The document outlines a conceptual framework for competency mapping, assessment, and development, covering the history of competencies in HR from the 1930s to present day. It provides definitions of competencies and the process for developing a competency model, including identifying performance measures, defining competencies, developing an initial model, and validating the model. The framework also discusses how competency models can be integrated into HR systems for individual development, organizational assessment, talent management, and other applications.
Core competencies and workforce competencies are what differentiates an organization from its competitors and enables it to deliver superior products and services.
Rajesh will cover the essentials of a competency framework and how it aligns processes like recruitment, career development, workforce planning, training, performance management and compensation to deliver short term and long term goals of an organization.
Core competencies and workforce competencies are what differentiates an organization from its competitors and enables it to deliver superior products and services.
Rajesh will cover the essentials of a competency framework and how it aligns processes like recruitment, career development, workforce planning, training, performance management and compensation to deliver short term and long term goals of an organization.
skill -Will matrix will help mangers to evaluate peoples and their
training needs.plan their developmental pathways..As coaching and counselling are two major jobs of a manager.
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
How to Create a Competency-Based Training Program | Webinar 01.20.15BizLibrary
How do you create targeted employee development plans that actually improve the performance of your organization?
The easiest way to target employee development is through competency-based training. Competency-based training links individual performance to the goals of the organization.
In this webinar we’ll provide a straightforward seven-step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Competency Based E Portfolios Slide Share Final March 26 2010Greg Williams
This was a presentation by Dr. Greg Williams at the eLearning Guild's "Learning Solutions" conference in Orlando, FL on March 26, 2010. For more information on the presenter visit www.gregwilliams.net
RPA (Robotic Process Automation), Future is Now, Who are looking forward to hire you, Current Job Market Situation, What exactly is RPA?, Why RPA?,Job orienetd course,Hot technology in market, Whats your goal, solution for jobs and career, New technology,Empower your Skills,Hot cake in job market,RPA tools, Blur Prism, Uipath, Automation Anywhere
www.meritas.in
skill -Will matrix will help mangers to evaluate peoples and their
training needs.plan their developmental pathways..As coaching and counselling are two major jobs of a manager.
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
How to Create a Competency-Based Training Program | Webinar 01.20.15BizLibrary
How do you create targeted employee development plans that actually improve the performance of your organization?
The easiest way to target employee development is through competency-based training. Competency-based training links individual performance to the goals of the organization.
In this webinar we’ll provide a straightforward seven-step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Competency Based E Portfolios Slide Share Final March 26 2010Greg Williams
This was a presentation by Dr. Greg Williams at the eLearning Guild's "Learning Solutions" conference in Orlando, FL on March 26, 2010. For more information on the presenter visit www.gregwilliams.net
RPA (Robotic Process Automation), Future is Now, Who are looking forward to hire you, Current Job Market Situation, What exactly is RPA?, Why RPA?,Job orienetd course,Hot technology in market, Whats your goal, solution for jobs and career, New technology,Empower your Skills,Hot cake in job market,RPA tools, Blur Prism, Uipath, Automation Anywhere
www.meritas.in
Planning Your Business Analyst Happiness ProjectJoe Newbert
‘The BA Happiness Project' session introduces a high-level approach and process steps for business analysts to conduct a professional and personal business analysis skills competency self assessment.
This report investigates student awareness, interests and aspirations around general and vocational education. Using a survey administered to students from class 10 to undergraduate students in four town of four district of Odisha (Khurdha-Bhubaneswar, Cuttack, Bhadrak and Jajpur), we attempt to gain a better understanding of student aspirations, awareness levels, sources of information, key stakeholders and factors that influence their education and career choices. We then map student interests against sectors that are slated to experience the highest growth in terms of job creation. Our results indicate aspirations of students are largely misaligned with the needs of the Indian economy. It is important to create opportunities, generate awareness about various career options and the respective pathways available to realize career goals. The report outlines the key strategic options that can be considered to bolster the country’s response towards creating a skill development system that is responsive both to the aspirations of the youth and needs of industry.
Abstract
Youth age group (15-24) is a great asset to a nation, because youth being a working age population if properly trained and prepared for world of work could bring revolution in the economy of a country. Therefore, developed countries give greater emphasis to youth’s training and education to prepare youth for world of work. In develop countries, to prepare youth, especially school leaver’s vocational training schemes were introduced at secondary and high school level. However, in developed countries the ratio of edging population is increasing as compared to the youth working age population, whereas in developing countries including Pakistan the youth population is rapidly increasing. There is a need that we take advantage of this demographic dividend and prepare our youth for world of work. This paper highlights the importance of vocationalization in youth employment. In the paper youth’s employment trend and its relation with education and training were discussed. In the country, causes for failure of past efforts made for vocationalization of general education were examined. Worldwide available different modes for vocational training and effective models were analyzed and suitable model for vocationalization of general education in the country is proposed in this paper.
