Competency mapping project by u s modhe

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Project Report on

Competency Mapping

for Centre Head of

Skills N Careers Part of Certification process for CLDM

Program of Middle Earth Consultants Pvt.

Ltd.

2013

Udayan Shriram Modhe Vadodara, Gujarat, India

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Table of Contents

Executive Summary ................................................................................................................................................. 3

Scope of Project ................................................................................................................................................... 4

Key Takeaways.………………………………………………………………………………………………………………………………………………4

Conclusions .......................................................................................................................................................... 4

Job Description ........................................................................................................................................................ 5

Preamble .............................................................................................................................................................. 6

Sources of Competency Mapping ......................................................................................................................... 7

JD Process ….…………………………………………………………………………………………………………………………………………………..8

Organization brief…………………………………………………………………………………………………………………………………………..9

Purpose of job………………..………………………………………………………………………………………………………………………………9

Key responsibility……………………………………………………………………………………………………………………………….…………10

Key result area…………………………………………………………………………………………………………………………………….………..10

Job duties………………………………………………………………………………………………………………………………………….………….11

Academics & experience ………………………………………………………………………………………………………………………………11

Personal Qualities & Traits ..………………………………………………………………………………………………………………………...12

Job Element Analysis ……………………………………………………………………………………………………………………………….……..13

Brief ………………………………………………………………………………………………………………………………………………………….….14

Job Elements Analysis ………………………………………………………………………………………………………………………………….16

Competency Model ……………………………………………………………………………………………………………………………………..19

BARS Mapping ………………………………………………………………………………………………………………………………………………..22

Behavioral Anchors .……………………………………………………………………………………………………………………………………..23

BARS Mapping………………………………………………………………………………………………………………………………………………25

Competency BARS mapping………………………………………………………………………………………………………………………….27

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Section – I

Executive Summary

Objective

To design Competency Model for the position of

Institute

Scope of Project

Key Takeaways

Stage 1 – Job Description

The job description is a 360⁰ snapshot of the position covering organization brief, purpose of job, work

environment, key responsibilities, KRAs, Job duties, academics, experience requirements along with key

requirements such as knowledge, skills & personality traits. These details

Stage2 – Job Element Analysis & Identification of competencies

The job responsibilities are broken down

from the perspective of following dimensions

job analysis. These competencies form “The Competency Model” for the position.

Stage 3 – Identification of behavior indicators & BARS Mapping

Behaviorally Anchored Ratings Scales (BARS) is an effective tool for performance appraisal which focuses on

behavioral dimension of employee. The job competencies

They are mapped on scale of maturity

for each behavioral anchor. It facilitates performance appraisal process of HRM.

Conclusion

Competency mapping is one of the best tools for people management, in

business environment. It facilitates HRM by offering key parameters for performance measurement

employees, including complex aspect like behavioral pattern

It integrates organizational needs with emp

strengths & weaknesses, which enables them to improve performance in sync with organizational need.

Which benefit organization with improved employee performance.

various HRM processes like Selection, Performance Appraisal, Succession Planning, T

Stage 1

• Identification of Job Position

• Creating a Job description

Stage 2

• Job Element Analysis

• Identification of Competencies

Stage 3

• Identification of behaviour indicators

• BARS Mapping

To design Competency Model for the position of Centre Head of Skills N Careers

snapshot of the position covering organization brief, purpose of job, work


requirements such as knowledge, skills & personality traits. These details help selection process.

Job Element Analysis & Identification of competencies

The job responsibilities are broken down into elements and sub-elements. Each of these elements are analyzed

from the perspective of following dimensions – Knowledge, Skill & Trait. Broad competencies emerge f

These competencies form “The Competency Model” for the position. Which forms base for HRM.

Identification of behavior indicators & BARS Mapping


The job competencies are broken down in the contex

mapped on scale of maturity - Beginner, Learner, Advanced & Expert. The end result is a rating scale

It facilitates performance appraisal process of HRM.

Competency mapping is one of the best tools for people management, in today’s competitive

It facilitates HRM by offering key parameters for performance measurement

complex aspect like behavioral patterns, exhibited under each respective competency.

It integrates organizational needs with employee needs. It helps employee understand there inherent

aknesses, which enables them to improve performance in sync with organizational need.

Which benefit organization with improved employee performance. It also works as a linking factor

Selection, Performance Appraisal, Succession Planning, Training

Identification of Job Position

Creating a Job description

Identification of Competencies

Identification of behaviour indicators

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Skills N Careers vocational training

snapshot of the position covering organization brief, purpose of job, work


lp selection process.

elements. Each of these elements are analyzed

Broad competencies emerge from this

Which forms base for HRM.


t of behavior anchors.

The end result is a rating scale

competitive & dynamic

It facilitates HRM by offering key parameters for performance measurement of

, exhibited under each respective competency.

loyee needs. It helps employee understand there inherent

aknesses, which enables them to improve performance in sync with organizational need.

works as a linking factor between

raining & Development.

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Section II

Job Description

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Preamble

Over a last decade, Indian economy is growing fast and is competing the growth in China. Government has

committed large investments in infrastructure like road, bridges, power plants, etc. It is also committed to

social development through schemes like NREGS, NRHM, etc. This inspired Indian companies & MNCs to set up

new plants and/or expand their existing capacities in India. This has created a large no. of jobs, both in

manufacturing and service sector. It is a paradoxical situation where, there is a major skill gap persisting in

industry and there are large no of unemployed youth moving around directionless. There is a need to ramp up

capacities in training and education. All these years this was looked at, as a job of government to create and

enhance training capacities across country. There is a major challenge before India – “Employability for youth

through proper, structured skill development in sync with industry demand.” Many corporate companies and

NGOs have committed themselves to this social cause be it alone or in PPP mode of partnership with

government at various levels like municipal level, state level or central government level.

Skills N Careers – www.skillsncareers.com a subsidiary of Rishi Laser Ltd., is committed itself to this social

cause. It has partnered with Government of Gujarat in PPP mode. It has set up a chain of vocational institutes

in Gujarat to create a pool of skilled talent for industry. It conducts courses for welders, fitters, electricians,

CNC operators, CAD designers, etc.

Goal : - To achieve quality training for candidates hence better employability, Good management of

institute resources and improvement in performance of training centre

Skills N Careers Vocational training centre structure

Skills N Careers corporate structure

Centre Head

Training Incharge

Trainer A

Trainer B

Mobilisation Incharge

Mobiliser A

Mobiliser B

Admin Support

Business Head

Regional Head

Centre Head A

Centre Head B

HR/ Admin Head

Admin

Placements

Marketing

Accounts

Sources of Job Description

• Industry specific

Vocational training industry primarily belongs to social sector. This is dominated by government

organizations and NGOs. However, with

social sector, corporate are attracted to social sector to explore opportunities to make profit in these

areas. With the entry of corporate in this field even mainstream professionals are getting attracted

towards social sector. Hence, the professionals working in this domain need to have competency blend

of both corporate & social sector

for every employee will be inclined for a blend of corporate & social

• Organization specific

Vision Statement of Skills N Careers

development and employability

Mission Statement of Skills N Careers

The vision statement & mission statement indicate the direction of the company, where it is heading.

