My Learning Blog

Step 1: Analysis • Determine the job descriptions for the roles—team members, leads, consultants, managers (Learning Consultant (LC) and Human Resources team (HR)) • Determine the competencies across the roles (LC) • Determine account specific competencies project requirements. (LC and account leadership) Outcome • Competency dictionary Teams involved • LC • Senior account leaders • HR

Objective Provide comprehensive competence management with an account focus where training function is an active partner to the business objective. Process Step 1: Analysis Step 2: Design Step 3: Develop Step 4: Implement Step 5: Evaluate Determine the measurement matrices Define critical success factors The forthcoming postings will cover the above aspects in greater depth.

What are Competencies? Competencies are general descriptions of the behavior or actions needed to successfully perform within a particular [work] context (e.g. job, group of jobs, function, etc). Competencies are increasingly applied across human resource functions to drive both employee and corporate performance. Employees learn, develop and refine many of their competencies over the course of their careers. Competencies are used to: Translate the organization’s vision and goals into expected employee behavior Identify areas for employee development that are directly linked to desired outcomes and organizational objectives Target training monies into areas that will realize the most return on investment (ROI) Identify gap between present skills and future requirements Other tangible benefits Recruitment process Define the selection criteria based on the available and required skills Determine the evaluation areas for prospective candidates Determine the number of resources needed Redu

Audience : Onsite/Offsite/Onshore account team Typical Scenario : Who What Why Client “We expect the account member to know the bare minimum about…but he did not know about it. We did not want to spend as much time on each new team member” What was it that the earlier account member knew? What is the performance gap between the two Client “The account member does not have the same level of expertise as the account member who earlier handled this project” I want to be able to meet my client expectations and serve him better. How can I know the skill-set of the previous account member Project Manager “I need to immediately train this account member so that my client thinks I have taken action and I can keep him happy. ” Where can find the skill-set he possesses currently and the level that he is on for each of the skills? Project Manager