1. Linking Competencies to HR Systems - Approach Framework
Pre-Work Basics Talent Acquisition Performance management Talent Management Learning & Development Succession Planning
1. Competency based Job 5. Assessment Techniques: 9. Goal Setting 12. Talent Identification – High 16. Development Curriculum 17. Talent Review
Description Potential (Internal)
Assessments conducted on the primary  New Hire :N+1 to understand the  Hi-Po’s :  Assessments to be conducted
 Job descriptions with the competency – culmination of role Competency assessment results  O1-O4 : (Internal Metrics will be Identify external vendors for post the PDP and in alignment
competencies inbuilt. specific and professional competencies. and have a discussion with the shared) administering curriculum to to the PDP.
Understanding across levels for certified assessors / HRBP Performance Ratings + Potential develop the competency  The outcome will decide if the
a particular role the overall  O1-O4 : Online assessment on  Existing Employees: A Indicators gaps. employee is ready for
competencies required for the primary competencies  O5-O7 (Internal Metrics will be succession planning
competency assessment would
conducting of the role.  O5-O9 : Behavioral Event Interview shared)  Non-Hi-Po’s :
be conducted to identify the
– Primary competencies Performance Ratings + Potential Internal curriculum to be
competency gaps. Assessment
Indicators administered to develop the
process will depend on the competency gaps.
grade. 18. Talent Profile
2. Identifying Role based Primary ** Engagements to also identify
 N+1 and employee to have a potential roles for the HIPO.
Competencies 6. Assessment Panel: focused goal based discussion and  Creation of Talent Profiles will
agreement on the goal both on the be done across engagements
 Identify the primary  O1-O4 : HR + Certified O6 /O7 13. Validating Talent Pool (External) and grades.
role’s responsibility and the
competencies based on the JD  O5-O9 : Certified O8/9/10 + HR competency (how to achieve the
across levels required for the  O1- O4 : Cognitive Ability Test  Talent Profile will be basically
KPI based on the competency)
role holder to be successful.  O5-O7 : Psychometric Test provide details of the HIPO
includes additional
(Min 4-Max8 – must be a based on their potential and
competencies if any.
culmination of role specific ** Detail in Talent Management competency levels along with
7. Decision to be based on the  Interim review and discussions to
and professional Process their additional skill sets.
assessment results. enable the employee to focus on
competencies).
the goals.
14. Talent Assessment
 Agree on the competencies and  Yes - The assessment sheet to be
the proficiency levels required uploaded on Pace 10. Performance Assessment and 19. Succession Planning
Assessments to be conducted for a
by the role holder. (default) Feedback Process
role, 2 roles higher than the current
 No- the assessment and candidate  Based on the Talent
role played by the incumbent Readiness Status and the
 Feedback Process – Additional
3. BEI workshop details to be maintained.
position availability, the hipo
to N+1
 O1- O4 :
 O1 –O9 : N+1 will be moved to the role.
 Workshop to be conducted to  Internal Assessment
 O10& Above : 360 degree
train the managers across O6- 8. Post Joining Employee Capability to be built (Pref ** Talent Mobility will be
feed back BEI / small assessment
O10 on conducting the BEI’s Orientation: discussed in detail in Talent
 Assessment Process : center to be conducted –
 Certification of the assessors Management”
 Internal competency based Result on Spider Gap Tool )
 The employees will be oriented on assessment process to be
4. Coaching Competency based the overall competencies by the  O5-O7:
built and updated in PACE  BEI & assessment centers to
PMS HRBP during the employee
 My Path to provide the be conducted – Competency
orientation sessions.
Competency gap gaps to be identified along with
 Workshop to train on setting
Timeframes to master the
competency based objectives
11. Development Plan and Learning competencies.
Maps
15. Personal Development Plan
The employee will go through defined
learning maps respective to their The generation of the PDP happens
grades. here based on the assessment and the
Learning Maps are developed.