The competencies of each employee should be in sync with these statements. Then only it can be

successful in it’s mission and have the vision in sight.

• Process documentation

Skills N Careers has a detailed documentation on Standard Operating Procedures for each centre and

corporate operations and actions. It broadly contains process flow, organizational charts, code

conduct, corporate philosophy, quali

influenced by this document.

Basic value chain of operations is explained with the help of graphics.

from rural areas or urban communities. Skill development is carried out in training

livelihood opportunities are created in the industry.

mapping for each position.

Skills N Careers Value Chain

Mobilisation of Beneficiary

Skill Development of beneficiary

Creation of livelihood for beneficiary

Description information


organizations and NGOs. However, with rapid economic development and government investments in



ence, the professionals working in this domain need to have competency blend

both corporate & social sector. Since Skills N Careers is a corporate entity, it’s competency mapping

for every employee will be inclined for a blend of corporate & social sector.

Skills N Careers – “Empowerment of underprivileged, undereducated youth by skill

development and employability - A true extraction of demographic dividend of India.”

Skills N Careers – “Robust contribution to Skilled India”


competencies of each employee should be in sync with these statements. Then only it can be

mission and have the vision in sight.

has a detailed documentation on Standard Operating Procedures for each centre and

corporate operations and actions. It broadly contains process flow, organizational charts, code

conduct, corporate philosophy, quality policy, etc. Competency mapping of each employee is largely

Basic value chain of operations is explained with the help of graphics. The beneficiaries are mobilized

urban communities. Skill development is carried out in training

livelihood opportunities are created in the industry. This value chain too influences the competency

Value Chain

Mobilisation of Beneficiary

Skill Development of beneficiary

Creation of livelihood for beneficiary

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and government investments in



ence, the professionals working in this domain need to have competency blend

e entity, it’s competency mapping

“Empowerment of underprivileged, undereducated youth by skill

A true extraction of demographic dividend of India.”


competencies of each employee should be in sync with these statements. Then only it can be

has a detailed documentation on Standard Operating Procedures for each centre and

corporate operations and actions. It broadly contains process flow, organizational charts, code of

of each employee is largely

The beneficiaries are mobilized

urban communities. Skill development is carried out in training centers and

influences the competency

JD Process

Development & design of Job Description is a two step process.

using Dot/O Net resources and/or using other sources of

Specific information, process documentation, etc.

www.onetonline.org is a primary source for occupational information. It can be termed as an encyclopedia of

job related information. This is extremely useful as it

context of tasks to be performed by the position, tools used,

context, interest, work styles, etc. These details blended with organization specific details

suitable JD.

In the second stage customization of these data points using direct observations, time logs, interviews,

questionnaires, etc.

Direct observations will add value to the generic job description by way of actual recordi

Here the job analyst observes the job position at work and records what he/she does, how he/she does and

time required for task. Though it is time consuming the results are accurate.

Time logs help understand the daily schedule of a

prepared by the job position. The daily reports are carefully

and time consumption of different tasks. This again adds accuracy to the JD.

Interviews are carried by job analyst to understand the job perception of the job holder and his superiors. The

effectiveness of this exercise depends on skills of job analyst and also the job holder in articulating the precise

information related to the jobs/tasks performed by him/her. This too adds great value in refining the JD as this

contains the perception of the job holder.

Questionnaires may be vital instrument

successful performance of job/tasks. If there are number of jobs with same title then large data can be

collected quickly and inexpensively.

Customisation using Direct observations, diaries, interviews, questionaires

Creating a broad framework using company roles and onetonline.org

Development & design of Job Description is a two step process. In the first stage generic description is designed

ng other sources of information such as industry specific, organization

information, process documentation, etc.

is a primary source for occupational information. It can be termed as an encyclopedia of

job related information. This is extremely useful as it provides generic details of thousands of jobs,

context of tasks to be performed by the position, tools used, knowledge, skills, abilities, work activities, work

context, interest, work styles, etc. These details blended with organization specific details


Direct observations will add value to the generic job description by way of actual recordi


time required for task. Though it is time consuming the results are accurate.

Time logs help understand the daily schedule of activities. Here job analyst studies the daily work reports

prepared by the job position. The daily reports are carefully analyzed from the context of time frames of tasks

and time consumption of different tasks. This again adds accuracy to the JD.

ews are carried by job analyst to understand the job perception of the job holder and his superiors. The


ks performed by him/her. This too adds great value in refining the JD as this

contains the perception of the job holder.

instrument for gathering data about competencies, which are relevant to

ks. If there are number of jobs with same title then large data can be

Job Description



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In the first stage generic description is designed

such as industry specific, organization

is a primary source for occupational information. It can be termed as an encyclopedia of

of thousands of jobs, in the

knowledge, skills, abilities, work activities, work

context, interest, work styles, etc. These details blended with organization specific details can help build a fairly


Direct observations will add value to the generic job description by way of actual recording of the activities.


ctivities. Here job analyst studies the daily work reports

from the context of time frames of tasks

ews are carried by job analyst to understand the job perception of the job holder and his superiors. The


ks performed by him/her. This too adds great value in refining the JD as this

ncies, which are relevant to

ks. If there are number of jobs with same title then large data can be



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Job Description

Job Title : Centre Head, Skills N Careers Prepared by : Udayan Shriram Modhe

Reporting : Regional Head of vocational training Location : Rural Vadodara (Savli)

Working Hours : 51 hrs. /week Timings : 9.30 AM to 6 PM

Terms and Conditions :

• Employment Type – Permanent

• Salary/ Annum – Rs. 240,000/-

• Holidays – Weekly off : Sunday

All state govt. holidays

• Probation – 6 months

• Notice Period – 30 days

Organization brief :

Skills N Careers is a multi trade, multi location vocational training institute operating out of Gujarat, with

head quarters in Vadodara. It is co-promoted by Rishi Laser Ltd.( a BSE listed, 150 Crs. Company) and Govt.

of Gujarat in PPP mode. It operates out of five training centers, offering training to underprivileged youth

in the field of welding, fitment, electrical wiring, CNC operations, CAD designs. It has partnership with

govt. at Central Govt. level, State level & Municipal level. It executes skill development projects for these

Govt. Departments. Typically, these programs are meant for underprivileged youth i.e. belonging to BPL

category. Apart from that candidates avail training in self finance mode, too. Many candidates from

outside Gujarat, also have been trained by the institute. It has successfully executed skill development

projects in partnership with companies like Tata Chemicals Ltd., HPCL (through CII), ONGC, GAIL to offer

vocational training wide their CSR function. Wherein these corporations sponsor training cost of the

underprivileged candidates. It is currently executing projects for Vadodara, Bhavnagar & Rajkot Municipal

corporations to impart vocational training to underprivileged urban youth. Gujarat Industrial Development

Corporation (GIDC) has empanelled Skills N Careers to execute vocational training programs through their

state of the art training centers located across various GIDCs in Gujarat. First, such centre is being

operationalised at Dahod, Panchmahal district of Gujarat. It also offers corporate training services to the

workforce of industry. It has trained workforce of companies such as ABB, Indian Railways, HPCL, Man

Turbo, AMW, Parle, Serap India, TBEA transformers, Volmont and many more companies in Gujarat and

outside Gujarat, too. Find more about us on www.skillsncareers.com

Purpose of the job :

Skills N Careers has set up a new training centre in Rural Vadodara (Savli). It intends to execute skill

development projects for State Rural Development Department, in PPP mode. To commence operations

the said institute by Sept. 2013, it needs a centre head :

• To head the training institute

• To prepare training infrastructure for the programs

• To develop training and mobilization team

• To initiate training programs by mobilizing candidates from nearby villages

• To independently manage operations of vocational training centre

• To carry out liaison with govt. departments, in context of the operations at the institute

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Brief about work environment :

Skills N Careers team is one of the most passionate team. The existing team consists of 20 + professionals.

