Kevin Rutherford

Expert Trainer

Kevin Rutherford is the Head of HRD Practice at LEORON GROUP, an international human capital consulting, education, assessment, and research firm that helps companies produce superior business results through strategic talent man-agement. He also serves as the Chief Talent Strategist at Talent Management Academy, a strategic human resources education and knowledge exchange network dedicated to building HR professional’s strategic capabilities.

A successful entrepreneur, Kevin was an equity partner at Navicus, Inc, a leading employment screening and talent manage-ment software vendor. Serving in a variety of roles as CEO, EVP, and Chief Talent Advisor, Kevin helped grow the business rapidly receiving Inc. 5000’s fastest growing company’s distinction four years in a row. The company’s success resulted in an acquisition by Pinkerton, a division of Securitas in 2010. As of 2013, he joined the Board of directors at LEORON PDI and serves as a Head of Practice of HR, Management & Leadership portfolio.

Kevin brings more than 25 years of corporate human resources leadership in the retail, banking and grocery industries. He has had a number of unique challenges with high growth, international, turnaround, and start-up companies. Prior to his entrepre-neurial endeavors starting in 2004, Rutherford held the top HR position with Borders/Waldenbooks, Michaels Arts & Crafts, and Garden Ridge. Earlier, Kevin served in progressively responsible positions in recruiting, organizational development, labor relations, compensation, and benefits with Chemical Bank, The Limited Brands, HEB Grocery, and the US Air Force.

During his career, he developed numerous cutting-edge recruiting, compensation and people development systems that were profiled by Recruiting Strategist, HR.com, Human Capital Institute, National Association of Stock Planning Profes-sionals, and The Corporate Leadership Council. Leveraging his diverse background, Kevin is a strategic advisor to a wide range of organizations including emerging growth companies, global corporations, government and military agencies, and non-profit organizations. A sampling of consulting and education clients include Robert Half International, Oracle, Abbott Labs, Fifth Third Bank, TIAA-CREF, FedEx, Molex, Waste Management, Northwestel, TengizChevroil, Black Elk Energy, the City of Arlington, TX, the Central Intelligence Agency, the US Army, the US Air Force, and the American Red Cross.

He shares his passion and knowledge of the field as a frequent speaker at HR conferences, industry and private events. His engaging style and “how to”, content-rich presentations always rank him in the top 10% of speakers. Mr. Rutherford holds multiple national certifications in Human Resources, Compensation, Human Capital Strategy, Recruiting, Workforce Planning, and Coaching. He has completed the University of Michigan Senior Human Resources Executive Program, Cornell University’s International Human Resources curriculum and graduated Summa Cum Laude with a BS in Health Care Management from Park College. Rutherford also serves on several Advisory Boards for leading human capital and talent management firms.

LEORON Professional Development In-stitute is registered with the National As-sociation of State Boards of Accountan-cy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards

of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding regis-tered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.learningmarket.org

5 KEY TAKE AWAYS

1Understand Competency-Based HRM best practices and how to best integrate into talent management applications

2 Map Competency Models with business plans and draft a Business Impact Plan

3 Describe key approaches and methodologies to conduct competency identification.

4 Apply competencies to the talent-life cycle stages

5Implement a comprehensive Competency-Based Performance Management, Engagement, & Compensation system

• Know what business needs Competency Models can address

• Explain how organizations are using competency models

• Identify and involve key stakeholders in competency development

• Use Workforce Planning to determine and define CBHRM direction

• Explain the four levels of Competency Model approaches

• Know the common objections to Competency Models and how to communicate and gain support for a Competency-Based HRM project

• Determine CBHRM objectives and scope of the project

• Align Competency Management with Business Strategy

• Map Competency models with Business Plans and draft a Business impact plan

• Explain the steps in planning a competency modeling project

• Define such key terms as competency, competency identification, competency model, competency modeling, competency assessment, 360º assessment, multi-rater, full-circle assessment, and individual development planning.

• Discuss the difference between competency-based HR management and work or job description-based HR management.

• Leverage the results of competency identification to draft a competency model for a targeted job category, department, or occupation

• Determine the best methods for data collection and validation.

• Choose from alternative methods for building single competency models, multiple jobs models, or one-size-fits-all models.

• Define and conduct behavioral event interviews (BEI), and analyze BEI results.

• Develop HR applications for talent management, assessment, selection, succession planning, development, and performance management

• Understand the concept of validity and how to test the Competency Model

• Explain practical approaches and methods for validation of Competency Models

• Apply competencies to the talent life cycle stages

COURSEOBJECTIVES

This highly practical qualification has been specifically designed for:

• HR Heads• Talent Managers and Supervisors• Training Managers• Learning & Development Professionals• Other HR Professionals doing assessment and

training programs that are competency based

WHO SHOULDATTEND?

