Description
This Project of Certified learning & Developement Manager Project was part of my Fellowship fromm AHRB & CAMI.
Project Report On
Certified Learning & Development Manager
This document was created on 27th May 2012 as part of my project work, contains Assignments and it is prepared and submitted for the purpose of partial fulfillment for Fellowship from ASIAN HR BOARD – AHRB / CAMI – USA.
During the month of May 2012.
This template is a draft document that has been as a working template for Web Synergies India Pvt Limited for their Training & Development Department.
Submitted by Puli. Srinivas Rao
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Acknowledgement
Its great pleasure to have worked on a Project work on Competency mapping for Training & Development as part of my AHRB – Fellowship Program, Certified learning & Development Manager – CLDM. This project work has been carefully carried out taking the courseware, workshop conducted by experts, on the job work experience of the aspirant & books referred which were recommended in the courseware – CLDM. I would like to express my sincere thanks to the entire team of AHRB, CAMI & MEC for conducting such a value based program & designed a well structured, informative courseware to all participants. I take this opportunity to express my profound gratitude and respect to my Faculty Ms. Nanditha Shankar, she introduced me to this topic of learning & Development, Competencies & Assessment Centre which has created lot of interest, her support and guidance has inspired me to put in the right efforts for this assignment. Thank you Srinivas Rao Puli. CLDM - AHRB.
(Fellow Aspirant)
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Table of Contents
? Project Assignment - CLDM. ? Project Summary ? Company back ground. ? About Organization. ? Training & Development ? Human Resourcing Forecasting. ? Job Roles ? Job Description. ? Job Element Analysis. ? List of behavioral Competencies for each role. ? Behaviorally Anchored Rating scale for Competencies ? Conclusion ? References ? Bibliography
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Project Assignment: Certified Learning & Development Manager.
Project Assignment Mandated by CAMI / AHRB / MEC for Fellowship Certification.
The Project assignment would be marked for 100 marks. Each assignment is broken up into sections and each section carries specific weight age. Missing out any section in your project will affect your final evaluation marks.
Complete an assessment centre design for one role. 1. Identify a Job for which you would like to conduct an assessment (centre – Select a position where you conduct Training, ROI, Recruitment) 2. Write the Job description for the position. 3. Identify the skill, knowledge and traits areas for the position which are critical. 4. Write an assessment matrix selecting the right assessment techniques to use. 5. Write down the actual tools used for the assessment
Project summary should be a one page Abstract inclusive of : 1. 2. 3. 4. 5. Objective Scope of the project in terms of department /position and Industry. Methodology followed. Brief overview of findings. Conclusions.
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Project Summary:
Objective: The objective of the project assignment is to complete an Competency mapping for Critical positions identified by Web Synergies, where lot of training, Skill Mapping, Matrix happens. To learn & Implement competency mapping for various roles in the organization. To develop BARS for various roles and use it in various situations in the organization.
Scope of the project:
1. Identify the critical role for which Web synergies does lots of training, development, recruitment, 2. The scope of the project lies in developing competency map for “ Training & Development Dept across all roles. 3. Create a Job description for the Position. 4. Identify the Skill, knowledge and traits area for the position which are critical. 5. Design as assessment matrix selecting the right assessment tools & techniques. 6. Share the actual tools used for the assessment in the centre.
Methodology Adopted:
This is a detailed review of the Organizational roles to identify a critical one, this is a detailed job description, job element analysis to arrive at the skills, knowledge and competencies required for this role. Design an assessment centre, Identify the tools & Techniques to adopt which would enable an accurate evaluation of the competencies, Run the assessment centre by documenting each of the tools zero in on the optimal assessment tools with a high validity and reliability. ? ? ? ? Job related information is extracted from Onet Library. The Information validated from Stake holders. For BARS, inputs received from Training & Departments & Verticals. Combination of primary & Secondary research been used to collect the data.
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Brief overview of Findings:
? There is a difference between each role and the competencies required for performing well at a particular role. ? One can evaluate and monitor performance on regular basis using this document be objective in appraisals. ? One can cascade the values of the organization to entry level positions using BARS effectively.
About Organization – Web Synergies India Pvt Ltd
Web Synergies, founded in 1998 by Mr. Gideon Lim, a veteran of the web industry in Singapore, is a regional IT company with offices in Singapore and India, occupying niche markets in the multimedia, wireless and web development, electronic commerce, hosting and Internet applications arena. The company's clientele encompasses Fortune 50 companies, SMEs and Government bodies. Clients include the Housing and Development Board (HDB), Hewlett Packard, Great Eastern Life Insurance, Sony, SPRING Singapore, the Singapore Police Force, among others. Web Synergies (S) Pte Ltd clients are mostly located in Singapore, Japan and Hong Kong but also in Europe, and in USA. As a one stop interactive web agency working on diverse computing platforms, Web Synergies provides holistic business IT solutions in enterprise programming with an equally strong focus on eye catching multimedia and web design developments. Application performance (specifications, budget and deliverables met) is the key element on which Web Synergies apprehend any single project. As an IT consultant, Web Synergies also assists companies in validating Web-based projects, in driving the implementation of innovative wireless applications and in solving technology related business development issues.
