Certified Competency Mapping Professional
Chief Mentor
Dr. Sumit Bhattacharya CHRO-SPML Infra Ltd
Category
Certified Long Course
The Certified Competency Mapping Specialist course is designed to equip HR professionals and organizational leaders with the skills to identify, define, and apply competencies critical to organizational success. Through a structured and practical approach, participants will learn how to create competency frameworks, conduct competency mapping exercises, and align competencies with various HR functions such as recruitment, training, performance management, and succession planning.
Class Method:
- Interactive workshops
- Role-playing exercises
- Case studies
- Hands-on practices
Assessment and Certification:
- In session exercise
- Application focused exercise
- 1 Capstone Project
- 1 Final Exam
Note: Only 20 seats available to ensure personalized attention and interactive engagement.
- 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
এই Advanced Certified কোর্সটি Practical & Application Based বিশদ আলোচনা দিয়ে সাজানো, যাতে আপনি HR-এর ডোমেইনে এক্সপার্ট ও ভবিষ্যতের CHRO হয়ে উঠতে পারেন
Become a strategic HR leader with Global CHRO-Dr. Sumit Bhattacharya ,Recently Awarded as “Asia’s 100 Most Impactful HR Leaders Award 2025”
Lead teams, shape culture, and step into the next CHRO role with confidence.
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 -
2.6 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
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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
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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
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Milestones and
Achievements
Highlighting our impactful accomplishments and successful milestones with meaningful metrics.
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