Vocational Education: A Backbone for the Development of Chile by Gonzalo Varg...EduSkills OECD
This presentation was given by Gonzalo Vargas of the Council of Accredited Professional Institutes and Technical Education Centers) at the international seminar “Opening higher education: what the future might bring” 8-9 december 2016, in Berlin, Germany, jointly organised by OECD Centre for Educational Research and Innovation (CERI) and Laureate International Universities (LIU).
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
Centum Learning offers end-to-end skill building programmes focusing on improving the employability quotient of aspirants. Centum Learning‘s proven expertise in capability building can partner you to fulfill both business and CSR goals.
Soft skills are the essential for any successful business. Effective communication is the key to all good relationships. Organizational skills, problem solving strategies, change management, great presentation abilities, effective leadership skills, and running results oriented meetings; all make one a valuable team member.
Describes the relationship between Human Performance Technology (HPT) and Knowledge Management (KM) and proposes a framework for successful KM/CoP implementation
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
4. The Wisdom of the Ancients
North
Power
Presence
Right Action
Responsibility
Wisdom Vision
Clarity, Objectivity Insight, Truth
West Discernment Creativity East
Detachment Spirit
Emotion
Attending to that
which has heart
and meaning
Impact on others
South
Medha
5. HR – Competency Key Events
• 1929 Scientific Mgmt … FW Taylor rise of Human
Relations Era of psychological motivation
• 1932 The Hawthorne Studies by Elton Mayo –
Importance of human factors over physical conditions
• 1954 – Maslow hierarchy needs provided a
framework for gaining employee’s commitment
• 1964 – JRD Tata’s Tata Mgmt Training Center
• 1969 – The Peter Principle- Peter and Hull satirize
promotion to the level of incompetence
• 1973 – David McClelland, a Harvard psychologist
writes “Testing for Competence Rather than for
Intelligence” -
• 1980s – QCs, Attitude Surveys, Team-building
pgms, Japanese Style of Management.
Medha
6. HR – Competency Key Events - 2
• 1982 – Boyatzis’s book ‘ The Competent Manger…’,
popularised the term Competency
• 1984 - Raven publishes ‘ Competence in Modern Society extending
competency from academics to practitioners
• 1987 - Stephen Covey’s 7 HHEP – 7 universal competencies.
• 1990 - C.K. Prahlad’s “Core Competencies” HBR
• 1991 - UK NVQ Movement. ‘core skills’
• 1993 - ‘ Competence at Work’ a land mark book by Lyle
M.Spencer and Signe M. Spencer. Use of competencies in 57
federal organisations,- Peter and Hull satirize promotion to the
level of incompetence
• 1994 – Australian National Training Board
• 1995 - Daniel Goleman’s Emotional Intelligence based on
Competency NeResearch.
Medha
8. David McClelland –
Where are the roots of excellence?
• What predicts success in life or job? Academic/test grades ?
or something else?
• What are those variables which would predict job
performance ?
• Criterion samples of HIGHLY SUCCESSFUL with LESS
SUCCESSFUL
• Identified those ‘ characters’ associated with success
• Identified ‘thoughts’ and ‘behaviours’ that predict success
• 1970 The First model of McBer :Foreign Service
Information Officers
Medha
11. The Making of a President/CEO
Competencies Frequency Shown
Self-Control 7X
Empathy 3X
Teamwork 2.5X
Self-confidence 2x
Achievement Orientation 2x
Number of times those who became president/CEO displayed competency compared with those passed over
Medha
15. ….Uses MS office
What is Competency? Ability to perform a
….PhD. In C.S
physical or intellectual or
Information a person has in
emotional task
Competencies encompass
specific context areas
..Experience /Exposure base
Predictable…
….Controls Emotions
Characteristics and consistent
Interplay of a person’s
responses to situations, Main
feelings, cognitions and
frame req. Storage Memory,
behavioral tendencies
Physical Traits, Emotion,
Stress, Bio-chemical, Built-in..
towards ….
that promote higher performance in
individuals and organizations
Medha
16. Defining Competencies
Clear Definitions are key because
competencies are used for:
• People Evaluation and Selection
• Diagnose Training and Development Needs
• Guide Career Planning Decisions
• Design Training and Dev Programs
• Decide Compensation
• Provide feedback
• Set a common language for HR systems
Medha
17. Defining Competencies
RESULTS
JOB
PERFORMANCE
KNOWLEDGE BEHAVIORAL
SKILL What one says
What one knows & does resulting
Facts, Tech, Process In G/P
Credentials Performance
MOTIVATIONAL
How one feels
about Job,
Orgn. G-Locn
COMPETENCIES
Medha
19. Enhance group performance.
Establish challenging SMART goals
Dev Tracking Sys to monitor Per
Provide effective FB on progress
2 Key Competencies of Manage
Develop Sales Subordinate
Selling Skills Supervisor Performance
Est. +ve Rel. with Team
Dev. through coaching skills
Teach Key phases of Model
Improve team performance
Achieve group objective
Medha
20. Manage Subordinate Performance
The ability to enhance group performance by setting
SMART goals, develop tracking systems that
objectively monitor performance, and provide
effective feedback to employees on goal process and
accomplishment
Develop Selling Skills
The capacity to establish positive relationship with
subordinates and develop them through application of
coaching skills, teach subordinates how to apply the
key phases of consultative selling model and improve
individual performance through their use of
consultative skills
Medha
21. Behavioral indicators of Strategic Thinking for each
level of proficiency are:
Superior
• Critically evaluates strategies for profit growth
and increased revenues
Average
• Assesses problems in context of
organizational strategies
Marginal
• Considers only immediate issues when
making decisions at the expense of long-term
issues. Medha
23. Conceptual Thinking
Ability to understand complex situations and see the relationships
between situations that are not obvious. It also involves seeing
complex underlying relationships within situations and the use of
creative, conceptual, or inductive reasoning.
1. Relies on past experience:
2. Analyzes patterns:
3. Applies theories:
4. Integrates complex data or situations:
5. Creates new concepts for complex issues:
6. Creates new theories:
Medha
25. Assumptions
Competencies result from collaboration
among different parts
of an organization. Usually these
resources must be integrated with other
resources in order to form a capability.
Typically, competencies reside in
a company’s people, not in its assets
on the balance sheet.
A competency model is a blueprint of
company’s potentially valuable
competitive capability.
Medha
26. Generic Competency Models
• Customisable Dictionaries and Database
offered by consulting firms reduce the
cost of research and time.
• Generic model are not been developed for your
company and may lose precision in
describing behavioural indictors in business
context.
• It will lack the language and vocabulary
common to the orgnisation.
• The models will be in the ballpark, but not a
home run.
Source: Susan Ennis – Leadership
Communication Inc Medha
27. Competency Models
• Models developed for services (Public
Service, Education..) of most of the
States of the US, Canada, Australia…
• 1980 –95 Models developed for most of the
fortune 500 companies. AT&T studies, CCL,
DDI, Lominger, SHL….
• 1995 –2000 onwards… Models adapted in
Indian MNCs and others
• 2000 onwards Competency Vendors,
Consultants, Competency Dictionaries,
Libraries..
Medha
28. SHL Competency Map
Role Individual Culture
Director/ Business Specific
Specific
Senior Leading
Manager
Aligning
Organisation
Manager
Organising
People and
Tasks
Supervisor
Technical
and
Professional
Staff
(After Farrell C and Thomson N, Competency Mapping™, 1997)
Medha
29. The Hay EQ Competency
Framework
Self Awareness Social Awareness
• Emotional Self-Awareness • Empathy
• Accurate Self-Assessment • Organisational Awareness
• Self-Confidence • Service Orientation
Self Management Social Skills
• Developing others
• Self-Control • Leadership
• Trustworthiness • Influence
• Conscientiousness • Communication
• Adaptability • Change Catalyst
• Achievement Orientation • Conflict Management
• Initiative • Building Bonds
• Teamwork &Collaboration
Medha
30. Steps in developing a Competency Model
Create a Competency Systems Team
Identify Performance Measures and Validation
Sample
Develop a List of Tentative Competencies
Define Competencies and Behavioral Indicators
Develop an Initial Competency Model
Cross-Check The Initial Model
Refine the Model
Validate the Model
Medha
35. Individual development Behavioral data around each of the
competencies collected on an ongoing basis enhances the specificity
and effectiveness of feedback for individual development.
Pinpoint Organisational Strengths and Gaps Simply compare the
collective Competency levels against the competencies in the
defined model.
Plan for future talent requirements. Determine which roles, areas
of expertise, and competencies are likely to be the most critical
for immediate future
Job Banding Competencies and areas of expertise can be used
as the basis for job descriptions and Band Profile Levels for
Organisation and Groups
Identify Work Expectations :The most effective performance
management process uses both quantitative goals ( “what” and
“how many”) and behavioral competencies (“how”).
Medha
36. Individual Dev.
Competency Areas Achievement objective
Modeling 360 DFB, Dev Indl. Dev demonstrated
Plan
Job Profile
Needs
Performance Competencies
Changed Training Curriculum
Engine Tests Employee
Behaviours Group Trg NeedsResults
Management
Driving Selection Development
Process Categorisation
Beh.