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Corporate Objectives
Web Synergies India Private Ltd corporate objectives are to focus on profit ratio rather than pure growth. In that aspect we share the philosophy of Dr. Jan Hruska, CEO of Sophos antivirus software: "Turnover is vanity. Profit is sanity". Of course, we understand that some economies of scale can only be achieved through sheer size and volume. But we also believe that the latest IT technologies, much more than in the first 20 years after the invention of the PC, can lead to tremendous productivity gains, improved work quality and, of course, sizeable profits. These profits can then be reinvested in people, processes, technology and of course in community deeds. 10% of Web Synergies monthly profits are systematically poured into nonprofit organizations.
Core Values
1. Integrity - delivering as promised, on time. 2. Excellence - Striving to give the best to our clients on all tasks and projects. 3. Forefront Expertise - Always in touch with cutting-edge trends and opportunities to help clients grow by implementing relevant strategies. 4. Partnership - Most clients know what they want, though it may come in bits and pieces. We believe in working closely with client from start to finish, hearing their feedback, and in doing so provide the most optimal, need-focused services. 5. Giving - We believe in using whatever financial resources or human talents given by God, to be a blessing to the community on a regular basis.
Mission
"To be a corporation that epitomizes godly values in our dealings with clients and business partners alike."
Web Services
Web Solutions. These are exciting words. These days, it's a much-talked about subject, that you are either a ".Net" or a "Linux/Open standard" fervent supporter. We, at Web Synergies India Private Limited, have been talking about Web Services for a bit longer, actually since our inception. We were born for that. We may do it may be a bit differently, but the spirit is the same: deliver you web applications, fast and neat. As a matter of fact, our Web Solutions cover the five main web applications that any organization requires to function properly using web technologies or to do business on the web: Maintenance, Hosting, Intranet, Extranet, Content Management Solutions. To support all
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these applications and to design the best architecture for your current and future needs, Web Synergies India Private Ltd has developed a sixth expertise: Web Consulting
IT Services:
As an experienced "web system Integrator" and outsourcing vendor, Enterprise Synergies has developed along the years a consulting expertise in a wide range of IT Services. This includes software outsourcing and business process outsourcing out of our Singapore and Indian software development offices. Of course, that expertise is synthesized in Enterprise Synergies' internal knowledge and processes. As a matter of fact, it all fall down to human capital and to the faithful team of programmers and project leaders and managers that we have groomed, that we keep grooming and cherishing (see People and Expertise). Our natural dedication to serving our clients pushes us to constantly study IT projects in new territories, from complicated integration work to supply chain solutions and business intelligence. Schematically, our IT consulting services cover Programming works, System Integration, web based e business applications development (supply chain, e fulfillment, ecommerce).
Development Practices Analysis
In the Analysis Phase of a new project the company completes a review of client business processes and system requirements. The key deliverable of this Phase is typically a Functional Requirements document (FRD). Clients are asked to review and sign-off on this document prior to moving forward in the project. Key events in the Analysis Phase are:
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? ? ?
Project preparation & planning Conduct of requirements gathering interviews & workshops Preparation & review of functional requirements
Design In the Design Phase, the proposed system design will be delivered in the form of an System Design Document (SDD) and accompanying software demonstrations. An Implementation Proposal, including a goforward budget & project schedule, will be presented to client steering committee members. The client is asked to sign off on the final design and Implementation Proposal prior to moving to the Development & Testing Phase. Key events in the Design Phase include:
? ? ? ? ? ? ?
Conduct JAD (Joint Application Design) sessions with project team members Prototype user interfaces, screens Finalize Data Migration & System Integration plans Prepare System Test Plan Prepare and Present the System Design Document (SDD) Sign off on SDD and Implementation Proposal Detailed Software Design & Build Plan Preparation
Development & Testing In the Development & Testing phase, Clients are asked to test each Build as delivered. Key events in the Development & Testing phase are:
? ? ? ?
Coding and internal testing Internal system integration testing Test User Training System Integration Testing
Deployment In the Deployment Phase the system is fully implemented at the client site and all user training is completed. Key events in the Deployment Phase are:
? ? ? ? ? ?