This consists of trainers, mobilizes, admin staff, centre heads and other junior staff. They are operating out

of various centers in Gujarat, with staff function reporting at corporate office. All the team members have

a passion for social activity through skill development. The vocational training head has an experience of a

decade in social education, which will be a great mentor and guiding force for the centre head. The

company is headed by Mr. Udayan Modhe, having an experience of more than 2 decades in business

development & management. His expertise in Govt. liaison has helped the company in developing

partnership with government at multiple levels. Institute is well supported by the government

departments. The co-operation extended by them is exemplary in the context of Govt. Sector. Social

organizations, industry organizations like CII, FICCI are supporting the cause by helping us in these skill

development projects. The training center is a small business unit and a profit centre. The centre head

position will co-ordinate mainly with mobilizes, trainers, admin support staff at centre level.

Key Responsibilities :

• Maintain training standards for the training centre, in sync with corporate standards

• Prepare & monitor training calendar for centre

• Counseling of youth for enrollment in the center

• Monitor the progress of training programs in context of skills inculcated in the candidates

• Interaction with the parents of candidates, making them aware about the potentials of these

training programs for the betterment of careers of their wards

• Plan, direct & monitor training delivery mechanism of vocational training & student activities

• Direct & co-ordinate activities of trainers, mobilizers and support staff

• Monitor attendance, personnel activities of training centre

• Planning, managing & monitoring financial activities of centre including billing, budget allocation,

payment follow up

• Conduct training programs on behavioral & soft skills

• Visit surrounding villages to create awareness about programs of institute, conduct road shows,

meetings with community heads to brief about skill development programs

Meeting youth groups to inspire/motivate them to enroll in the institute

• Placement of candidates

• Report Government authorities about the progress of various training programs, interact with

them for any support required from government machinery

• Reporting to head office about progress of centre, any support or intervention, required

• Ensure safety & precautions in training centre

Key Result Areas :

• Proper management of vocational training centre

• Optimum utilization of training capacity of centre

• Revenue maximization by way of emphasis on mobilization

of large no. of candidates for training

• Maximum placement of candidates in industry

• Optimum utilization of resources

• Timely reporting to Government authorities

• Timely reporting of centre activities to superiors/ head

office

Measurement Criterion :

• Management assessment

• No. of batches

• Revenues

• Candidate feedback

• Feedback from accounts

• Feedback from government

• Appraisal of superiors

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Percentage of time Job Duties

10 %

Development Work

• Preparation of training programs for various trades like

welder, fitter, electrician, CNC operator

• Updation of training programs, based on industry feedback

• Preparation of contents of training program by exploring

various methodologies of training delivery such as eLearning,

power point presentations, inspirational videos

• Developing strategies to use social media platform to create

awareness of skill development programs

40 %

Field work

• Visiting villages in surrounding areas for creating awareness

• Meeting community leaders, local politicians to seek support

in execution of skill development programs

• Visiting government departments to submit reports, seek

support, to learn about new schemes

• Visiting various companies for placement of candidates

10 %

Training

• Prepare a schedule to conduct soft skill training programs for

each batch of trainees

• Conducting training programs on soft skills such as

behavioral skills, communication skills, interview skills,

40%

Management work

• Administration of training centre

• Monitoring training programs

• Facilitation of training material & equipments

• Maintaining records of training centre

• Communication with corporate companies for sponsorships

• Communication with industry for placement of candidates

• Communication with Government authorities

• Communication with head office

Academics & Work Experience

Education

Essential :

Graduation in any stream (B.A./B.Com/B.Sc./BE)

Desirable:

MSW/ MHRM or Any post graduation with specialization in social

subject.

Experience

Essential :

At least 6 years of experience in social sector.

Out of which, at least 2 years experience in social education sector.

Experience of field projects like community development, rural

development are essential. Experience of working on govt. projects.

Desirable:

6 years of social sector experience in the field of vocational training,

with last 2 years at first level leadership position. Experience in

managing vocational training programs in rural areas of Gujarat.

Experience of liaison with govt. departments in respect to execution

of vocational training programs

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Personal Qualities & Traits

Knowledge

• Knowledge of local demography & geography

• Knowledge of social sector & social training value chain

• Knowledge about various local government departments

• Knowledge of English & Gujarati

• Expertise in topics related to soft skill training

• Usage of office equipments like computers, projectors,

cameras

• Expertise in MS office, email communications &

presentations

• Basic knowledge of various trades of training

• Basic financial accountancy knowledge

• Knowledge of matters related to office administration

• Knowledge of dealing with various agencies in industry

Skills

• People management – within & outside organization

• Persuasive skills required for counseling of candidates

• Training skill including presentation skills

• IT skills for communication and training activity

• Time management

• Communication skills – Written & Verbal

• Ability to apply procedure

• Administrative skill to manage operations of training centre

• Basic skills to manage finances of a small organization

• Reporting skills for external clients & internal departments

• Ability to independently manage operations

• Probing skills to understand issues related to internal &

external environment of training company

• Problem solving skills

• Decision making skills

• Car driving skill required during field visits

Personality Traits

• Empathetic personality and active listener

• Leadership trait

• Disciplined approach to work

• Proactive, target based & result oriented working style

• Stress tolerance

• Team player to co-operate with team members

• Adaptability/Flexibility

• Dependable with high integrity

• Values social cause

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Section III

Job Element

Analysis &

Identification of

competencies

Brief

Job analysis deals with, what does it take to be good at job?

functional skills & knowledge required to perform a task/job.

that people need to complete a job successfully. These human attributes are captured by referri

KSAOs (Knowledge, Skills, Ability & Other personality characteristics.

retrievable set of technical facts, concepts, language, procedures di

the developed or trained capacity to perform task, which call for usage of tools, equipment,

Ability involves enduring capacity to acquire knowledge or skill, and to carry out tasks at acceptable level of

proficiency. Other Personality characteristics

personality characteristics that indicate how well an employee is likely to perform on a routine, day

basis or how an employee is likely to adjust to a job’s working conditions.

There are few methods of job analysis

(JEM), Critical Incident Technique (CIT),

System (TTAS), Ability Requirement Scales (ARS) &

Job element analysis is one of the oldest method on job analysis.

these behaviors on the performance of task. This method

element and then analyze the job in context of these elements

easily understood by the incumbent or aspirant.

evidence. Elements cover broad range of

Cognitive elements includes aspects such as recognizing tools & their usage,

Psychomotor element include the ability to sense, perceive & carry out simple or complex motor

as using drills, chisels, driving car, etc. Work habits refers to collection of

in character. Example, job elements of office manager

ability to meet deadlines.

