COMPETENCY BUILDING

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Systematic Approach To Competency Building

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 Strategy Linked Talent Development System

• Define organization strategy & core competence

• Define competency model (competencies = skills + attitudes+ beliefs)
• Define strategic & core skills sets
• Identify strategic and core positions.
• Competency based role descriptions
• Person – competency profiling = training needs
• Assessment & development centres / 360* feedback = development needs
• Delivery mechanisms = mentoring, programmed instructions, special projects, job
rotations, class room training & development.
• Evaluation of ROI (Jack Philip’s model)

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 Mentoring:

• Process: Formal or informal with set duration; independent of distance.

• The ownership for development is with the mentee.
• Development of the mentee through problem discussions, exploration of
alternative approaches, mentor being the sounding board and mentee
committed to his development.
• Level of comfort and trust between mentor and mentee.
• Mentor: professional competence, ability & willingness to share control,
listening & communication skills, ability to pitch at the level of the mentee,
maintaining confidentiality.
• Group mentoring, reverse mentoring and anonymous mentoring.

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 Jack Philip’s model of return on investment on training:

Evaluation levels Questions

1. Reaction and planned action Participants’ reactions to the programme and planned usage
of the material.

2. Learning The change that has occurred and the degree of change in
knowledge, skills and attitudes

3. Job applications To what extent the participants have applied their learning in
carrying out their jobs?

4. Business results Whether on the job application of learning has produced any
measurable business results.

5. Return on investment To what extent the monetary value of the results exceeds the
cost of training?

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