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CAPABILITY BUILDING

-Pallavi Shah 24 -Virti Gala 26 MHRDM SEM II (2011-2014)

WAY GOING FORWARD

WHY CAPABILITY BUILDING

CAPABILITY BUILDING HOW?

Any underlying characteristic of an individual, an operative thought or behavior, causally related to superior performance on the job which is: Observable Measurable Consistent Reflected in a pattern of actions (skills), thoughts (knowledge) and feelings (attitudes) in the individual.

WHAT IS A COMPETENCY ?

The process of identification of the competencies required to perform successfully a given job or role or a set of tasks at a given point in time.

It consist of breaking a given role or job into its constituent tasks or activities and identifying the competencies needed to perform the same successfully

SKILL INVENTORY MAPPING

The Behavioral Event Interview (BEI) Psychometric tests Assessment Centers Expert Panels

Performance Management System


360 degrees feedback

COMPETENCY ASSESSMENT

Competency Gap Analysis Format Name: Sl. No. Competencies (Behavioral & Managerial) Designation: Proficiency Level Required(RP) Available (AP) Required(RP) Available (AP) Decision Making 3 Creative Thinking (Not Innovation) Customer Focused 5 6 7 Conceptual Ability 8 Business Literacy 9 Sytems Orientation 10 Planning 11 Competencies (Functional ) Sound Engineering concepts Sound understanding of QMS Varsatility in handling a range of functions Emotional Intelligence Achievement Motivation Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) Proficiency Level Required(RP) Available (AP) Required(RP) Available (AP) Required(RP) Available (AP) HOD HOF HOC Employee Get exposure to sales, finanace and marketing 1 Get more knowledge about Pharma concepts 1 Negligible 0 1 2 Basic 4 Advanced 6 7 8 Expert 9 10 Competency Gap (RP-AP 1 Remarks Improve upon maintanence to reduce downtime Plan with clear focus 1 1 1 1 2 2 Improve upon ability to see (holistic view) bigger picture Cost effectiveness to be improved. Think of prevention through well built systems 3 Keep customer in the mind and improve interactions with customers Develop subordinates and groom them as successor. Disciplined application of learnings is required. Think out of the box for challenging the status quo 1 1 GM (Operations) Grade M2 Date Competency Gap (RP-AP) Remarks

Proficiency Scale Negligible 0 1 2 3 Basic 4 5 Advanced 6 7 8 Expert 9 10

Communication 1 Analytical Ability 2

1 1

Improvement required in presentation skills Improve ability to analyse the subordinatesby asking right questions Improve upon risk taking ability analysis done by

Sl. No.

2 3

Signatures : Date:

COMPETENCY MAPPING SHEET

COMPETENCY MODEL

TECHNICAL COMPETENCY ASSESSMENT PROCESS

BEHAVIORAL ASSESSMENT PROCESS

Intent

Core Personality: Most difficult to develop

Skill Self-image Visible Skill Knowledge Trait, Motive Attitudes, Values Hidden Attitudes, values Self-image Trait Motive Knowledge

Surface: Most easily developed

COMPETENCY ASSESSMENT

Competencies as relevant for organization can be derived from here

IDENTIFICATION OF COMPETENCIES

Based on Evaluation of the employee, development gaps will be identified for employee The gaps will be analyzed for criticality of skill / competency and extent of gap to arrive at a gap analysis for the employee

GAP ANALYSIS

Gap analysis is further used to determine training needs of an employees And training needs identified is than used by training department to design relevant training programs

TRAINING NEED IDENTIFICATION

Achievement of organizational vision / mission & strategy

Capability building

Competency development by assessment of gap of efficiencies / deficiencies of individual / department & organization with visions & goals set

Assessment & implementation of required training & development programs

CONCLUSION

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