Finalize User Documentation Finalize System Set-up User Training Acceptance walk-through Parallel run Go Live
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Progress Tracking During the analysis, design, development and testing stages, progress will be monitored through weekly progress and review meetings. In these meetings the schedules are verified and proper measures will be taken if the project execution is behind the schedule. Project Manager will submit the progress report on project status. On Going Support Once the system is deployed, Web Synergies India Private Ltd will be available to ensure that the business objectives are achieved, implemented features & functions are understood, and users are properly trained. Web Synergies first line of support is its experienced consultants through telephone support. In some cases, Web Synergies will send professional services staff to your site. Database Programming Web Synergies India Private limited has proven experience in database programming for enterprise level applications and web applications. Each and every application developed has lots of database programming aspects. Web Synergies staff are experts in writing database procedures, functions and packages to produce excellent performance based systems. Web Synergies India Private limited staff has excellent skills in SQL, PL/SQL programming independently and experience in using the MS SQL Server 6.5/7.0/2000, Oracle, MySQL projects, and PostGreSQL. Security Policy Web Synergies India Private limited adopts best practices in implementing security policies with regards to its projects, E.g., for Singapore based projects, Web Synergies India Private limited will follow Singapore Infocomm Development Authority (IDA) security standards for its implementations. Server side security will be implemented for all privileged sections of the website using session controls and application level IDs. Cookies are not recommended to clients as they can sometimes compromise security. Passwords are encrypted and stored into the database using a COM proprietary component which will not have decryption program/algorithm for increased security. Administrators also cannot see the password and DBA also not able to view the passwords in the database. This will make the clients feel happy and confident that the personal data cannot be trapped. For network security, Web Synergies India Private limited proposes Secure Sockets Layer (SSL) for personal and confidential information to securely transmit over the network. Web Synergies implements database level security for most of the privileged pages. This is third level of authentication besides the web server and network security. Web Synergies also implements restrictions on the number of attempts via a login, so that trial-and-error methods to trap or hack system accounts cannot
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be employed. Web Synergies also implements a new security measure for corporate applications: unauthorized access of corporate systems via former employees will be blocked via security token implementation. In this, the token is the third authentication information required for the system to get in, besides username and password. Staging Environment Web Synergies manages its own development servers at its head office. These servers will be connected to a 512k line with 8 static IPs. The company has separate testing servers which are open to Internet for clients in order to fully test their applications before they are moving to staging or production servers. Web Synergies development/testing/staging servers are Windows NT, Windows 2000, Windows 2003 and Linux. They are installed with different web servers to cater to the various needs of the different projects we are handling. They are running with IIS 4.0, 5.0 and 6.0, Apache, Weblogic 7.0 and JBoss. The company's also own other development/testing servers running with Cold Fusion applications, as well as database servers with MS SQL Server, Oracle 8.x and MySQL, PostGreSQL being used for different projects. Web Synergies staging servers are hosted by either 1-Net Singapore, Pacific Internet, and /or Pacific Super
Training & Development at Web synergies
Training: Training is concerned with Imparting developing specific skills for a Particular purpose. Training is the act of increasing skills of an employees for doing a particular job. Training is the process of learning a sequence of programmed behavior. In earlier practice, training program focused more on preparation for improved performance on the job. Most of the trainees used to be from operative levels like mechanics, Machine operator and other kind of skilled workers. Development: Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignment, thus management personal in the light of the present requirement as well as the future requirement.
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Management development is based on the following assumptions. 1. Management development is a continuous process, it is not one shot program but continues though out the career of a Manager. 2. Management Development is any kind of learning, is based on the assumption that there is always existing gap between an individual performance and his potential performance. 3. Management development seldom takes place in completely peaceful to relaxed atmosphere. 4. Management development requires clear set of goals. 5. Management development required conductive environment.
Training needs of the Company: 1. To pin point if training will make a difference in productivity and the bottom line. 2. To decide what specific training each employee needs and what will improve his or her job performance. 3. To differentiate between the need for the training and organization issues and bring about a match between individual aspirations and organization goals.
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Training Process
Need Assessment - Organization ? ? ? ? Support. Analysis. Task & KSA Analysis. Person Analysis.
Instructional Objectives
Development Criteria
Training Validity
Selection & Design of Instructional Programs Transfer Validity
Training
Use of Evaluation Models
Interorganization Validity
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Development Process
Stage - I
Competitive Environment
Organizational Strategy
Stage - II
Organizational Objective
Competency Mapping
Identifying Competency gaps Training Needs Assessment
Career Planning
Annual Training Plan
Stage - III
Conduct of Training
Internal Training Programmes External Training Programmes Customised Training Programmes
Review of Training Activities
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RESEARCH METHODOLOGY
MEANING OF RESEARCH:- Research as “ the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as Follows: Stage - I Exploratory Study: Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop my concepts more clearly, establish priorities and in improve the final research design. Exploratory study will be carried out by conducting: Secondary data analysis which included studying the website (www.websynergies.biz) of the company and also going through the various articles published in different sources (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Training and development process. Experience surveys also conduct with Manager H R and the GM - HR and Personnel Officer of Web synergies to gain knowledge about the nature of Training and development process followed in the organization. Stage – II Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Training and Development method being followed at Websynergies India Pvt Ltd .The Knowledge of actual training and development process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation
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Human Resource Forecasting
Techniques for Forecasting Human Resources
