This document discusses developing a competency framework for learning and development in the insurance sector. It outlines 5 steps to develop the framework: 1) define purpose and competencies, 2) analyze jobs, 3) group competencies, 4) implement and link to objectives, and 5) communicate the framework. The framework helps assess skills, provide training, and inform talent decisions. It discusses challenges to competency plans and how the framework supports recruitment, performance evaluation, training, and career progression.

2. INTRODUCTION
 A learning management strategy is key to an organizations
liability to deliver focused and efficient learning and
development plans in the insurance sector if looking
forward and steps are being taken as well .
 We all learn in different ways, every business has its own
dedicated learning and competency development.
 They are on hand to develop , grow and get on in which
every way they can, as well be spoke in house courses and
workshops on every thing from time management and
influencing techniques through the representation skill
learning and competency in insurance be implemented.

3. OBJECTIVE
 Understand the challenges to deploying competency
based development plans.
 Review the Methodology to deliver
 Learn Key tips and tools.
 1. Peoples sufficient expertise.
 2. Recruit and select new staff more effective
 3. Evaluate performance
 4. Identifying skill and competency gaps.
 5. More customize training and professional
development and change management process.

4. Developing the framework
 Step 1.
 Define the purpose and create a competency.
 Step 2.
 Observation, interviewing people, create a
questionnaire and analyze the work.
 Step 3.
 Group the statement, create subgroups , refine the
subgroups, identify and frame the competencies.
 Validate and revise the competencies.

5. Step 4
 Implement, link to business objectives, reward the
competencies.
 Provide coaching and training , keep it simple.
 Communicate, create a competency frame work an
effective method to assess, maintain and monitor the
knowledge , skills and attributes of people in
organization and current competencies level to make
sure staff members have the expertise needed to add
value.
 It helps manager make informed decision talent.

6. LIABILITY LOSSESS
 Failure to perform with/ perform legal duty.
 As a result failure /harm suffered by customs employee
or third party.
 Legal defense not available. Therefore we need to
understand law to operate the business of insurance
within the law. Insurance companies be able to
understand and prove the compliance.
 From common law duty (tort)e.g negligence , assault
deformation.
 By statute law specific act or regulation

7.  By contract law with the other parties.
 Legal analysis and control
 1. Managers should understand current law as it affect
them.
 2. System for monitoring legal changes ex gratia,
updating service, briefing to management.
 Legal control system.
 Defining role of legal department. Role of advisors
should be defined.

8. CONTRACT REVIEW
 Manager awareness on implication.
 Use of standard contract.
 Reviewing system for special condition if any
procedure for notification of incidents with legal
implication.
 Risk Control
 1. Good organization
 2. Good system.
 3. Good building / plant/ machinery/ equipment

9.  Good protection to equipments.
 Good protection system
 Training to people.
 Motivation to people.
 Monitoring to the people.
 Reactions, to complaints, legal defense strategy.
 Biggest problem is that any action by any employee
can create liability risk.

10. RISK ANALYSIS
 Training to the people.
 Motivation to the people
 Action and reaction.
 Product liability risk and control.
 product range
 Use misuse purpose of the product.
 New and unique features
 Product standards, Design.
 Capability/ skill/experience/ state of art, codes
standards, product definitions, documentation tests.

11. PURCHASING
 Specification, control, warehousing, production, as
design plus, quality control, manufacturing and other
tolerance , critical areas, key dependencies plus any
substitution.
 MARKETING :-
 Market position, strength weakness, advertising and
promotion, sales and distribution, packaging, leveling
warning, instructions, guarantees, maintenance /
service, complaint handling, legal and others,
situation ,preparedness, international variation.

12. INSURER
 Underwriting risk evaluation, Broker for clients.
 To assist placing, be realistic, assess cost against
advantage , locate key points, use training plus trials.
 Area of implementation:--
 1- Recruitment and selection.
 2.-Training development.
 3. performance management.
 4. Career planning, succession planning.
 5. Recognition , replacement planning.

13. COMPETENCY
DEVELOPMENT
Training and
development
Recruitment
and selection
Performance
management
Career
planning
Succession
planning
Recognition

14. Conclusion
 Development, progression, jab planning and fit.
 Individual or organizational development.
 Performance management and improvement.
 As above five points may be the basics of learning and
competency development in insurance.
 Competency mapping, well defined roles and list of
competencies required to perform effectively.
 Competency frame work serves as the bed rock for all
position.
 Learning and competency development can yield good
results in insurance in all the functions.