Job Element Analysis process

Job analysis deals with, what does it take to be good at job? and how do we find that ? .

functional skills & knowledge required to perform a task/job. It focuses on various attributes or characteristics

that people need to complete a job successfully. These human attributes are captured by referri

KSAOs (Knowledge, Skills, Ability & Other personality characteristics. Knowledge is existence in memory of a

retrievable set of technical facts, concepts, language, procedures directly related to performance of job.

rained capacity to perform task, which call for usage of tools, equipment,

involves enduring capacity to acquire knowledge or skill, and to carry out tasks at acceptable level of

Other Personality characteristics include job-relevant interests, preferences, temperament, and

personality characteristics that indicate how well an employee is likely to perform on a routine, day

basis or how an employee is likely to adjust to a job’s working conditions.

methods of job analysis based on either Job or worker. such as Job Element Analysis Method

Critical Incident Technique (CIT), Positional Analysis Questionnaire (PAQ), Threshold Traits Analysis

bility Requirement Scales (ARS) & Occupational Reinforcer Pattern (ORP)

is one of the oldest method on job analysis. It focuses on work behaviors and impact of

these behaviors on the performance of task. This method breaks down job, into critical critical tasks

the job in context of these elements. They are described in a manner which can be

easily understood by the incumbent or aspirant. The element is a combination of behaviors

evidence. Elements cover broad range of behaviors, including cognitive, psychomotor and work habits.

Cognitive elements includes aspects such as recognizing tools & their usage, computing techniques,

Psychomotor element include the ability to sense, perceive & carry out simple or complex motor

as using drills, chisels, driving car, etc. Work habits refers to collection of behaviors, that are more motivational

in character. Example, job elements of office manager – ability to get conformance, ability to apply procedures,

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how do we find that ? . It analyses critical

It focuses on various attributes or characteristics

that people need to complete a job successfully. These human attributes are captured by referring to their

is existence in memory of a

performance of job. Skill is

rained capacity to perform task, which call for usage of tools, equipment, and machinery.

involves enduring capacity to acquire knowledge or skill, and to carry out tasks at acceptable level of

relevant interests, preferences, temperament, and

personality characteristics that indicate how well an employee is likely to perform on a routine, day-to-day

such as Job Element Analysis Method

Positional Analysis Questionnaire (PAQ), Threshold Traits Analysis

tional Reinforcer Pattern (ORP)

It focuses on work behaviors and impact of

critical critical tasks called

are described in a manner which can be

behaviors and associated

, including cognitive, psychomotor and work habits.

computing techniques, etc.

Psychomotor element include the ability to sense, perceive & carry out simple or complex motor actions such

, that are more motivational

ability to get conformance, ability to apply procedures,

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Let us derive the critical tasks from the key responsibilities of the job position Centre Head, mentioned in

Section II, page 10.

Critical Tasks for Centre Head Position

The vocational training centre is a strategic business unit and a profit centre. Center head critical tasks are in

the line of Business head of Small Business Unit. The following four tasks are critical to be carried out at the

training center. In turn, these are the job elements of job position- Center Head.

• Mobilization/ Enrollment of candidates

• Training

• Operations management

• Financial management

Classification of sub-elements :

• Mobilization/ Enrollment of candidates

� Visit surrounding villages to create awareness about training programs of institute, conduct

road shows, meetings with community heads, local politicians to brief about skill development

programs

� Counseling of youths in the field, during road shows, or at the centre to enroll in right trade of

vocational training depending on aptitude & physical traits

� Delegation of duties to mobilizers

� To maintain regular interaction and counseling of parents of candidates to educate them with

potentials of these training programs for future of their ward

• Training

� To ensure right delivery mechanism, sequence and schedule of training programs

� Conduct training programs on behavioral & soft skills

� To keep track of progress of training, in context of level of skill acquired by candidates

• Operations management

� To align training standards of the centre with corporate standards

� Preparation, planning & monitoring of training calendars, for various vocational training

programs of different duration, considering the seasonal factors

� Delegation of duties to trainers, mobilizers & support staff

� To monitor regular attendance of staff & other personnel activities of training center staff

� Reporting to superiors and head office regarding progress of training center

� To report government authorities about the progress of various training programs

� To plan, manage & monitor placement of trained candidates and handholding with them

� Ensure health & safety precautions in training centre

• Financial management

� Timely billing and payment follow up

� To plan, manage & monitor financial activities of centre such as budgets, petty expenses,

revenue receipts from candidates & clients (Govt. & Corporate)

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The job element analysis needs to be done for these four elements. This will consist of mapping and rating of

knowledge & skills & personality traits on following scale levels - Threshold, Differentiating & Rare.

Element Quality Threshold Differentiating Rare Mobilization/

Enrollment

Knowledge:

Awareness of social sector

& local social structure

Knows about structure of society

& various segments of society

Knows about inequalities in

society

Knows about various NGOs

Knows about various areas where

social interventions is required

Knows about NGO & Govt.

relations in social sector

Knows about how to intervene

in social sector

Knows how to use govt.,

corporate resources for social

interventions

Knowledge of Local

demography

Knows about population, gender

%, age, marital status, family

income and expense patters

Knows about importance of

demographic information in social

sector

Knows how to use demographic

information in social sector

interventions

Knowledge of various

government schemes

Knows about various government

departments supporting social

sector

Knows about various schemes

meant for marginalized & deprived

section of society

Knows operational modalities of

various govt. schemes for social

sector

Knowledge of vocational

training programs

Knows about various trades of

vocational training and their

deployment in industry

Knows about methods of

vocational training program

Knows about various institutions

involved in vocational training

Knows how to create an impact

by bridging the skill gap of

industry & skilling the

underprivileged

Knowledge of presentation Knows various tools of

presentation

Knows how to create simple

presentation

Knows how to use various media

tools & techniques for effective

presentation

Knows about blending various

presentation tools to create an

effective presentation

Knowledge of enrollment

procedure

Knows how to fill up enrollment

forms and forward for procedure

Knows about various supporting

documents for enrollment

procedure

Knows how to check

correctness & authencity of

supporting documents

Knowledge of driving Knowledge of basic car driving Knows functions of various

segments of car

Knows how resolve basic

problems with car

Knowledge of language Knowledge of English & Hindi

with a vocabulary to deal with day

to day social affairs

Knowledge of English, Hindi &

Gujarati to address different

audiences

Knowledge of English, Hindi &

Gujarati with rich vocabulary of

all languages

Skills :

Communication skills Can write reports & emails

Can speak English & Hindi to

communicate views,

observations, etc.

Can use non-verbal

communication

Can write reports, emails in

English & Hindi

Can participate in discussions in

English, Hindi & Gujarati

Can translate to & from either

English, Hindi or Gujarati

Control over grammar &

vocabulary of English, Hindi &

Gujarati

Blending of verbal & non-verbal

communication

Counseling skills Can effectively counsel candidates

& employees for career

development, job performance

Can counsel candidates &

employees in the context of role

models

Can use psychology to counsel

candidate & employees

Can effectively use case studies

for counseling

Documentation skills Can collect information of

candidate to fill up enrollment

forms

Can pin point short fall and/or

discrepancies in documents during

enrollment process

Can check authenticity of

documents presented

Presentation skills Can communicate with small

audience to present idea

Can promote services with

presentation

Can use various presentation tools

effectively to create a lasting

impact of presentation

Can offer interactive

presentation with involvement

of participants

Can control sequence & timing

of presentation

Traits:

Empathy Understands feeling & attitudes

of candidates and take

appropriate action

Forms emotional bonding after an

empathetic view

Gets compassionate with others

influence positive change by

assertiveness

Extraversion Puts effort to reach out to people

through community activities,

public meetings, etc.

