between managers, employees, HR, protective services and external partners
• Building and strengthening a sustainable learning culture that promotes continuous development, knowledge sharing and organizational learning
• Translate insights into practical improvement and continuous adjustment of strategy, measures and methods