Competency Mapping & Assessment Professional Program
“Competencies are the foundation for talent management processes like performance management, compensation, development, assessment, selection and others”
A Comprehensive e-learning program for 6 weeks
CONTENT OVERVIEW
Module 1: What is Competency?
Types of Competencies; 3 Domains of Learning – Cognitive, Psychomotor and Affective; Blooms Taxonomy; How to write a Competency? Guide for writing Functional Competencies – Process of writing competencies; Career Levels of Functional Competencies; Writing Task Statements and Competencies; Step by Step guide for writing Competencies.
Module 2 : David McClelland’s Theory
David Mcclelland’s Theory; Type of Competencies – Generic, Specific, Core; Threshold and Core Competencies; Why Threshold Capabilities and Core Competencies are critical for Competitive advantage.
Module 3 : Competency Iceberg Model
Iceberg as System Thinking Tool – The Event, Pattern, Structure & Mental Model System Thinking Model – Motivators (Causes) – Intrinsic and Extrinsic Motivators Iceberg Corporate Culture – their General Assumptions and Basic Assumptions Iceberg Metaphor – with 3 distinct level of mind – Conscious, Preconscious and Unconscious mind.
Module 4 : Developing Competencies Dictionary
Comprehensive Dictionary; Proficiency Levels; Examples of Competency Dictionary; Competency Scale Dimension –Linkert Scale, BARS, Just Noticeable Differences, Threshold Scale.
Module 5 : Competency Framework
Hudson Competency Framework; Components of Framework; Developing a Competency Framework; Principals of Competency Framework; Steps in developing Competency Framework; 4. Videos on the Importance of Competency Framework in Performance Management, Technical Competency Framework.
Module 6 : Competency Mapping
Competency Mapping; Steps for Competency Mapping; what is Behavioral Event Interview? STAR Method; Stages of Conducting a Behavioral Event Interview (BEI).
Module 7 : Competency Based Assessments
The Process of Competency Based Assessment; Assessing behaviors on skill parameters; Johari Window.
Module 8 : Assessment and Development Centers (Part A)
Assessment Methodologies- Candidate Observation; Structured Interviews; Simulation Exercises; Role Plays / In Baskets /Case Studies /Psychometric Assessments; Appreciative Inquiry; Development Dialogue; Giving Feedback after Assessment; Review and Follow-up after Assessment; Individual Development Plan; Role of Reviewer; Ethical considerations in Competency Based Assessment; Linking Competency Based Assessment and Organizational Process.
Assessment and Development Centers (Part B)
Assessment Center and Development Center; Benefits of an Assessment Center; How to Organize and Run an Assessment Center; How to Design an Assessment Center – 8 Steps; With sample Role Plays / Exercises / Assessment Forms; The Assessor Mission Statement.
Module 9 : Behavioral Event Interview (BEI)
Overview of BEI; Steps recommended for conducting BEI – Questioning Pattern; Six Steps to conducting a Behavioral Event Interview.
Competency Based Interviewing (CBI)
Program Objectives; Recruitment process; Basics of Behavioral Interviewing; PLACE – Preparing for the Interview; Legal Considerations; Actual Interviewing Techniques; Competency Assessment; Evaluate the Candidate; Interview framework
Module 10 : Use of Assessment Centers
Recap of Assessment Center; Career Driver Assessment Exercise.
WHO CAN ATTEND
This Program is recommended as a must for all those people who have a direct or indirect role to play, and are in a position to influence and take decisions in the areas of Recruitment & Selection, Performance Management, Learning & Development and Career & Succession Planning in organizations etc.
The suggested categories of participants are HR Heads/HR Managers, Recruitment Heads/Recruitment Managers, Training Heads/Training Managers, Engagement Managers, Staff Managers, Business Managers, Line Managers, Recruitment Consultants, HR Consultants and Training Consultants etc.
KEY TAKE AWAYS
Create awareness for the Participants on one of the most progressive and powerful Talent Management Tools used today.
Develop the required skills that the Participants would require to design and implement Competency Framework and Mapping exercises independently.
Help the Participants to streamline the Recruitment & Selection, Performance Management, Learning & Development and Career & Succession Planning functions of their Organization.
Identify the current and required Competency Levels of the Employees for their Jobs, do the gap analysis and work on their Developmental Plans in a structured manner.
Help the Participants learn what an Assessment Center is and how to design a successful Assessment Center independently on their own.
Use Assessment Centers as an effective decision support system (DSS) for Recruitment & Selection, Performance Management, Learning & Development and Career & Succession Planning processes in their own Organization.
Help to create an objective and integrated system for implementing and tracking Employee Performance, Employee Promotion, Employee Development and Employee Reward systems.
Use Assessment Centers to design an effective feedback system for Employees to identify and develop their critical areas of Competencies required for performing on their Job.
LEARNING AND CERTIFICATION PROCESS
Total Duration 6 weeks
There is no fixed schedule. It’s up to you, when you learn and how much time you spend each day / week.
In total, you will need to invest 48 – 60 hours to finish the program within 6 weeks.
On completion, you will receive “Recognition Certificate” for “Certified Competency Mapping and Assessment Professional” with Grades.
