Explore Financial Academy
Governance
Meet our Inspiring Leadership
Success Stories
Check out our Clients’ Reviews and Testimonials
Contact Us
Happy to Receive your Call & Serve You
Media Center
Stay Updated on Our Latest News and Events
Download the Financial Academy App
Available on App Store & Google Play
...
(4.0/ 5) 5 Reviews
An intensive applied program that enables HR practitioners to build skills-based role profiles and use them across talent acquisition, development, performance and succession, culminating in a practical governance and implementation roadmap.
(4.0/ 5)
5 Learner Rating
The certificate enables HR professionals to understand the Financial Academy Skills Framework and apply it to job roles and HR processes. It combines foundational concepts, hands-on applications, and governance and activation mechanisms to strengthen workforce readiness and align capabilities with business needs.
Banking
Capital Market
Insurance
Financing
الموارد البشرية وإدارة التغيير
الموارد البشرية وإدارة التغيير
Human Resources and Training
Not Exist
Lecture
Case Studies +4
Lecture
Case Studies
Brainstroming
Practical Implementation
Dialogue Teams
Role-play
Pre Assessment
Post Assessment +1
Pre Assessment
Post Assessment
Research or Project
Talent management
workforce planning specia...
talent acquisition,recrui...
learning, development sp...
+3Talent management
workforce planning specialists
talent acquisition,recruitment
learning, development specialists
performance and career-development
organization-design specialists
HR business partners
This provides you with the opportunity to select the available times that suit you best for participation in our program. These times represent slots during which we are ready to welcome you and provide assistance and guidance.
In Class Training
1-. Program objectives, participant expectations, workforce capability challenges and shared success criteria.
2. The importance of new skills in response to financial-sector shifts and future workforce requirements
3.Skills, competencies, tasks, knowledge, behavioral and technical competencies
4. Financial Academy Skills Framework structure: job families, skills domains and proficiency levels.
5. How technical skills complement behavioral competencies.
6. Identify job accountabilities, priority skills and required proficiency levels.
7. Write behavioral competencies, levels and indicators and avoid common pitfalls.
8. Draft and peer-review behavioral competencies using a quality checklist
9. Develop an integrated role profile combining behavioral competencies and technical skills.
In Class Training
1. Confirm the readiness of role profiles for practical applications.
2. Apply skills to talent acquisition, role requirements, interview questions and candidate assessment criteria.
3. Identify skill gaps and design learning pathways using the 70-20-10 model and success measures.
4. Apply competencies to performance management, evidence-based assessment and calibration.
5. Apply competencies to talent reviews, succession planning and the nine-box grid.
6. Assess skills integration in HR processes and prioritize gaps and improvement opportunities.
In Class Training
1. Lessons learned from role profiling and applying skills across HR processes.
2. Use behavioral and technical competencies to support promotion decisions and assess readiness
3. Identify career mobility pathways and associated skills and development needs.
4. Tailor the Financial Academy Skills Framework to organizational needs and proficiency requirements.
5. Define governance, ownership, refresh cycles and KPIs for adoption and effectiveness.
6. Address implementation challenges, activation actions, quick wins and stakeholder engagement.
7. Develop a 30-60-90 day implementation roadmap covering priorities, responsibilities and next steps
Distinguish skills, competencies, knowledge and tasks, and understand the Financial Academy Skills Framework and proficiency levels.
Develop an integrated role profile combining technical skills, behavioral competencies and key accountabilities.
Apply skills to talent acquisition, candidate assessment and competency-based interview design.
Identify skill gaps and design learning pathways and success measures using the 70-20-10 model.
Apply skills to performance management, talent reviews, succession, promotion and career mobility.
Design framework governance and a practical 30-60-90 day implementation plan with adoption and effectiveness indicators.
Training Programs Overview
Explore Our Programs