Natural tendency to reach out to

people through social gatherings

Enjoys social gathering, creates

impact with assertiveness

Values social cause Understands importance of social

cause and does as part of job

Gets Committed to social cause Can mentor others to value

social cause

Perseverance Maintains patience Can continue efforts in spite of

failures & difficulties

High level of commitment and

conviction keeps the Endevour

on

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Element Quality Threshold Differentiating Rare Training Knowledge:

Subject matter Knowledge of subject matter

Knowledge of process to train

subject matter

Knowledge of analogies to be

associated with subject matter

Knows how to research on

subject matter and enrich

contents of training modules

Audience Knowledge of understanding

levels of various audiences

Knows how to fine tune training

process depending on audiences

Design different training

modules to suit different

audiences

Language proficiency Knowledge of delivering training

in English & Hindi with reasonable

vocabulary

Knowledge of using phrases &

idioms in English, Hindi & Gujarati

in the context of training

Knowledge of preparing/

translating training contents to

& from any of languages


Knowledge of training tools Knowledge of using OHP, White

board, PPTs for training

Knowledge of designing training

contents depending upon

availability of training tools

Knowledge of switching from

one tool to other, depending on

the topic & audiences

Skills:

Communication skills Can use written, verbal & non-

verbal modes of communication

in English & Hindi

Can blend non verbal

communication with training in


Can actively listen

empathetically while imparting

training

Training skills Can assess learning needs and

train in accordance

Can close knowledge gaps by

simplifying training topics

Can motivate learner to pull the

training and reinforce desired

result

Presentation skills Can communicate with small

audience to present idea

Can promote services with

presentation

Can use various presentation tools

effectively to create a lasting

impact of presentation

Can offer interactive

presentation with involvement

of participants

Can control sequence & timing

of presentation

Persuasive Can offer training using direct

statements

Can link association with

something known to audience

Can offer training using direct

questions

Can use aids such as analogy, for

explaining different situation

Uses indirect questions or

probing technique to persuade

Can persuade with

assertiveness & charisma

Time management Can complete the training topic in

permitted time

Can manage a quick Q & A session

at the end

Involves audiences in time

management for optimum

usage of permitted time

Traits:

Passionate Passion develops during training

programs after developing

bonding with audience

Demonstrates passion for all

activities related to training

Can stimulate passion during

training programs

Commitment Has a strong willingness to train

people

Enjoys thrill out of training

Dependable in training domain

Open to training even outside

classroom

Takes ownership of all activities

related to training

Disciplined Behaves in required manner at

workplace

Tries to creates an atmosphere of

discipline

Inculcates sense of discipline

among others

Don’t let fear, anger, anxiety

surface in a work place

Operations

Management

Knowledge:

Planning Knowledge of training center

objective

Knowledge of training process &

duration for preparing calendar

Knowledge of various scientific

methods & tools of planning

Knowledge of setting goals

Knows benchmarks of

performance for planning

Knowledge of long term

strategic planning for

organization

Administrative knowledge Knows modalities of training

operations

Knows allocation of resources

Knows workplace behavior

standards

Knows management of office

utilities

Knowledge of leadership, co-

ordination techniques

Knows control techniques for

allocation of resources

Knows probing techniques to

understand problems

Knowledge of problem resolution

Knows psychology and it’s

impact on performance of

people

Knows crisis management

Knows to handle internal &

external stake holders

Resource management Knows Short term planning of

resources

Need based procurement &


Knowledge to assess utilization

patterns

Knowledge of various alternatives

for resource required by center

Optimum management of

resources

Knowledge of tracking resource

consumption for given activity

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Element Quality Threshold Differentiating Rare Operations

Management

Liaison with Govt.

departments

Knows about various government

departments involved in

vocational training

Knowledge of modalities to

partner with govt. schemes

Knowledge of registration

procedures with government

department for partnership in

schemes

Knowledge of various decision

making authorities

Knowledge of preparation of

proposal for registration with

government department

Knowledge of follow up with

decision makers

IT tools Knowledge of preparing

documents, spreadsheets &

presentations, internet browsing

& email

Knowledge of data base

applications for organizational

requirement

Knowledge of web design tools

for basic editing of website

Preparation

HR procedures Knowledge of salary components,

rules for leaves, employee

welfare, loans/ advances, taxes

Knowledge of placement of

candidates in companies

approaching for campus interview

Knows statutory requirement in

context of HR, such as professional

tax, Provident Fund, etc.

Knowledge of local industry for

placement of candidates

Knowledge of documentation

related to statutory dues

Knowledge of various statutory

decision makers

Knowledge of skill gap

prevailing in industry

Safety measures Knowledge of industrial safety Knowledge of various safety

devices

Knowledge of training programs

for safety measures

Skills:

Team management Can complete the training topic in

permitted time

Can manage a quick Q & A session

at the end

Involves audiences in time

management for optimum

usage of permitted time

Process monitoring skills Can understand various processes

involved at workplace and

monitor the progress thereof

Can analyze & create control

checks to ensure smooth process

Can modify & design new

processes related to field of

operation

Delegation of work Can delegate work to team

members for improvement in

performance

Develops feedback mechanism to

check progress of work

Can delegate work and confers

the right to decision

Communication skills Can communicate in writing or

verbally with internal colleagues

and external agencies such as

clients & govt. department, utility

service agencies

Can participate in group

discussions, to represent training

center

Can prepare and read papers in

seminars to represent training

center

Perseverance Maintains patience Can continue efforts in spite of

failures & difficulties

High level of commitment and

conviction keeps the Endeavour

on

Independent management Follows the set procedures to

manage them independently with

some guidance

Follows set procedures to manage

operations independently

Can create improvement in

procedures

Sets the procedures in the best

interest of center and pursue till

logical conclusion

Problem solving skill Can solve own problems

Can solve simple problems faced

by center

Can strategize tools and

approaches for problems, before

facing them

Can analyze the root cause of

problem and tries eliminate that

Decision making skill Can make decision in the set

framework

Can take decision based on the

situation in hand

Can take out of the box

decisions, which can change the

course

Probing skill Can use traditional probing

questions/tools to understand the

situation, development ,problems

Can select open or close methods

to question, depending on

situation

Can probe into situations to

gain control of the situation

Reporting skills Can report to internal superiors

and head office

Can report of government offices

and clients

Can report with observations and

conclusion in order achieve desired

impact of reporting

Can prepare report for internal

and/or external agencies, about

the current trends in domain of

operation i.e. training

Traits:

Enterprising Demonstrates initiative &

resourcefulness

Ready to undertake difficult

challenges

Ambitious and result oriented

approach, thriving for success

Exhibits exceptional energy

levels

Leadership Provides guidelines and assistance

to subordinates

Encourages subordinates to

participate in decision making

process

Demonstrates charisma and

Stimulates subordinates with

intellectual abilities to achieve

extra-ordinary results

Stress tolerance Manages physical & mental stress

by socializing

Manages stress with techniques

like yoga

Helps subordinate manage

mental & physical stress

Element Quality Financial

Management

Knowledge:

Billing/Invoicing process Knowledge of standard billing

format with applicable standard

taxes such as service tax, VAT

Management of purchases/

expenses

Knowledge of basic purchase

procedures for petty items, office

equipments, training tools

Record management Knowledge of registers to be

maintained for recor

sale, purchase, expenses, salary

registers

Knowledge of recalling records

Skills:

IT skills Can use windows OS, Can use MS

office to create/edit documents,

spreadsheets

Reporting skills Can report as per standard

reporting procedures and formats

Can report progress of activities,

to superiors and clients

Traits:

Commitment Has a strong willingness to

manage

Integrity Maintains ethical & organizational

standard in financial transactions

Competency Model for Job Position –

Broadly competencies are components of job, reflected in behavior, which can be observed &

importantly “ Measure”. Based on the job element analysis of the job position, broad com

defined, which will lead to demonstration of effective performance.

such as Selection, Succession Planning, Performance Management

Social Work Propensity

Business Acumen

Compliance

Stress Management

Planning & Organising

Threshold Differentiating

Knowledge of standard billing

format with applicable standard

taxes such as service tax, VAT

Knowledge of conditional tax

benefits , duty draw backs

Knowledge of basic purchase

procedures for petty items, office

equipments, training tools

Knowledge of applicable taxes for

various items

Knowledge of registers to be

maintained for records such as

sale, purchase, expenses, salary

registers

Knowledge of recalling records

Knowledge of maintaining

statutory records for VAT, Service

Tax, Professional Tax, TDS

Can use windows OS, Can use MS

office to create/edit documents,

spreadsheets

Can use accounting software such

as Tally

Can report as per standard

reporting procedures and formats

Can report progress of activities,

to superiors and clients

Can include observations,

opinions in the reports being

submitted to superiors and clients

Has a strong willingness to

manage financial transactions

Dependable, in the context of

accuracy of transaction records

Maintains ethical & organizational

standard in financial transactions

Promotes organizational value

system, in context of financial

management

Center Head

Broadly competencies are components of job, reflected in behavior, which can be observed &

importantly “ Measure”. Based on the job element analysis of the job position, broad com

will lead to demonstration of effective performance. They can be highly useful in HR processes

ning, Performance Management.

Social Work Propensity Communication

Collaborative Leadership

Stress Management

Result/Goal orientation

Perseverance

Planning & Organising

Training

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Rare

Knowledge of Tax deducted at

source (TDS) process and % of

deduction applicable for various

forms of organizations

Knowledge of tendering process

for procurement

Knowledge of reconciling

records with external agencies

such as tax authorities, clients

or head office

Can use ERP applications

Can create database application

for day to day activities

Can assess prevailing trends in

the area of operation & offer

research based reports to

internal authorities & external

agencies

Takes ownership of financial

activity

Role model for ethical & value

based financial transactions

without any bias

Broadly competencies are components of job, reflected in behavior, which can be observed & more

importantly “ Measure”. Based on the job element analysis of the job position, broad competencies can be

They can be highly useful in HR processes

Communication

Collaborative Leadership

Result/Goal orientation

Perseverance

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Following Ten competencies are indentified, after analyzing the job position – Center Head, Skills N Careers :

• Social Sector Propensity

This cluster captures the behavioral inclination towards getting associated with a job for a social cause.

That may be in the area such as agricultural, women empowerment, healthcare or education related

intervention.

• Business Acumen

This cluster deals with acquired knowledge about internal & external environments of business. This

knowledge based competency help identify opportunities for organization to maximize profits. It

involves strategic decision making, budgeting, managing cash flow, customer relationship and other

activities related to business.

• Communication

This is the most basic competency required by every leadership position. This deals with ability to

communicate in writing or verbally to express views, opinions, remarks, etc. In the context of job it

deals with abilities, not just to communicate with superiors, colleagues regarding the progress of

activities, but also communicating with external agencies be it govt. departments, customers, vendors,

statutory authorities, etc.

• Planning & Organizing

This deals with developing short term plans in sync with corporate strategic plan. It encompasses

activities such as planning budget, manpower, resource, etc. It also deals with Organizing dimension,

which facilitates smooth flow of operations at work place.

• Compliance

This competency deals with compliance of various procedures, rules, regulations of organization. This is

important from disciplinary aspect of operations. It deals with periodic reporting to superiors, clients

and last but not the least compliance with statutory obligations taxes, duties, etc.

• Collaborative Leadership

This cluster deals with ability of leading colleagues with co-operation & support, to achieve optimum

performance level. Fosters development of common vision and leads the development of focused

efforts to successful accomplishment of organizational goals.

• Perseverance

This cluster deals with required patience, ability to continue efforts despite problems and failures. It

demonstrates high level of conviction and commitment towards success of assignments/tasks in hand.

This is an important part of competency model, in context of dealing with social sector & association of

Government Departments.

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• Result/Goal Orientation

This deals with zeal to work towards achieving the set goals and results. This being a leadership trait

deals not only with individual efforts but also motivating colleagues and other stake holders under

control to drive them to excel performance. This also involved management of internal & external

resources, which are reasonably under control to achieve set results & goals.

• Stress Management

This cluster deals with ability to recognize symptoms of stress in self and colleagues, in the first place

and then to take action of calibrated steps to bring down the impact of stress and also create or modify

work procedures, which results in less stress. Whereby, ensuring good health of all colleagues and well

being of organization.

• Training

This competency deals with broader scope of training & not just training candidates. This deals with

training clients, training colleagues and other agencies to inculcate organizational perspective, goals

and philosophy. This forms part of motivational activity.

Competency models can play an important role in HRM processes. It links various HRM procedures offering it a

continuity. These broad competencies form base for HRs processes like Selection, Succession Planning,

Performance Appraisal, Training & Development.

In selection process, these competencies provide a 360 ⁰ view of job requirements, makes interview process

more effective, facilitates selection of candidate who is more likely to be successful performer.

It helps training & development process by emphasizing on relevant skills & behavior, the focus offered by

competencies create better alignment of T & D, help trainers understand the framework of training, facilitates

most effective T & D.

It helps performance appraisal process by providing details of what needs to monitored & measured, it

facilitates as unbiased view of behavior of employee, offers focus for gaining information.

It helps succession planning by clarification about knowledge, skills & personality traits, it facilitates in

understanding willingness of candidate, helps organization measure bench strength.

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Section IV

BARS

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BARS

There are many techniques to carry out performance appraisal, namely Behavior checklist, Job/Result

outcome, Ranking, Graphic rating scale, Management by objective (MBO), Behaviorally Anchored Ratings

Scales (BARS), etc. These techniques fall under either of the two broad categories of performance appraisal,

Behavior oriented or Result oriented.

BARS, based on behavior traits, is one of most widely used technique. These are the rating scales, whose scale

points are defined by effective and ineffective behavior. They are said to be behaviorally anchored in the scale

that is a continuum of descriptive statements ranging from least to most effective. The evaluation indicates,

which behavior on each scale best describes performance of employee.