? There are several techniques use for forecasting Managerial Judgment Trend Analysis Ratio Analysis Scatter Plot Computerized Forecast Work Study Technique Delphi technique Regression Analysis Econometric Models. ? 10. Nominal Group Technique11. H R Budget and Planning Analysis12. Scenario Forecasting13. Workforce Analysis14. Workload Analysis15. Job Analysis ? Managerial Judgment this technique is very simple. In this, manager sits together, discuss and arrive at a figure which would be the future demand for labor. The technique may involve a ‘bottom-to-top’ or ‘top-to-bottom’ approach. ? Trend Analysis Method which forecast employments requirements on the basis of some organizational index and is one of the most commonly used approaches for projecting HR demand. Business Factor Annual Volume of Sales. (N.U)Total Number of Employees Compare the Productivity Ratio. Calculate Human Resources demand. Forecasted Human Resource Requirements. ? Ratio Analysis Another approach, Ratio analysis, means making forecasts based on the ratio between. Some causal factor (like sales volume) The number of employees required ? Scatter Plot a graphical method used to help identify the relationship between two variables. A scatter plot is another option. HR planner can use scatter plots to determine whether two factors – measure of business activity and staffing levels are related. ? Computerized Forecast The determination of future staff needs by projecting a firm’s sales, volume of production, and personnel required to maintain this required volume of output, using computers and software packages. Employers also used computerized system to personnel requirements. ? Work Study Technique Work study technique is based on the volume operation and work efficiency of personnel. Volume of operation is derived from the organizational plan documents and increase/decrease in operation can be measured. Planned output Standard output per hour x standard hours per person ? Delphi Technique This technique calls for a facilitator to solicit and collate written, expert opinion on labor forecast. After answer is received, a summary of the information is developed and distributed to the expert, who is than requested to submit revised forecast. Expert never meet face-to-face, but rather communicate through the facilitator. ? Regression Analysis Regression analysis identifies the movement of two or more interrelated series. It is used to measure the changes in a variable as a result of changes in other variables. Regression analysis determines the relationship between Y variables such as the number of employees and X variables such as service delivery by actually AHRBHYD0211010
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measuring the relationship that existed in the past. Use of the method begins with a series of observation each costing of a value for the Y variable plus a value for each X variable. Econometric Models Econometric models for estimation of manpower requirement differ from the statistical methods. Past statistical data are analyzed in the hope that it will prove possible to describe precisely the relationships between a number of variables in mathematical and statistical terms. Nominal Group Technique The nominal group technique is a decision making method for use among groups of many sizes, who want to make their decision quickly, as by a vote, but want everyone’s opinions taken into traditional voting. Introduction and Explanation Silent Generation of Ideas Sharing Ideas Group Discussion Voting and Ranking H R Budget and Planning Analysis There are several other ways by which planners can estimate the future demand for human resources. One approach is through budget and planning analysis. When new ventures complicate employment planning. Planners can use new-venture analysis. Scenario Forecasting Scenario techniques is used to explore the likelihood of possible future developments and changes and to identify the interaction of uncertain future trends and events. Preparation of Background Selection of Critical Indicators Establishing Past Behavior of Indicators Verification of Potential Future Events Forecasting the indicators Writing of scenarios
Job Description
Sr. Training Executive: ? Training Co-ordination: Plan, create and assemble participant and facilitator materials necessary to execute a successful training experience. ? Maintain Training documents: Organizes, updates, and maintains training documentation and records. ? Employee Records: Maintain accurate and thorough employee records. ? Content Development: Uses specialized knowledge, obtained through advanced education and/or substantial work experience, to design training curriculam. ? External: Manages the integration of internal training programs with technical and professional courses provided by external training vendors. ? Training Needs Identification: Discuss with company management and administer survey to identify training needs based on industry best practices. ? Training Delivery: Deliver Trainings internally to Executive level employees on behavioral modules Manager – Trainings: ? Employee Communication: Identify the need for, design and release training curriculum in both paper and e-learning formats. ? Train the Trainer: Monitor, coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience. ? Modify Training Content: Analyzes training needs in order to develop new training programs or modify and improve existing programs.
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? Training Process: Oversees the development of, and revisions to, standard operating procedures and technical documents. ? Training Delivery: Deliver Trainings internally to Management level employees on behavioral modules ? Training Needs Identification: Discuss with company management and administer survey to identify training needs based on industry best practices.
Senior Manager – Trainings:
? Training Effectiveness: Evaluates instructor performance and the effectiveness of training programs in order to provide recommendations for improvement. Also to measure Training effectiveness about level 4 by following the Kirk Patrick Evaluation ? criteria. ? ? Budgeting: Prepares departmental training budget and find means to reduce the Training Cost ? Training Objectives: Develop and execute against a 1-year plan focused on achieving training objectives. ? Train the Trainer: Trains instructors and supervisors in techniques and skills for training and dealing with employees. ? Training Metrics: Compile, analyze and report on various metrics related to training, QA and retention which will be delivered to various members of the executive & Leadership Team.
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Job Element Analysis:
Sr. Executive – Training
Job Element
Training Coordinator
Threshold
K: Awareness of using Audiovisual training aids like projector, flipcharts etc. S: Plan Training such that there is minimum wastage of time in implementing Training K: Knowledge of various training documents used for measuring effectiveness Awareness of Microsoft Excel, Word etc S: Update training document without errors regularly and also the employee records K: Knowledge of various types of behavioral training modules Knowledge of Learning Strategies Knowledge of resources for creation of Training Content S: Ability to put the training content in a structured format using Learning principles K: Knowledge of good external training vendors S: Coordinate with vendors in implementing training with least cost K: Knowledge of conducting a Training Need Identification for all the roles K: Knowledge of different Training delivery styles S: To influence participants
Differentiating
K: Awareness of different types of sitting arrangements according to the type of Training S: Devising ways to automate recording of Training data and reduce manual intervention
Maintain Training Documents
Content Development
K: Knowledge of technical training programs related to the Business
Managing External Trainings
K: Contacts with various Training vendors S: Good at Vendor Management K: Identify non training needs S: Make the training highly Engagaing
Training Need Identification Training Delivery
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with the way of communication Manager – Training:
Job Element
Employee Communication Train the Trainer
Threshold
S: Ability to design and circulate Training curricula on both paper and online S: Monitor training team and identify performance gaps Coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience K: Knowledge of various Job roles and their content S: Identify contemporary business needs according to changing times S: Modify Training contents according to Business Needs K: Knowledge of Training cycle and processes S: Modify and update Training cycle to reduce cost Development standard operating procedures and technical documents K: Knowledge of different Training delivery styles S: To influence participants with the way of communication Ability to train Management level employees K: Knowledge of conducting a Training Need Identification for all the roles
Differentiating
S: Identify best form of communication of Training Curriculam S: Ability to transfer experience knowledge to Training team quickly
Modify Training Content
K: Excellent Business knowledge and understanding of upcoming Business innovations, processes and subjects K: Knowledge of implementing and monitoring a Training cycle for all employees
Implement Training Processes
Training Delivery
S: Make the training highly engaging
Training Need Identification
K: Identify non training needs
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Sr. Manager - Training:
Job Element
Training Effectiveness
Threshold
K: Knowledge of Kirk Patrick Training Effectiveness Model S: Evaluates instructor performance and the effectiveness of training programs Provide recommendations for improvement post Evaluation. Also to measure Training effectiveness about level 4 by following the Kirk Patrick Evaluation criteria – calculating ROI of Trg-prg. S: Preparing departmental training budget Ascertain means to reduce the Training Cost on an yearly Basis S: Develop and execute against a 1-year plan focused on achieving training objectives
Differentiating
K: Knowledge of other tools and concepts used for measuring training Effectiveness.