Promotion Plans
HR Systems Self-Dev Planning
BEI – S T A R
-Criteria for elevation
Competency
Recruitment- Linked to level
Based
Selection & of proficiency Key Positions &
Training
Promotion -Pay Integrated Development
` Define levels
for Knowledge
HRS Assess degree of
strategies
And Skill
Match
Target gaps for
Compensation Dev
and Succession
Benefits Planning
Medha
37. CUSTOMER FOCUS
Is dedicated to meeting the expectations and requirements of internal and external
customers; gets first-hand customer information and uses it for improvements in products
and services; talks and acts with customers in mind; establishes and maintains effective
relationships with customers and gains their trust and respect.
Sample Questions :
Tell me about when you lost an internal/external customer.
Who are your internal customers? What’s different about dealing with them
than external?
When are exceptions to customers warranted and not warranted?
Observations :
Investigation of root causes/understands principles of business
Understands customer policies, problems – has a framework rather than a one at a time approach
Learning from other organizations
Likes talking with/listening to people
Can deal with conflicts – irate customers, sales objections, etc.
Going out of one’s way customer service
Medha
38. The organization shall…
Determine the necessary competence for
personnel performing work affecting
quality
Provide training or take other actions to
satisfy those needs
Evaluate the effectiveness of the action
taken
Maintain appropriate records of the
training, skills and experience
Medha
40. HR Generalist Competencies
Developmental Stages
4.LEAD/
1. LEARN 2. APPLY 3. MASTER STRATEGIZE
Focus of Stage Learning related Technical and operational Human Relationship Conceptual and
oriented business related
Some Key Learns activities/tasks Demonstrates Demonstrates full mastery Provides strategic
associated with understanding of of competency. leadership and vision related
Behaviors/ competency related to own competency in own areas Shares own expertise in to this competency to the
Milestones work/role. of work this competency for the organization.
Learns to work/cooperate Makes significant good of the organization. Promotes growth and
with colleagues in this contribution in this Develops, mentors, and development of the
competency. competency to the work coaches others. organization.
Depends on others for team.
instructions, guidance, and Is independent; works
direction. without significant
guidance.
Primary Focus Operational Tactical Tactical Strategic
Direction of The organization The organization influences The Individual influences The Individual
influences the the Individual. the Organization. influences the
Influence
Individual. Organization.
Psychological Learning how to work. Applying and further Empowering others and Coping with the unknown.
developing skills in "letting go" of hands on
Issues competency area. delivery.
Medha
42. 1: My Ideal Self-
Who do
Practicing the I want to be?
new behaviour
Building new neural path-
Ways through 2: My Real Self-
to mastery Who am I?
5. Developing
Trusting relationships
That help, support and
4. Experimenting Encourage each
My Strengths-
With new behaviour, Step in the
where my Ideal
thoughts and feelings process
& Real Self are
Similar
3. My Learning
Agenda- Building on My Gaps-
my Strengths while where my Ideal
reducing Gaps and Real Self differ
5 Discoveries
Medha
43. 1: My Ideal Self-
Who do
Practicing the I want to be?
new behaviour
Building new neural path-
Ways through 2: My Real Self-
to mastery Who am I?
5. Developing
Trusting relationships
That help, support and
4. Experimenting Encourage each
My Strengths-
With new behaviour, Step in the
where my Ideal
thoughts and feelings process
& Real Self are
Similar
3. My Learning
Agenda- Building on My Gaps-
my Strengths while where my Ideal
reducing Gaps and Real Self differ
Source: The New Leaders
5 Discoveries
– Goleman & Boyatzis Medha
44. States of Career Growth
Defining Career Path Stages for an individual
Medha
45. Four States of Career
Growth
• Stage 1 – Depending on others
• State 2 – Contributing independently
• Stage 3 - Contributing through others
• Stage 4 - Organisational Leadership
Source: B.T.Novations
Medha
47. Development Activities: How do we
make it happen?
• New leader who is still becoming acquainted
with his team determines that two of his direct
reports inefficiently manage their time.
• Instead of focusing on addressing the specific
needs of the two individuals, he sends his
entire team through a time-management
course.
Medha
48. Development Activities: How do we
select Participants?
• A company sends all of its leaders through
a multiple-course leadership development
program.
Higher-Level leaders, who have been in
leadership positions for some time, gain little
in the way of new skills they actually can use.
They view their time spent in training as
wasted time. Training Effectiveness is Last
Medha
50. “I’m going to spend the next three days d h a
M e teaching you things that you already know.”
51. Competency Based Workshop
Modules
Execution – Competencies for Getting things done
Developing Emotional Intelligence Competencies
Developing Leadership and Managerial Competencies
Building Competencies for success
Building Value Based Competencies
Building a Competency model
Competency based Performance Management Process
Competency Based Selection (BEI)
Coaching Pilot - Building coaches to develop Competencies
Team Building and Team Fitness Competencies
Cutting Edge -Competency based 5 P model
1997..2004 Medha