BARS technique is a three step process:

• Determination of job competencies, which are most relevant to performance of job.

• Identification of behavioral anchors for each job competency.

• Determination of the scale values to be used and grouping of anchors for each scale value.

The end result is a rating scale for each behavioral anchor. There is a great amount of understanding required

for BARS evaluations. In-depth knowledge, about critical tasks performed by the position & full range of

behaviors displayed by individuals while carrying out these tasks, is a key to BARS creation.

Step 1 - Job competencies are derived from Job Element Analysis in the section III.

Step 2 – Let us define behavioral anchors for each job competency.

• Social Sector Propensity

� Shows interest in social interventions

� Co-ordinates with Govt. departments

� Interacts with communities

• Business Acumen

� Can handle complex situation

� Looks for profit maximization

� Rapport with customers

• Communication

� Writing Skills

� Listening skills

� Presentation of thoughts

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• Planning & Organizing

� Plans resource allocations

� Plans finances

� Organizes events, seminar

• Compliance

� Reports superiors as per schedule

� Reports to Govt. Departments on time

� Makes tax payments

• Supervisory Skills

� Sets working standards

� Delegates work

� Can resolve conflicts

• Perseverance

� Shows patience

� Shows commitment to assignments

� Doesn’t let failures ride him

• Result/Goal Orientation

� Sets goals

� Demonstrates conviction about result

� Motivates sub-ordinates excel

• Stress Management

� Identifies stress symptoms

� Manages stress

� Modifies stressful activities

• Training

� Trains candidates

� Educates customers

� Prepares training calendars

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Step 3 – Let us determine the scale values to be used and grouping of anchors for each scale value.

Based on the maturity level of the position let us define scale values as under :

• Beginner

• Learner

• Advanced

• Expert

Now let us group behavioral anchors to each scale value. BARS mapping of ten broad competencies for position

of Center Head, will emerge.

Social Sector Propensity Behavioral Indicators Beginner Learner Advanced Expert

shows interest social

interventions

Pretends interest in social

interventions out of job

necessity

Inquisitive about various

methods of interventions

Shows interest in impact

assessment of interventions

Analyzes methods of

intervention for

improvement

Co-ordinates with Govt.

departments

Accompanies superiors

visits to government offices

Submits documents and

follows up for action under

guidance

Interacts independently

with Govt. departments for

various matters

Influences decision makers

in Govt. Departments with

Expertise

Interacts with communities

Visits communities only

with colleagues or superiors

Tries to understand various

issues faced by

communities

Creates awareness in the

communities about various

possible areas of

interventions

Co-ordinates with

communities during

various interventions for

feedback

Business Acumen Can handle complex

situation

Runs away from complex

situations

Understands complex

situation & reports

superiors

Handles complex situations

with expert advice

Comprehends complex

situation independently

Looks for profit

maximization

Knows areas of profit

maximization but not

means to achieve

Tries to increase profit by

either raising price of

compromise on quality

Manages to control internal

cost factors to maximize

profit

Manages profit

maximization by offering

value addition to client

and cost control

Rapport with customers

Avoids customer interaction Takes initiative to

communicate with

customers

Interacts with customers

regularly to develop

relations

Influences decision of

customers with developed

rapport

Communication Writing skills Writes letters, notes

without any structure,

ignorant about grammar

Writes letters, notes with

basic knowledge of

formats, grammar &

vocabulary

Writes correspondence with

flowing grammar &

vocabulary with the help of

advanced formatting

Writes articles in journals,

blogs, etc. with acquired

command on written

communication

Listening skills Doesn’t listen with

attention

Listens with attention and

tries to absorb message

Raises untimely queries

Comprehends the message

with it’s context

Raises query with proper

etiquette

Transfers listening to

cognitive learning

Ability to convert listening

in to healthy debate

Presentation of thoughts Shies away from presenting

thoughts

Presents thoughts in one to

one meetings

Actively presents thoughts

during group discussions

Ability to debate on thought

Offers presentations to

internal & external stake

holders

Ability to address large

gathering, social event,

seminars with impromptu

speech.

Planning & Organizing Plans with details Struggles to plan basic

activities

Plans broad activities

without details

Plans activities in detail by

inviting suggestions of

colleagues for detailing

Works out details of

activities with self analysis

and then prepares plans

Plans finances Makes notes of basic

expenses and receipts

Does paper work

Prepares list of expenses to

be incurred & outstanding

payments, to match it up

Uses spreadsheets

Plans finances on monthly

and quarterly basis, using

inputs from internal sources

and clients

Uses Accounting software

Formulates strategies to

manage short term and

long term finances

Uses ERP software

Allocates resources

economically

Does not plan resource

allocation

Allocates resources as per

instructions

Plans resources with

guidance of superiors

Allocates resources based

on demand

Plans resource allocation

Allocates resources based

on demand & need analysis

Maps resources allocation

with output/performance

Uses analytical tools to

derive need of resources

for optimum performance

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Behavioral Indicators Beginner Learner Advanced Expert

Compliance Reports superiors as per

schedule

Avoids reporting to

superiors

Reports to superiors with

consultation from

colleagues

Reports to superiors as per

standard formats and

schedule

Reports to superiors with

own , recommendations,

opinions & observations

Reports to Govt.

Departments on time

Reports to government

departments as per

instructions from superiors

Prepares reports, gets

approved internally and

then submit to govt.

departments

Prepares reports with own

wisdom & experience and

submit to govt.

departments

Reports govt. departments

about issues related to

projects, support needed,

positive developments

Makes tax payments Doesn’t know tax payment

matters

Makes tax payments, as per

the documents prepared by

accounts/head office

Analyses tax liability,

calculates tax and makes

payment

Makes provision for tax

payment & makes

payment before due date

Supervisory skills Sets working standards Sets working standards as

per instructions

Tries to understands

working standards while

setting them

Sets working standards as

per industry norms and

monitors the working

“Raises the bar“ for

working standard by

setting role models

Delegates work Delegates work on first

come first delegated basis

Delegates work based on

history of delegation

Delegates work to person

possessing skills to perform

the work

Analyses competencies

required for performing

the job and assigns to a

person who is most likely

to complete the work

Can resolve conflicts Avoids conflict situations Participates conflict

resolution process being

carried out by superiors

Comprehends the conflict,

resolves it quickly to avoid

deeper repercussion.

Analyses stages, situations

in operations, which may

give rise to conflict &

modifies them as needed

for conflict not to arise.

Perseverance Shows patience Demonstrates impatience

during work processes like

receipt of payments, work

orders, etc.

Maintains patience as per

instructions of superiors

Has an understanding that

delays are part & parcel of

social sector projects linked

with government process

Motivates others to

maintain patience

Shows commitment to

assignments

Participates assignments

out of compulsion of job

Demonstrates willingness to

successfully complete

assignment

Takes 360⁰ view of

assignment to complete it.

