Competency Mapping & Assessment Professional Program

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.

TRAINING DIRECTORY

• On Completion of the Program, your name would be included in the Training Directory. To view, Click on the below link – http://www.merittconsultants.com/trainee-directory/

PROGRAM KIT

Includes Manual (User Guide) + Power Point Presentations + Videos + Review Test + Support + Certificate.