Development Plan: Management Competency Carsem Malaysia Sdn Bhd
HRD Training Section Manager
Development Plan of Section Manager for Management
Competency
Trainer’s Name: ______________________________ Date:________________________
A= meets advanced competency (advanced tangible results or outputs are
visible)
B = meets basic competency (tangible results or outputs are visible)
I = incomplete (tangible results or outputs are not observed, missing or partially complete)
N= behavior not observed (not competent)
Advanced Results Self-Rating 3rd-Party
Section Manager Competency or Output Rating
Planning Competencies
1. Conducts long-term planning Written business plan
and anticipates future training
needs
2. Links training function Written vision
activity to vision, mission, and
business plan Written mission
3. Ensures legal, ethical, and Written ethics policy
regulatory compliance Compliance reports
Organizing Competency
4. Assures the training function Organization chart,
is organized for optimum reorganization plans,
results if needed
Staffing Competencies
5. Selects internal trainers Internal trainer
systematically criteria to assess
subject-matter
expertise, training
skills, and practical
expertise
6. Gives internal trainers Participant feedback
feedback form for trainers
Trend analysis report
of ratings from
classes taught by the
trainers
Coaching of trainers
based on feedback
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 1

Development Plan: Management Competency Carsem Malaysia Sdn Bhd
HRD Training Section Manager
Advanced Results Self-Rating 3rd-Party
Section Manager Competency or Output Rating
data and
observations
Participant test
results
7. Develops internal trainer Professional
skills development plan for
individual trainers
and the department
8. Provides access to training Project plans
management
Planning meeting
minutes
9. Promotes a training Letters of recognition
management relationship to
trainers, course developers Public recognition
10. Supports and develops staff Line item in budget
11. Participates in outside Receipts for
professional organizations membership dues
Conference presentation
materials
12. Keeps up-to-date with Trend reports
training trends New training
materials
13. Uses and supervises Requests for
external resources proposals
Contracts with external
resources and forms
Budget
Budgeting Competencies
14. Prepares a budget Proposed budget
15. Monitors a budget Budget reports
16. Modifies a budget budget Training proposals,
modifications
Project Management Competencies
17. Assesses the need to create Project plan
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 2

Development Plan: Management Competency Carsem Malaysia Sdn Bhd
HRD Training Section Manager
Advanced Results Self-Rating 3rd-Party
Section Manager Competency or Output Rating
a project team Project team
Project report
18. Uses project management Project plan changes
tools appropriately
Project reports
19. Ends projects appropriately Final project report
Internal Consulting Competencies
20. Acts as an internal Uses a consulting
consultant to the client process
Consulting plan
Department activity
reports
21. Selects the appropriate role Agreed-on outcomes
for each situation
22. Uses a systematic internal Needs assessment
consulting process data
Training program
Performance
improvement plan
Measurable results
from an intervention
% Total of competencies observed
% Total required for competence
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 3

Development Plan: Management Competency Carsem Malaysia Sdn Bhd
HRD Training Section Manager
1. List competencies that exceed expectation:
2. Identify
Underdeveloped or Knowledge, skills, and
unobserved competencies attitudes to acquire
3. Identify competencies that require coaching and feedback:
4. Identify resources required to develop these competencies:
Target date for re-evaluation:
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 4