Certified Competency Mapping Professional

Industry Expert Faculties

Our trainers are highly experienced HR professionals who bring real-world expertise to the classroom.

Dr. SUMIT BHATTACHARYA

25+ Years of HR Experience

Chief Human Resources Officer
SPML Infra Limited - INDIA (The Largest Infrastructure company in South Asia)

"Asia's 100 Most Impactful HR Leaders Award 2025"

Universities connected with University of Minnesota, Yale University, University of Michigan, University of California, University of Toronto, University of Pennsylvania SHRM- USA

Course Duration: 1.5 Months
Class Duration: 2 Hours
Total Session: 11
Ongoing Batch: Batch 06
Class Starts: 29 May, 25
Classes on: Sunday & Thrusday
Classes Time: 09:00 PM - 11:00 PM

Course Content

Module 1 : Introduction to Competency

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
2.6 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

Module 8: Underlying importance of Competency mapping for Talent Management

Module 9: Generic Competency Model for Leadership Role in any Organization

Module 10 : Competency Model for HR

Module 11: Leadership Competency Model for different types of Industry

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