LSBF EE offers a range of short programmes and postgraduate cer-tificate courses, tai-lored specifically to the

needs of working professionals who want to succeed in today’s globalised business climate.

The school was established in 2003 and has campus-es in the UK and Singapore; it is also partnered with the award-winning online platform InterActive, delivering education to students around the world who can’t attend classes on campus.

The LSBF experience is career-driven, tailored to each individual student, and led by expert tutors who are pas-sionate about their subject and about teaching.

October 14-18, 2018 | Dubai, UAE

*The use of this seal confirms that this ac-tivity has met HR Cer-tification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

*This program is valid for 35 PDCs for the SHRM-CPSM or SHRM-SCPSM

DAY 1

The Competency-Based HR Framework » Competency-Based HR Management vs. Traditional HR Management

» Advantages and challenges of moving to a competen-cy-based workforce

» Best practices and benefits of Competency-Based HR Management

» Linking business results to competency models and future trends

» Five-Step Model for transitioning to a competen-cy-based workforce

» Building a business case for Competency-Based HR to senior management

DAY 2

Competency Development » Designing a competency architecture and model building process tailored to strategy

» Approaches to competency identification, mapping, profiling, and models

» Designing a model-building process tailored to your company needs

» Data collection methodologies, techniques, tools, and thematic analysis

» Testing, refining, validating, and finalizing the compe-tency model

» Translating competency models to support practical, effective, & integrated HR processes

» Implementing competency models into talent man-agement applications

DAY 3

Competency-Based Talent Management Applications – Recruitment, Assessment, Selection, and Workforce Planning

» Benefits of a Competency-Based Recruitment, Assessment and Selection system

» Adapting competency frameworks for use in recruit-ment

» Integrating competencies into Behavioral Interviews to predict on the job success

» Applying role-based workforce segmentation in com-petency-based recruitment

» Competency-based selection tools for interviewing and assessment centers

» Implementation stages for enterprise-wide recruit-ment, assessment, and selection

• Use the results of competency identification to assess competence.

• Develop a comprehensive Competency-Based Recruitment, Assessment, and Selection system in your company

• Design and integrate competency-based assessments into the selection process

• Develop and conduct competency-based interviews for target positions

• Create competency-based recruitment tools for interviewing, selection, and assessments

• Install a comprehensive Competency-Based Learning, Development, and Succession Management System in your company

• Use competencies to determine current and future organizational and individual knowledge, skill, and learning gaps/needs

• Identify employee potential using competency-based succession tools

• Map career paths, replacement, and succession gaps/needs based on strategic business needs and core competencies

• Use competency models to determine best fit and ROI for leadership and employee training and development.

• Know how to leverage competency-based performance assessments to determine gaps in organizational capabilities.

• Identify job responsibilities, performance standards, and measures and job specific behaviors required for success in target jobs.

• Revise or design a new performance management system linked to the organizational competency framework

• Integrate competencies into a compensation philosophy and pay structure

COURSE OVERVIEWThis five-day hands-on training program is designed for individuals who are undertaking competency model-ing or performance initiatives in their organizations and are looking to build personal capability in Competen-cy-Based Human Resources Management (CBHRM). In this workshop, you will learn how to develop a cost-ef-fective competency model by breaking down the de-tailed process into a practical set of specific actions that are easily transferable to your organization. Apply learning from dozens of organizations that have leveraged competency models to make an impact on workforce performance and strategy execution. We will also review how to align your competency model with your organization’s strategic initiatives, develop a com-prehensive project plan, use a variety of techniques to gather and refine competencies, design a structure that will differentiate your organization from others, and ac-commodate current and future needs.

October 14-18, 2018 | Dubai, UAE

DAY 4

Competency Based Talent Management App-lications - Leadership/Employee Development and Succession Management

» Benefits of a Competency-Based Learning and Development system

» Forecasting of future organizational and individual learning requirements

» Assessment methods against competencies for suc-cess in the job and organization

» Creating individual learning plans, levels of learning, and evaluation/validation of learning

» Decision framework for training and development in-vestments to address strategic gaps

» Succession system to identify and build a talent bench for future leadership roles

» Implementation stages for enterprise-wide learning and development & succession

DAY 5

Competency-Based Talent Management Applications – Performance Management, Engagement, and Compensation

» Benefits of a Competency-Based Performance Management & Compensation system

» Integrating competencies into the Performance Management and Compensation process

» Identification of job responsibilities, performance standards, & measures for targeted jobs