Budgeting
Training Objectives
K: Knowledge of mathematical tools used for calculating Training Budgets and allocating Budget for various departments S: Formulate Training Vision and aligning Training Goals with the Organization Vision and Mission Sell Training as a Performance tool to the Senior Mgt. S: Ability to transfer experience knowledge to Training team quickly
Train the Trainer
Training Metrics
S: Monitor training team and identify performance gaps Coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience K: Knowledge of Training metrics used in evaluating and monitoring effectiveness of training programs S: Compile, analyze and report on various metrics related to training, QA and retention
S: Make a Business case of Trainings and present it to the Management thereby enhancing the importance of Training programs by showing linkage of Trainings to Business Results
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which will be delivered to various members of the executive leadership team.
List of behavioral Competencies for each role
Sr. Training – Executive Effective Communication Planning and Organizing Interpersonal Skills Stress Tolerance Manager - Training Team Orientation Effective Communication Developing Team Result Orientation Sr. Manager - Training Coaching Conflict Management Continuous Learning Delegation
Behaviorally Anchored Rating scale for Competencies
Sr. Executive - Training
Competency Effective Communication Level 1 - Poor Rarely disseminates information, if at all, or fails to transmit information in a timely manner. *Frequently choose inappropriate communication method (e.g. uses email to avoid facetoface contact) Level 2 - Average *Provides accurate, organized, timely, and complete information to staff. *Utilizes appropriate communication tool based on information to be conveyed Level 3 - Excellent *Clearly conveys information, expectations, and background in a timely manner. *Shares the big picture with staff to clarify purpose and importance; stresses major points; follows a logical sequence. *Utilizes and encourages others to use a wide variety of communication tools to convey information effectively and gain buy-in *Understands objectives of the organization and is able to leverage resources effectively. *Effectively
Planning & Organizing
*Often does not seek the use of all resources to get the work done. *Does not manage time well; fails to plan and allocate time and
*Identifies roadblocks to goal attainment and is able to adjust the plan to avoid them. *Reorganizes work activities when
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resources appropriately. *Encounters an unusually high number of setbacks that delay work completion or project success Stress Tolerance *Unable to foresee and avoid stressful situations. *Is not tolerant of staff or customer demands and/or equipment shortfalls. *Does not maintain positive relationships under stress
setbacks or changing priorities are encountered. *Follows up on progress toward plan of action in a timely manner. Completes tasks on time *Works effectively under stress. *Maintains productivity during times of high stress. *Is able to identify and provide alternatives to diminish stressful situations
Interpersonal Skills
*Could not give examples/instances of positively interacting with others *Does not listen to others at all, prefers to work in isolation *Has no interaction with other departments & teams
*Communicates & interacts with others *Gave examples/ instances of positive interaction with others and focused on active listening *Consistently Interacts with other departments & teams
reprioritizes tasks and projects as needed and ensures timely completion. *Consistently completes tasks ahead of schedule *Explores options aside from policies and procedures to avoid stressful situations. *Maintains high level of productivity and excellence during stressful times. *Provides rational explanations to customers when deadlines are not met due to high workload. *Effectively organizes activities to avoid situations that could cause stress. *Creates opportunities to positively interact with others *Creates a conducive environment to generate ideas & suggestions, acknowledges & implements them, practices contextual listening
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Manager – Training
Competency Team Orientation Level 1 - Poor *Does not explain team goals and objectives and individual roles. *Fails to provide the structure or support necessary for the team to function effectively. *Allows one or more team members to unduly influence others. *Does not allow team members to participate in the formulation of objectives *Rarely disseminates information, if at all, or fails to transmit information in a timely manner. *Frequently choose Inappropriate communication method (e.g. uses email to avoid facetoface contact Level 2 - Average *Shares recognition with team. *Monitors team progress toward goals and regularly provides feedback to the team regarding their progress. *Ensures that all members are part of the decision-making process. *Formulates team objectives and defines expected outcomes *Provides accurate, organized, timely, and complete information to staff. *Utilizes appropriate communication tool based on information to be conveyed Level 3 – Excellent *Demonstrates partnership building skills; gives credit where credit is due. *Regularly seeks feedback and provides necessary feedback to staff. *Builds pride in team work and inspires members to excel. *Effective in pulling from all sources relevant information to formulate team goals and objectives *Clearly conveys information, expectations, and background in a timely manner. *Shares the big picture with staff to clarify purpose and importance; stresses major points; follows a logical sequence. *Utilizes and encourages others to use a wide variety of communication tools to convey information effectively and gain buy-in`
Effective Communication
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Developing Team
*Does not share self development learnings with others *Does not identify the need/requirement to develop others
*Shares feedback & provides some guidance on areas of development *Identifies the need/requirement to develop others & offers help/support
Result Orientation
*Doesn’t Meet Deadlines *Not Able to remove Barriers at Work *Delayed outcome with excuses
*Meets Deadlines *Removes barriers with support *Manages Task easily
