1. Competency-Based Training and Career Development Competency Modeling © www.mubeena.biz

2. A Competency is a “criterion for success” . Competencies are specific work behaviors distinguishing high and low job performance. What is a Competency? TRAIT BEHAVIOR Describes personality Describes action and consequence Traits are subjective, general, difficult to observe/measure Behaviors are observable, specific, and can be effectively measured © www.mubeena.biz

4. Benefits of a Competency Framework For the Organisation For Employees Contributes to employee retention Knowing clearly what the job requires Develops employees for the Succession Plan Know what skills they would need to develop to move up in the organisation Identifies relevant training for job levels; supports training needs analysis Identifies whether a performance issue is attributable to an employee or to other organisational factors Provides measures for performance required to meet organisation’s goals Brings fairness and objectivity into the performance assessment process Ensures effective employee selection; “hire for attitude, train for skill” During the hiring process, employees will know what the job truly entails © www.mubeena.biz

5. Competency Framework Design Set of values, attitudes, and beliefs the org stands for and all employees must own and demonstrate everyday Skills and abilities required for people interaction and relationships Knowledge, skills, abilities required for technical execution and analysis for product/service offerings Knowledge and skills required for supporting daily operations Competency Areas should be reflected in all Job Families with levels of acquisition and behaviors as measures. © www.mubeena.biz

10. Designing Competency Models © www.mubeena.biz

11. Competency-Based Training and Career Development Training Needs Analysis and Planning © www.mubeena.biz

12. Training needs and career planning can be analyzed based on an organisation-wide model such as in this example of Core Competencies. Interpersonal Resourceful Energetic Courageous Operational Strategic Core Competencies Understanding business Planning and organizing Handling situations Focusing on bottom line Using channels Relationship building Competency Model Example © www.mubeena.biz

13. Establish relationship with top management Establish relationship with other organisational members Form Project / Liaison Team Organisational Support Organisational Analysis Specify goals Determine training climate Identify external and legal constraints Requirements Analysis Job Analysis Person Analysis Define the target job Choose Needs Analysis method Determine participants Determine points of contact Anticipate problems Develop a protocol Analyze tasks and Knowledge, Skills, Abilities (KSAs) Develop tasks Form task clusters Develop KSAs Determine relevant KSAs and tasks Link relevant KSAs to tasks Develop performance indicators Determine KSA gaps in target population Determine approach to resolve gaps This model gives you all the information needed to design Training and Development Plans Training Needs Analysis Model © www.mubeena.biz

14. Assessing Training Needs To analyze training and development needs of employees to support performance and business objectives in current and future scenarios, the following steps are required: Examine system-wide components that may affect the design and effectiveness of training Determine data collection methodology, participants based on goals and available resources Uncover key knowledge, skills, abilities, behaviors critical to successful job performance Assess gaps in employees based on Job Analysis for what training and how best to deliver it © www.mubeena.biz

17. Competency-Based Training and Career Development Career Development Planning © www.mubeena.biz

18. “ Is the organisation clear on future business needs?” “ Does the structure and processes reflect efficiency?” “ How is the job performed and documented?” “ Are JDs in line with the business’ bottom-line?” Job Analysis and Review Process © www.mubeena.biz

19. How do employees choose their careers and what are their motivating factors? Does the organisation’s vision and goals match employees’ career dreams? “ I need to know what kind of work brings me fulfillment and security, and take initiative to make this happen” “ We need to select employees who share our business vision and create an environment for their growth” Career Development Philosophy © www.mubeena.biz

21. “ Do current career systems support individual career growth?” “ Are Managers trained in career development procedures?” “ Are individual plans reviewed regularly?” Assess new and current employees against critical job competencies Individual Career Planning © www.mubeena.biz