Training Department Competency Model

Competency Based Training Management for Talent

Method One Competency Based Training Development Method Two Organization Talent Analysis

Level of Management
Individual Contributor – Managing yourself
Junior and Middle Manager – Managing others
Senior Manager – Managing business

Senior Manager & Director
Business and Financial Acumen (Example)
Strategic Planning
Strategic Thinking
Human Resource Planning
Managing and Leading Change
Driving Innovation
Customer Focus
Core Functional/Technical Skills
Managing Business

Manager
Developing Top Talent
Operational and Tactical Planning
Quality Orientation
Influencing
Motivating Others
Valuing diversity
Networking
Managing Others

Junior Manager
Building Teams
Building Relationships
Interpersonal Savvy
Managing Conflict
Managing People for Performance
Delegating
Empowering Others
Managing Others

Executive & Clerk
Emotional Intelligence
Building Trust
Resilience and Stress Tolerance
Action Orientation
Time Management
Oral Communication
Written Communication
Critical and Analytical Thinking
Creative Thinking
Managing Yourself

Example of Competency Description and Behaviors

Senior Manager – Managing Business
Possessing the technical and business knowledge needed to make the best decisions for the organization
assessing the financial implications of decisions and actions
understanding how strategies and tactics work in the marketplace
balancing data analysis with judgment and business sense.
Business and Financial Acumen

Chart of Behaviors

Modification of Competency Model
Selection of Competency – consensus among management, manager, subordinates
Selection of Behaviors – consensus among management, manager, subordinates
Communicate to the masses
Access of documents in server
Implementation of Competency Based Training and Development
Implementation of Competency Based Interview Process
Implementation of Competency Based Performance Management

Method Two Organization Talent Analysis

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

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Training Department Competency Model

by Laurence Yap on Mar 28, 2010

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