*Shares feedback, provides complete support & guidance on areas of development, has a follow up plan & tracks improvements *Identifies the need/requirement to develop others, provides complete help/support, has a follow up plan & tracks improvements Completes Activity before time & Helps others to achieve deadlines as well *Proactively Anticipates the risk/barriers & Minimizes them
Sr. Manager – Training
Competency Coaching Level 1 - Poor *Does not provide assistance and feedback to staff. *Retains power by not sharing information. *Is not open to new ideas and does not solicit them from others. *Provides inadequate directions to staff, making the work difficult or impossible to complete. Level 2 - Average *Provides assistance and feedback to staff in a timely manner. *Remains open and welcome to new ideas from others. *Explains and demonstrates processes, procedures, and/or operations. *Shares expectations with staff and provides clear directions Level 3 – Excellent *Consistently furnishes timely and appropriate feedback for development and reinforcement. *Provides credit to employees when appropriate. *Solicits, listens to and acknowledges the ideas of others. *Effectively coaches subordinates through processes by demonstration and discussion. Delegates activities to *Effectively resolves others to complete; issues after collecting monitors progress information from all
Delegation
Micro-manages projects. *Does not explain
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Continuous Learning
expected outcomes to staff when assigning work. *Does not delegate authority for projects; delegates responsibility for tasks only. *Does not consider staff workload and schedules in delegation of new assignments *No examples of proactive learning for personal performance improvement *No examples of application of past experience
toward completion of the work. *Explains expected results and monitors progress toward completion of the project. *Provides necessary authority and support to complete tasks
relevant sources. *Highly effective in generating win-win outcomes. *Extremely adept and skilled at mediation of conflicts. *Facilitates/assists in generating options to resolve conflict.
*Has examples and learnings but has a very reactive approach in application of learnings for self development *Is motivated to improve self however asks for guidance at every stage, works as per instructions.
Identifies a new skills, proactively approaches people who have the required skill, learns and adapts it. *Knows completely what needs to be done and how. Completely self motivated individual, also influences/ motivates others to think for themselves.
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Project Conclusions:
1. Competencies are defining the factor for success in jobs (ie… Work) and work roles within the organization. 2. Useful in assessing the current performance and future development needs of persons holding the jobs & roles. 3. Mapping succession possibilities for employees within the organization. 4. Competency mapping can help assign compensation grades and levels to particular jobs & roles. 5. Easily select applicant for open positions, using competency – based interviewing techniques.
Web synergies received the below after the Training & Development
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Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision
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References
This project assignment has been created by referring to various journals, reports, concepts, frameworks, competency models, publications, academic course material, studies, research papers, templates & survey findings. Various reports and frameworks published by HR Consulting organizations like Ernst & Young, KPMG & Mercer, Publications, Articles, Journals, Case studies, The course material given by CAMI / AHRB / MEC has also been referred and some of the models taken from the material are acknowledged. This project assignment being an academic project would like to certainly acknowledge many of the above from the following Institutions, Companies & Individuals. In case if any of the names are missing in the list below would certainly like to apologize as it is not intentional.
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Bibliography
1. Making performance work effectively: - Philip Tom: McGraw Hill Book Company: England: 1983. 2. Principles and procedures in evaluating performance: John C. Flanagan: volume 28. 3. Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd. New Delhi. 4. Training & Development : A Better way: Robert Hayden: 5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New Delhi. 6. P. Jyothi, P., Venkatesh, D.N., HRM. 7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International Publications Aswathappa, K., H.R. Personal Management
www.citehr.com http://en.wikipedia.org http://www.businessballs.com/
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doc_411106103.pdf
This Project of Certified learning & Developement Manager Project was part of my Fellowship fromm AHRB & CAMI.
Project Report On
Certified Learning & Development Manager
This document was created on 27th May 2012 as part of my project work, contains Assignments and it is prepared and submitted for the purpose of partial fulfillment for Fellowship from ASIAN HR BOARD – AHRB / CAMI – USA.
During the month of May 2012.
This template is a draft document that has been as a working template for Web Synergies India Pvt Limited for their Training & Development Department.
Submitted by Puli. Srinivas Rao
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Acknowledgement
Its great pleasure to have worked on a Project work on Competency mapping for Training & Development as part of my AHRB – Fellowship Program, Certified learning & Development Manager – CLDM. This project work has been carefully carried out taking the courseware, workshop conducted by experts, on the job work experience of the aspirant & books referred which were recommended in the courseware – CLDM. I would like to express my sincere thanks to the entire team of AHRB, CAMI & MEC for conducting such a value based program & designed a well structured, informative courseware to all participants. I take this opportunity to express my profound gratitude and respect to my Faculty Ms. Nanditha Shankar, she introduced me to this topic of learning & Development, Competencies & Assessment Centre which has created lot of interest, her support and guidance has inspired me to put in the right efforts for this assignment. Thank you Srinivas Rao Puli. CLDM - AHRB.
