eS COMPETENCY FRAMEWORK TRAMERUTR: besing an 9 ~ © =, arog Stem GT Ta EES i Cad ed PROJECT UE anny Pay a a AN ae COMPETENCY FRAMEWORK aa Tes ae Sa COVERAGE Say The objective was to collect one time data for designing and customizing the ‘The objective was to define the ‘The objective was to define the PMS series of interventions as mentioned in Leadership Behavioral system and training the managers on 2.22.3, Competency framework for client Using the new PMS tool and system. [A Detailed Report was created that put forward the insights and expectations Proficiency at 4 levels was defined The output was the creation of an from team members across three senior and behavioural indicators for intermediate PMS. Post assessments levels of Leadership (L1, L2 and L3) for each level were determined Using this, a final PMS tool was creating a roadmap towards designing designed. and implementing on each of the important blocks of the Talent Management framework a The success of this project was tangibly seen by linkages established between the Organizational Balance ‘Scorecard, departmental metric and Individual Metric. This helped in establishing a clear line of sight for the ‘employees at the levels of Leadership level L1 and L3 for whom the implementation was taken up in phase 1. Itthusied the client requesting fora similar projectimplementation inits other 2 divisions in the organization, Mai sat myned@prgatondersipcom PRAGATI Call us at: +91 9049000534, 020 66462900 =Pune =Mumbai =Delhi-NCR «Bangalore Deeper Roots. Stronger Growth. ‘To know more, please log on to www.pragatileadership.com. Qe