COURSE Instructor
SUMIT BHATTACHARYA >
Universities/Educational Institutes Associated with: Cambridge Academy of Professional – UK, HRCI-USA, ATD-USA, SHRM-USA, ProfQual-UK, IPAC-Singapore, Canadian University, Boston University, UEM, IEM, MDI, Techno University and University of Sydney.
Module 1 : Introduction to Competency
- 1.1 Meaning of Competency
- 1.2 History of Competency
- 1.3 Myths vs. facts about Competency
- 1.4 Types of Competencies - Characteristics
Module 2: Developing Competency Models
- 2.1 Meaning of Talent and understanding of Talent Hiring
- 2.2 Concept of Productivity Maximization
- Enhancing the 360-degree Feedback Process
- Adapting to Change
- 2.3 Aligning Behavior with Organizational Strategies and Values
- 2.4 Various Competency Models
- 2.5 Development of the Personal Competency Framework
- The Personal Competency Framework
- The Lancaster Model of Managerial Competencies - Level One, Level Two, Level Three
- 2.8 Transcultural Managerial Competencies
- Development a Competency Model – from Planning to Execution of Competency Model in the Industry
Module 3: Issues Related to Developing Competency Models
- 3.1 Need of developing Competency Models for Organization
- Goal —Quality vs. Excellence
- Frequency – Periodic vs. Continuous
- Review - Assessment towards :
- Continuous Process vs. One-time Endeavour and
- Current Activities vs. Future Activities
- 3.2 The ideal Time Frame for the Project of Developing Competency Model and the process of using the results of the project within the Organization
- 3.3 Value proposition of Competency Project for the Organization and its Employees
- Determinants of Success
- Measurement Criteria
- Desired Outcomes
- Assessment towards:
- Target Audience for the assessment
- Process for Assessment Validation
- Process of communicating the Project to the Employees
Module 4 : Competency-based Application
- 4.1 Position Requirement
- HR Competence Audit
- Analysis
- 4.2 Position Fulfillment
- 4.3 Performance Management
- 4.4 Promotion
- 4.5 Benefits of using a
- Competency-based Selection System
- Competency-based Training and Development System
- Competency-based Performance Appraisal System
- Benefits of Using a Competency-based Succession Planning System
Module 5: Formation of a Competency Framework
- 5.1 Sources of Competency Information
- 5.2 Position Documentation
- 5.3 Process Documentation
- 5.4 Interviews
- 5.5 Behavioral Event Interview (BEI)
- 5.6 Behavioral Description Interview (BDI)
- 5.7 Behavioral Event Interviewing Methodology
- 5.8 Established Models
- Management Directed
- Third-party Models
- 5.9 Use of Johari window in for Competency Framework development
Module 6: Competency Mapping and Assessment Centres
- 6.1 Traditional People Assessment
- A History of Assessment Centre
- Practice of Assessment Centre in American and European Country
- 6.2 The Use of Assessment Centres in the Industry
- 6.3 Types of Exercises
- Off-the-shelf Exercises
- Customized Exercises
- External Centre
- Non-exercise Material
- Ratings by Self and Others
- 360-degree Feedback
- Best Practice
- Tests and Inventories
- Projective Techniques
Module 7: Generic Competency Dictionary
- 7.1 Mostly used Competencies and its clustering
- Explanation of different Competencies and their applications
- 7.2 Rating/ Scale of Competencies – Process of execution
Module 8: Underlying importance of Competency mapping for Talent Management
- 8.1 Need Competency project for effective Talent Management
- 8.2 Process of Integration between Competency Framework and Mapping with Talent Management
Module 9: Generic Competency Model for Leadership Role in any Organization
- 9.1 Competency Clusters for General Leadership Model
- 9.2 Leadership Assessment Questions
- 9.3 Leadership Assessment Matrix
Module 10 : Competency Model for HR
- 10.1 Competency Model for Human Resource Head
- 10.2 Competency Model for Human Resource Manager
- 10.3 Competency Model for Human Resource Executive
Module 11: Leadership Competency Model for different types of Industry
- 11.1 Automobile Industry
- 11.2 NBFC / BFSI Industry