(Fellow Aspirant)
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Table of Contents
? Project Assignment - CLDM. ? Project Summary ? Company back ground. ? About Organization. ? Training & Development ? Human Resourcing Forecasting. ? Job Roles ? Job Description. ? Job Element Analysis. ? List of behavioral Competencies for each role. ? Behaviorally Anchored Rating scale for Competencies ? Conclusion ? References ? Bibliography
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Project Assignment: Certified Learning & Development Manager.
Project Assignment Mandated by CAMI / AHRB / MEC for Fellowship Certification.
The Project assignment would be marked for 100 marks. Each assignment is broken up into sections and each section carries specific weight age. Missing out any section in your project will affect your final evaluation marks.
Complete an assessment centre design for one role. 1. Identify a Job for which you would like to conduct an assessment (centre – Select a position where you conduct Training, ROI, Recruitment) 2. Write the Job description for the position. 3. Identify the skill, knowledge and traits areas for the position which are critical. 4. Write an assessment matrix selecting the right assessment techniques to use. 5. Write down the actual tools used for the assessment
Project summary should be a one page Abstract inclusive of : 1. 2. 3. 4. 5. Objective Scope of the project in terms of department /position and Industry. Methodology followed. Brief overview of findings. Conclusions.
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Project Summary:
Objective: The objective of the project assignment is to complete an Competency mapping for Critical positions identified by Web Synergies, where lot of training, Skill Mapping, Matrix happens. To learn & Implement competency mapping for various roles in the organization. To develop BARS for various roles and use it in various situations in the organization.
Scope of the project:
1. Identify the critical role for which Web synergies does lots of training, development, recruitment, 2. The scope of the project lies in developing competency map for “ Training & Development Dept across all roles. 3. Create a Job description for the Position. 4. Identify the Skill, knowledge and traits area for the position which are critical. 5. Design as assessment matrix selecting the right assessment tools & techniques. 6. Share the actual tools used for the assessment in the centre.
Methodology Adopted:
This is a detailed review of the Organizational roles to identify a critical one, this is a detailed job description, job element analysis to arrive at the skills, knowledge and competencies required for this role. Design an assessment centre, Identify the tools & Techniques to adopt which would enable an accurate evaluation of the competencies, Run the assessment centre by documenting each of the tools zero in on the optimal assessment tools with a high validity and reliability. ? ? ? ? Job related information is extracted from Onet Library. The Information validated from Stake holders. For BARS, inputs received from Training & Departments & Verticals. Combination of primary & Secondary research been used to collect the data.
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Brief overview of Findings:
? There is a difference between each role and the competencies required for performing well at a particular role. ? One can evaluate and monitor performance on regular basis using this document be objective in appraisals. ? One can cascade the values of the organization to entry level positions using BARS effectively.
About Organization – Web Synergies India Pvt Ltd
Web Synergies, founded in 1998 by Mr. Gideon Lim, a veteran of the web industry in Singapore, is a regional IT company with offices in Singapore and India, occupying niche markets in the multimedia, wireless and web development, electronic commerce, hosting and Internet applications arena. The company's clientele encompasses Fortune 50 companies, SMEs and Government bodies. Clients include the Housing and Development Board (HDB), Hewlett Packard, Great Eastern Life Insurance, Sony, SPRING Singapore, the Singapore Police Force, among others. Web Synergies (S) Pte Ltd clients are mostly located in Singapore, Japan and Hong Kong but also in Europe, and in USA. As a one stop interactive web agency working on diverse computing platforms, Web Synergies provides holistic business IT solutions in enterprise programming with an equally strong focus on eye catching multimedia and web design developments. Application performance (specifications, budget and deliverables met) is the key element on which Web Synergies apprehend any single project. As an IT consultant, Web Synergies also assists companies in validating Web-based projects, in driving the implementation of innovative wireless applications and in solving technology related business development issues.
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Corporate Objectives
Web Synergies India Private Ltd corporate objectives are to focus on profit ratio rather than pure growth. In that aspect we share the philosophy of Dr. Jan Hruska, CEO of Sophos antivirus software: "Turnover is vanity. Profit is sanity". Of course, we understand that some economies of scale can only be achieved through sheer size and volume. But we also believe that the latest IT technologies, much more than in the first 20 years after the invention of the PC, can lead to tremendous productivity gains, improved work quality and, of course, sizeable profits. These profits can then be reinvested in people, processes, technology and of course in community deeds. 10% of Web Synergies monthly profits are systematically poured into nonprofit organizations.
Core Values
1. Integrity - delivering as promised, on time. 2. Excellence - Striving to give the best to our clients on all tasks and projects. 3. Forefront Expertise - Always in touch with cutting-edge trends and opportunities to help clients grow by implementing relevant strategies. 4. Partnership - Most clients know what they want, though it may come in bits and pieces. We believe in working closely with client from start to finish, hearing their feedback, and in doing so provide the most optimal, need-focused services. 5. Giving - We believe in using whatever financial resources or human talents given by God, to be a blessing to the community on a regular basis.
Mission
"To be a corporation that epitomizes godly values in our dealings with clients and business partners alike."
