Competency Mapping : Tool for Effective Talent Management training centre in Bangladesh

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Competency Mapping : Tool for Effective Talent Management

  • Date : Friday, March 29, 2019
  • Duration : Day(9:00 AM-5:00 PM)
  • No. of Classes/ Sessions : 1 Day long
  • Class Schedule : Friday
  • Total Hours : 8
  • Last Date of Registration : 28 March, 2019
  • Venue : Jaago Foundation Building : House 28, Road 20, Block K, Banani, Dhaka 1213 (Building Adjacent to Banani lake)
  • Special discount for Early Bird registration: 7,000+VAT till 20 March, 2019

Introduction

This International Workshop on Competency Mapping to enhance the credibility of Professionals comparing with Global Standard

In today’s diversified and challenging business environment, organizations face a lot of issues and the key to their success is the performance of their human capital, which sets them apart. All organizations understand that their human capital is the key source of competitive advantage. Competency mapping and performance management helps HR professionals to produce bottom line results.

Based on various study, research and interaction with Consulting Firms, it is eminent that :
1. Executives typically pay more attention to competency modeling.
2. Competency models often attempt to distinguish top performers from average performers.
3. Competency models frequently include descriptions of how the competencies change or progress with employee level.
4. Also competency models are usually directly linked to business objectives and strategies.
5. Usually, a finite number of competencies are identified and applied across multiple functions or job families.
6. Hence competency models are frequently used actively to align the HR systems.
7. Competency models are often an organizational development intervention that seeks broad organizational change as opposed to a simple data collection effort.
8. Therefore, understanding the organization where we are associated with and a benchmarking exercise in preparing a competency framework is essential to get future success of each and every business.

Objective:
After being Certified Competency Mapping Professional every individual is capable to
 Understand about Competency Framework and its development
 Assess different competencies  Develop a Competency Framework Plan for you to use with your teams across the organization
 Develop different competencies for different positions in the organization
 Measure the impact and success of the new Competency Framework
 Assess the challenges for Competency Development and its way out to overcome
 Implement the Competency Framework for their own Organization

Methodology

Interactive

Contents of Training:

Pre course Activity: 1. Self Assessment

Session 1: Developing Competency Models
 Understanding on Hiring the Best Available People , Productivity Maximization , Enhancing the 360-degree Feedback Process , Aligning Behavior with Organizational Strategies and Values , Various Competency Models
 Development of the Personal Competency Framework (Categorization of 45 Competencies),
 The Lancaster Model of Managerial Competencies
 Transcultural Managerial Competencies
 Planning to Develop a Competency Model

Session 2: Competency-based Talent Management
 The effect of Competency Models in HRM Systems
 Benefits of Using a Competency-based:
o Selection System
o Training and Development System
o Performance Appraisal System
o Succession Planning System

Session 3: Formation of a Competency Framework
 Sources of Competency Information
 Documentation  Interviews (BEI, BDI)
 Focus Group Discussion
 Benchmarking
 Established Models
 Management Directed
 Third-party Models
 Unique Role

Session 4: Competency Mapping and Assessment Centres
 The Use of Assessment Centres in the Industry
 Types of Exercises : Off-the-shelf Exercises, Customized Exercises , External Centre , Nonexercise Material
 Ratings by Self and Others , 360-degree Feedback , Best Practice ,Tests and Inventories
 Projective Techniques

Session 5: Generic Competency Dictionary
Mostly used Competencies and its clustering

Session 6: Generic Competency Model for Leadership Role in any Organization
 Competency Clusters for General Leadership Model
 Behavioral Indicators for each competencies

Note: Program will be organized by WARD and Bdjobs Training is the Promotional Partner. This program has been recognized by SHRM-USA & HRCI-USA for re-certification credit so the certification will carry global value.

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Arrangement for Certificate, lunch and two tea-break would be made by the Organizer during the workshop.

Resource Person

Sumit Bhattacharya

Vice President, HR Head (Talent Acquisition, Employee Life Cycle and Talent Management)

Mr. Sumit has more than 18 years of experience in the role of change manager in each of the stint in the area of organizational transformation, revenue enhancement, profitability and culture building at reputed IT, Education, NBFC/BFSI, Financial Services, Energy, Oil & Gas, Appliances, Consumer Durable, Manufacturing and Retail Sectors in Strategic Talent Acquisition, Talent Management, Industrial Relations, Compensation & Benefits (Total Rewards), Organizational Change Management, Training & Development & HR Operations. Currently he is working as Vice President HR (Head-Talent Acquisition, Employee Life Cycle Management and Talent Management) in Srei Group.

He has a meaningful experience by playing a critical role in helping organizations realize the business goals by creating strong Leadership teams who drive the businesses through the research based effective implementation of Smooth Industrial Relations, Learning and OD Intervention, Performance Management System including Potential Appraisal and Succession Planning. He is the member of CSR Committee of Sahaj e-Village Ltd. for skill development in rural sector. Also he is associated with IIEST (Shibpur), formerly Bengal Engineering College for delivering special lecture an making the students ready for the industry and Techno India Group, The Heritage College, Amity University, MDI.

He has developed and implemented Strategic HR Plan (3-5 years), HR Operating Module & HR Score card derived from Business objective which synthesized and contributed business and HR efficacy and score card improvement. He has introduced Functional Test and Assessment Tool like Thomas Profiling, 16PF, MBTI, Graphology Report, Big Five Model. He has also initiated great Place to Work Survey and implementation of BU wise action plan to improve the scores for GPTW Certification.

He has done his PGDPM (Equivalent to MBA - HR) from NIPM, Executive Diploma in Talent Management. He has Diploma in Labour & Administrative Laws from Annamalai University, Diploma in Training & Development from ISTD, Harrison Assessments Accreditation by Dan Harrison, Harrison Assessments, Competency Mapping from NIPM and so on.

Mr. Sumit has more than 18 years of HR experience having 12 + years in Head HR Role and 7+ years in Consulting Role in Talent. He has identified KRA and KPI for more than 1000 employees (CEO and 1 level below), formulated and implemented HR Policies and procedures for 9 Mid and Big size Cos. He has conducted Training on 14 competencies and trained more than 5,000 candidates in India, UK and USA.

Interactive