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COMPETENCY MAPPING FOR BETTER TALENT MANAGEMENT
A Three Day Workshop
(Purchase ready-to-use training tool / trainers kid OR attend in-house / open-house workshop / by Skype or video conference)
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It will be mixed package of interactive sessions employing a combination of discussion and presentations, psychometric inventories, group exercises, in-basket exercises, case studies, business games, Behaviour Event Interviews,(BET) ,question & answers sessions, etc.
WHO SHOULD ATTEND
Directors, Senior Managers, Executives, Officers, Consultants, Trainers from HR and non-HR functions
A recent study suggests that more than 65% of the Fortune 500 companies and (since the beginning of the last decade) many Indian companies including several MNCs in India have designed or re-designed their HR practices based on competency modeling.
The actual building of the Competency Models and then its implementation in an organization has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Many organizations have relied on the services of consultants to accomplish this. Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and Measurement tools to be used during the process so that they effectively integrate and implement the contemporary HR policies and practices in their organizations.
The actual building of a Competency Models and then its implementation in an organization, however, has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and its Measurement tools as well as its uses in various HR and other functions like talent management and maintaining technical skills.
That means, this workshop is aimed at making participants
Able to understand the approach and methodologies of competency study design
Able to get general idea of competency model building & mapping process, and
Experience the process of competency mapping and profiling and apply them in their organization
Learn the art of customization and institutionalization of Competencies in an organizational context
Able to integrate competency data into various HR processes.
Develop awareness about the implementation pre-requisites and strategies for talent management by competencies identification
Better oriented to Competency Mapping
Introduction to the concept of Competency
What is Competency Mapping?
Historical background of the concept and methods of Competency Mapping
Advantages of Mapping Competency?
Competency Mapping- its nitty-gritty
Ø Who should be involved?
Ø What Tools to be used?
Competency Model development:
Ø Studying scalable properties of Competencies and Designing Scales
Ø Defining Performance Effectiveness Criteria- Identifying Criterion Sample
Data Collection Process
Ø Data Analysis and validating of Competency Model
Competency Mapping Exercises
Ø Selecting methodology for competency Assessment.
Ø Identifying & applying various Measurement Tools
Ø In-Basket Exercise
Ø Case analysis as a measurement tool
Ø BEI (Behavioral Even Interview (BEI)
Ø Group discussions
Ø Psychometric tools
Ø Business Games
BENEFITS TO INDIVIDUALS/ ORGANISATIONS
Helps to translate the organization’s vision and goals into expected employee behavior
Helps implement more effective and legally defensible recruitment, selection and assessment methods
Reduces recruitment cost
Properly implemented reduces absenteeism
Reduces training cost
Reduces turn over
Improves performance and there by profitability
Reinforce corporate strategy, culture, and vision
Improve job satisfaction
Provide common organization wide vision strategies
Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
Provide more objective performance standards.
Clarify standards of excellence for easier communication of performance expectations to direct reports.
Provide a clear foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues
Will depend on your need.