Training Department Competency Model

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Training Department Competency Model

  1. 1. Competency Based Training Management for Talent
  2. 2. Method One Competency Based Training Development Method Two Organization Talent Analysis
  3. 4. Level of Management <ul><li>Individual Contributor – Managing yourself </li></ul><ul><li>Junior and Middle Manager – Managing others </li></ul><ul><li>Senior Manager – Managing business </li></ul>
  4. 6. Senior Manager & Director <ul><li>Business and Financial Acumen (Example) </li></ul><ul><li>Strategic Planning </li></ul><ul><li>Strategic Thinking </li></ul><ul><li>Human Resource Planning </li></ul><ul><li>Managing and Leading Change </li></ul><ul><li>Driving Innovation </li></ul><ul><li>Customer Focus </li></ul><ul><li>Core Functional/Technical Skills </li></ul>Managing Business
  5. 7. Manager <ul><li>Developing Top Talent </li></ul><ul><li>Operational and Tactical Planning </li></ul><ul><li>Quality Orientation </li></ul><ul><li>Influencing </li></ul><ul><li>Motivating Others </li></ul><ul><li>Valuing diversity </li></ul><ul><li>Networking </li></ul>Managing Others
  6. 8. Junior Manager <ul><li>Building Teams </li></ul><ul><li>Building Relationships </li></ul><ul><li>Interpersonal Savvy </li></ul><ul><li>Managing Conflict </li></ul><ul><li>Managing People for Performance </li></ul><ul><li>Delegating </li></ul><ul><li>Empowering Others </li></ul>Managing Others
  7. 9. Executive & Clerk <ul><li>Emotional Intelligence </li></ul><ul><li>Building Trust </li></ul><ul><li>Resilience and Stress Tolerance </li></ul><ul><li>Action Orientation </li></ul><ul><li>Time Management </li></ul><ul><li>Oral Communication </li></ul><ul><li>Written Communication </li></ul><ul><li>Critical and Analytical Thinking </li></ul><ul><li>Creative Thinking </li></ul>Managing Yourself
  8. 10. Example of Competency Description and Behaviors
  9. 11. Senior Manager – Managing Business <ul><li>Possessing the technical and business knowledge needed to make the best decisions for the organization </li></ul><ul><li>assessing the financial implications of decisions and actions </li></ul><ul><li>understanding how strategies and tactics work in the marketplace </li></ul><ul><li>balancing data analysis with judgment and business sense. </li></ul>Business and Financial Acumen
  10. 12. Chart of Behaviors
  11. 13. Modification of Competency Model <ul><li>Selection of Competency – consensus among management, manager, subordinates </li></ul><ul><li>Selection of Behaviors – consensus among management, manager, subordinates </li></ul><ul><li>Communicate to the masses </li></ul><ul><li>Access of documents in server </li></ul><ul><li>Implementation of Competency Based Training and Development </li></ul><ul><li>Implementation of Competency Based Interview Process </li></ul><ul><li>Implementation of Competency Based Performance Management </li></ul>
  12. 14. Method Two Organization Talent Analysis
  13. 15. Talent Gaps 1 2 3 Previous Talent Management Action Plan (2009) 1 2 3 Current Business Challenges 1 2 3 Future Busi9ness Challenges Previous Talent Management Accomplishments (2009) 1 2 3 Current Talent Management Action Plan (2010) 1 2 3 Talent Strengths 1 2 3 Organizational Talent Analysis 1 2 3
  14. 16. 

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