» Linking individual goals to Company and Business Unit Plans and Goals

» Appraisal methods and a comprehensive performance management process

» Multiple-choice exam based on the key concepts covered during the program

IN-HOUSE If interested to run this course in-house please contact Goran Gakidev at +971 4 447 5711 or e-mail: goran.gakidev@leoron.com

October 14-18, 2018 | Dubai, UAE

Delivery Type Prerequisites Level This Program is worth

Group Live None Advanced Training35 NASBA CPE credits, 30.25 HRCI Recert.

credits and 35 SHRM PDCs

TERMS & CONDITIONS

1. Payment Terms for LEORON Professional Development Institute (hereafter LEORON PDI)a. 100% payment of the amount in maximum 15 days upon the receipt of the invoice. b. The payment shall be conducted either in cash, credit/debit card, cheque or bank transfer. c. The stated amount is exclusive of Withholding Tax and other duties, taxes and transfer related charges which if

applicable are payable by the client in addition to the stated amount.2. Cancelation and Postponement Policy

a. All cancelations and postponements shall be done in written form.b. In case of client cancelation:

i. No cancelation fee if the cancelation takes place not less than 14 days prior to the beginning of the course,ii. 50% cancelation fee if the cancelation takes place between 7 days and 14 days prior to the beginning of the course,iii. 100% cancelation fee if the cancelation takes place less than 7 days prior to the beginning of the course,

c. In case of client postponement, i. LEORON PDI issues a credit note which states that the paid amount can be used for participation in any of the

company’s courses which are scheduled in a period of 12 months from the date of the credit note.ii. A 25% postponement fee if the postponement takes place less than 10 days prior to the beginning of the course

d. In case of LEORON PDI cancelation:i. A 100% refund shall be applicable if LEORON PDI decides to cancel the event - the client has an option to receive

a credit note which can be used for any course for a period of 12 months.ii. In case of LEORON PDI postponement - the client may choose to participate on the same course at the later date or

to be issued a credit note which states that the paid amount can be used for participation of any of the company’s courses which are scheduled in a period of 12 months from the date of the credit note.

3. Selection of Trainer and LocationSelection of the trainer and training location shall be at the discretion of LEORON PDI. Every effort shall be made to maintain continuity, but, if necessary, LEORON PDI can change the trainer and training location any time prior to commencement of the course.

4. Intellectual PropertyThe copyright, intellectual property and design rights of the learning materials are property of LEORON PDI and its expert trainers. It cannot be copied, shared or reproduced without prior written consent of LEORON PDI.

5. Health and SafetyThe clients must conform to and comply with the Health and Safety Policy and Procedures as laid down by LEORON PDI or its partner organizations when the course is delivered in leased premises. Breaches of these policies and procedures may result with the client being suspended or excluded from the course and premises.

6. Complaints and Refunds Procedurea. LEORON PDI shall deem relevant the following types of complaints:

i. If the contents of a course or the training materials are incorrect or inappropriate.ii. If the duration of the course is significantly different to that invoiced.iii. If the conduct or actions by the LEORON PDI trainer are inappropriate or offensive.iv. If the training delivery is not on a satisfactory level

b. Enquiries and complaints shall be made in written form and have to contain sufficient detail to allow LEORON PDI to compile an official written response.

c. All official enquiries and complaints shall be submitted electronically to Val Jusufi, Managing Director of LEORON PDI, at val@leoron.com

d. LEORON PDI shall officially respond to the complaint no later than 7 days from the date of its reception.7. Force Majeure

LEORON PDI shall not be liable to the clients or be deemed to be in breach of any agreement it has concluded with them for any delay in performing or failure to perform any of the LEORON PDI’s obligations in respect of the services if the delay or failure was due to any cause such as war, warlike activities, fire, storm, explosion, national emergency, labor dispute, strike, lock-out, civil disturbance, actual or threatened violence by any terrorist group, newly enacted law or regulation or any other cause not within the control of LEORON PDI.

8. Governing LawThis contract shall be governed by and construed in accordance with the Laws and Regulations of the DMC-CA Authority in Dubai, UAE.

I have read and agreed to the following terms and conditions!

COURSE DETAILSCOMPETENCY BASED HR CERTIFICATION PROGRAM

Date: October 14-18, 2018 Location: Dubai, UAE

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COURSE FEE: US$ 4390SAVINGS & DISCOUNTS

GET US$ 400 DISCOUNT if you register 2 months before the course

GET US$ 200 DISCOUNTif you register 1 months before the course

GROUP DISCOUNTS*

3-4 Delegates 20%

5 Delegates 25%

*please note that all group discounts are given on the original course fee** all prices are VAT-exclusive.