Team Development: Fostering Learning and Competencies

Training on competencies, their Behavioral illustrations and application defines the knowledge, skills, and attributes needed for a particular position or people within an organization. Each individual position/role will have its own set of competencies needed to perform the job effectively. To practice this framework, we need to have an in-depth understanding of the competencies.

Program Objective:

• Clearly understand the scope, purpose, content and benefits of competencies in the organization.
• Clearly understand the difference between the competencies used in EPMDS and competency framework.
• Able to Identify the development needs of an individual and manage the carrier planning very effectively

Program outline:

1. Overview and purpose
2. Difference between Skills and Competency
3. Competency Clusters
4. Demonstration
5. Assessment of Individuals on the Basis of Competencies
6. Basic Behavioral Examples for Assessing
7. Use of Competency Framework in EPMDS
8. Use of Individual Competency Evaluation Form
9. Individual Competency Evaluation Criteria
10. Definition of Ratings
11. Managing Competency Gap

• What is action plan
• Why should you develop an Action Plan?
• What are the steps to develop an Action Plan?
• Examples

12. Case Study
13. Program overview and Summary
14. Question and Answer

Who can join :

1. Executives and managers of HR department
2. Mid-level Managers from other departments.
3. Any individual who are interested to learn