Takes ownership of

assignment

Doesn’t let failures ride

him

Bogs down after failures Tries to overcome failures

under mentorship

Analyzes failure and

modifies method of

completing task and retries

Keeps conviction about

successful completion of

assignment/task

Result/Goal Orientation Sets goals Sets goal with least

challenge

Tries to set goal by referring

to cues from past

Sets up goal looking at

internal strength & external

challenges

Set specific, measurable,

attainable, realistic &

timely (SMART) goals

Demonstrates conviction

about result

Not sure about result of

work in hand

Keeps trying for successful

result

Confidence of having left no

loop holes causing failure

High level of conviction

about the result

Motivation to sub-

ordinates

Can’t motivate others Tries to motivate others by

copying other leaders

Motivates subordinates to

perform in line with set goal

Exhibits charisma to

motivates subordinates for

performance to excel goals

Stress Management Identifies stress symptoms At times, feels stressed out,

but unable to realize

symptoms

Can rarely find symptoms of

stress while performing task

Can identify symptoms of

stress at later stage

Can identify stress

symptoms at early stage

Manages stress Can’t manage stress on own Manages stress under

monitoring of stress

management consultant

Can manage stress using

techniques like yoga, etc.

Helps others manage

stress along with self

management

Modifies stressful activities Can’t identify stress

components of activities

Can identify stress

components of activity

Can modify stressful

activities

Keeps endeavour to devise

activities without stress

Training Training to candidates Doesn’t possess confidence

of training others

Barely able to train

candidates on soft skills

Trains candidates on soft

skills effectively

Measures impact of

training after completion

Educates customers Educates customer by way

of circulating brochures

Initiates educative

communication with clients

about new services

Educates customer about

the new services, progress

of customer projects, etc.

Educates clients with new

trends in emerging in

industry and positioning of

company therein

Prepares training calendars Tries to copy the calendar

prepared in past

Prepares calendar with

guidance of superiors

Prepares training calendar

considering customer

requirements and available

resources

Considers optimum

utilization of training

resources while preparing

training calendar

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Let us summarize these BARS to construct a BARS map for the ten broad competencies identified for the job

position, Center Head.

Competency Beginner Learner Advanced Expert

Social Sector

Propensity

Expected to demonstrate

visible efforts of forming

bond with social sector

stake holders

Should learn various

methods of social

interventions, from

superiors or own study,

wherein a bonding is visible

Expected to work closely

with stake holders of social

sector interventions namely

marginalized communities,

government departments,

philanthropists to achieve

desired change in society.

Should demonstrate

abilities to analyze existing

interventions and able to

work on short falls in them

and ability to devise, out of

the box intervention

techniques for enduring

positive impact on society

Business Acumen

Should demonstrate ability

to understand various

aspects of business such as

relationship building,

thriving for profit

maximization.

Expected to acquire

business sense by study of

role models.

Should demonstrate

inclination towards

participation in business

decision processes with

superiors.

Expected to demonstrate

business acumen by way of

handling complex situations

in business like employee

unrest, dispute with

customers.

Should be able to use

various analytical tools to

achieve maximum profit

Should be able develop

business strategies such as

customer base, marketing

strategies, HR policies, etc.

Should be able to fine tune

business operations based

on the changes in internal

& external environment of

business.

Communication


to read important

documents and grasp

message out of that.


to learn basic written

communication and usage

of non-verbal cues

Should be able to write

letters, circulars, reports

using basic formatting

skills, should be able to

participate group

discussions.

Should be able to articulate

thoughts through written &

verbal presentations

Should possess apt

vocabulary and knowledge

of using body language

effectively

Should be able to address

large meetings, seminar to

represent organization.

Should be able to prepare

tenders, detailed progress

reports articulating views

and recommendations.

Planning &

Organizing

Should be able to plan own

activities and finances

Should be able to place

own things at work place


to prioritize activities

Should be able to plan

finances for short term

Should be able to organize

resources as per

requirement


to plan priorities and plan

assignments in detail.

Should be able plan

finances on monthly,

quarterly basis

Organize need based


Should be able to formulate

long term plans, policies

Should be able to plan with

detailed analysis

Should be able strategize

finances on a longer term

Should be able to map

resource allocation with

output/performance

Compliance


understand importance of

reporting internal &

external authorities


to report customers,

superiors & statutory

authorities with guidance

of colleagues

Should be able to report to

superiors as per standard

formats & schedule

Report to customers about

development of project,

assignment, etc

Analyze tax liability and pay


of reporting to superiors &

client with own views &

recommendations

Should be able to make

provision for tax payments

Supervisory Skills

Should be able to delegate

work

Should possess knowledge

of work standards

Should understand conflict

situation

Should know monitoring

activity


work with guidance of

colleagues

Should be able to monitor

progress of activity.

Should be able to

understands working

standard


work to subordinates

Demonstrates ability to set

working standards as per

industry norms

Should be able to monitor

progress of process with

control


work with skill analysis

Should be able to

comprehend conflict

effectively to resolve it.

Should be able to “Raise

the bar“ for working

standard

Should analyze

competencies before

delegation of work

Should effectively set

process monitoring

standards with closed loop

control

Should be able to plan

environment to minimize

conflict situations

Perseverance

Should try to develop level

of patience

Show level of commitment

Should be able to digest

failures

Should be able to maintain

pa patience

Willingness to successfully

complete assignment

Shows attitude to

overcome failures

Demonstrate patience

required for letting events

to play out

Should analyze the

assignment in depth and

complete it

Should learn from failures

Should motivate team to

maintain patience

Should take ownership of

assignments

Should have a high level of

conviction about success of

assignments in hand

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Competency Beginner Learner Advanced Expert

Result/Goal

Orientation

Demonstrate ability to set

goals

Should be confident about

results

Should be able to learn

motivational techniques

Should be able to refer past

cases in setting goals

Should work towards

successful result

Should motivate

subordinates with

examples of successful

people

Should be able to set goals

looking at internal strength

& external challenges

Should demonstrate

confidence in work

Motivates others in sync

with organizational goals

Should be able to set

specific, measurable,

attainable, realistic &

timely (SMART) goals

Should possess high level of

conviction

Should be able to exhibit

charisma to motivate

subordinates for

performance par excellence

Stress Management

Should be able find stress

symptoms

Should learn to manage

stress with consultation

Should be able to manage

stress

Ability to identify stress

components of activities


to identify symptoms of

stress

Should possess ability to

manage stress using

techniques like yoga, etc.

Should be able to modify

stress components of

activities, causing lesser

stress

Should be able to identify

stress symptoms at early

stage

Should be able to help

subordinates manage stress

Training


to train others

Should know aspects of

training calendars

Should be able to train

candidates on basic skills

Should demonstrate

willingness to educate

clients


training calendar with

guidance

Should be able to train

candidates on soft skills

Should be able to educate

customers about new

policies, services, etc.


training calendar based on

needs and availability of

resources

Should be able to gauge

impact of training

Should be able to educate

customers in the context of

new trends emerging in the

domain of operations


of optimum utilization of

resources, while preparing

training calendars

BARS technique offers following advantages:

• BARS is totally focused on employee performance.

• Clear behavioral indicators make the process easy to deploy.

• With an emphasis on behavior, the evaluation process is un-biased & fair.

• BARS is designed and applied for each individual position.

• With awareness of the specific performance expectations and standards of excellence, employees are

motivated to improve their performance and they are more likely to do so as a result.

Competency mapping project by u s modhe

Education

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