Web Services
Web Solutions. These are exciting words. These days, it's a much-talked about subject, that you are either a ".Net" or a "Linux/Open standard" fervent supporter. We, at Web Synergies India Private Limited, have been talking about Web Services for a bit longer, actually since our inception. We were born for that. We may do it may be a bit differently, but the spirit is the same: deliver you web applications, fast and neat. As a matter of fact, our Web Solutions cover the five main web applications that any organization requires to function properly using web technologies or to do business on the web: Maintenance, Hosting, Intranet, Extranet, Content Management Solutions. To support all
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these applications and to design the best architecture for your current and future needs, Web Synergies India Private Ltd has developed a sixth expertise: Web Consulting
IT Services:
As an experienced "web system Integrator" and outsourcing vendor, Enterprise Synergies has developed along the years a consulting expertise in a wide range of IT Services. This includes software outsourcing and business process outsourcing out of our Singapore and Indian software development offices. Of course, that expertise is synthesized in Enterprise Synergies' internal knowledge and processes. As a matter of fact, it all fall down to human capital and to the faithful team of programmers and project leaders and managers that we have groomed, that we keep grooming and cherishing (see People and Expertise). Our natural dedication to serving our clients pushes us to constantly study IT projects in new territories, from complicated integration work to supply chain solutions and business intelligence. Schematically, our IT consulting services cover Programming works, System Integration, web based e business applications development (supply chain, e fulfillment, ecommerce).
Development Practices Analysis
In the Analysis Phase of a new project the company completes a review of client business processes and system requirements. The key deliverable of this Phase is typically a Functional Requirements document (FRD). Clients are asked to review and sign-off on this document prior to moving forward in the project. Key events in the Analysis Phase are:
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? ? ?
Project preparation & planning Conduct of requirements gathering interviews & workshops Preparation & review of functional requirements
Design In the Design Phase, the proposed system design will be delivered in the form of an System Design Document (SDD) and accompanying software demonstrations. An Implementation Proposal, including a goforward budget & project schedule, will be presented to client steering committee members. The client is asked to sign off on the final design and Implementation Proposal prior to moving to the Development & Testing Phase. Key events in the Design Phase include:
? ? ? ? ? ? ?
Conduct JAD (Joint Application Design) sessions with project team members Prototype user interfaces, screens Finalize Data Migration & System Integration plans Prepare System Test Plan Prepare and Present the System Design Document (SDD) Sign off on SDD and Implementation Proposal Detailed Software Design & Build Plan Preparation
Development & Testing In the Development & Testing phase, Clients are asked to test each Build as delivered. Key events in the Development & Testing phase are:
? ? ? ?
Coding and internal testing Internal system integration testing Test User Training System Integration Testing
Deployment In the Deployment Phase the system is fully implemented at the client site and all user training is completed. Key events in the Deployment Phase are:
? ? ? ? ? ?
Finalize User Documentation Finalize System Set-up User Training Acceptance walk-through Parallel run Go Live
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Progress Tracking During the analysis, design, development and testing stages, progress will be monitored through weekly progress and review meetings. In these meetings the schedules are verified and proper measures will be taken if the project execution is behind the schedule. Project Manager will submit the progress report on project status. On Going Support Once the system is deployed, Web Synergies India Private Ltd will be available to ensure that the business objectives are achieved, implemented features & functions are understood, and users are properly trained. Web Synergies first line of support is its experienced consultants through telephone support. In some cases, Web Synergies will send professional services staff to your site. Database Programming Web Synergies India Private limited has proven experience in database programming for enterprise level applications and web applications. Each and every application developed has lots of database programming aspects. Web Synergies staff are experts in writing database procedures, functions and packages to produce excellent performance based systems. Web Synergies India Private limited staff has excellent skills in SQL, PL/SQL programming independently and experience in using the MS SQL Server 6.5/7.0/2000, Oracle, MySQL projects, and PostGreSQL. Security Policy Web Synergies India Private limited adopts best practices in implementing security policies with regards to its projects, E.g., for Singapore based projects, Web Synergies India Private limited will follow Singapore Infocomm Development Authority (IDA) security standards for its implementations. Server side security will be implemented for all privileged sections of the website using session controls and application level IDs. Cookies are not recommended to clients as they can sometimes compromise security. Passwords are encrypted and stored into the database using a COM proprietary component which will not have decryption program/algorithm for increased security. Administrators also cannot see the password and DBA also not able to view the passwords in the database. This will make the clients feel happy and confident that the personal data cannot be trapped. For network security, Web Synergies India Private limited proposes Secure Sockets Layer (SSL) for personal and confidential information to securely transmit over the network. Web Synergies implements database level security for most of the privileged pages. This is third level of authentication besides the web server and network security. Web Synergies also implements restrictions on the number of attempts via a login, so that trial-and-error methods to trap or hack system accounts cannot
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be employed. Web Synergies also implements a new security measure for corporate applications: unauthorized access of corporate systems via former employees will be blocked via security token implementation. In this, the token is the third authentication information required for the system to get in, besides username and password. Staging Environment Web Synergies manages its own development servers at its head office. These servers will be connected to a 512k line with 8 static IPs. The company has separate testing servers which are open to Internet for clients in order to fully test their applications before they are moving to staging or production servers. Web Synergies development/testing/staging servers are Windows NT, Windows 2000, Windows 2003 and Linux. They are installed with different web servers to cater to the various needs of the different projects we are handling. They are running with IIS 4.0, 5.0 and 6.0, Apache, Weblogic 7.0 and JBoss. The company's also own other development/testing servers running with Cold Fusion applications, as well as database servers with MS SQL Server, Oracle 8.x and MySQL, PostGreSQL being used for different projects. Web Synergies staging servers are hosted by either 1-Net Singapore, Pacific Internet, and /or Pacific Super
Training & Development at Web synergies
Training: Training is concerned with Imparting developing specific skills for a Particular purpose. Training is the act of increasing skills of an employees for doing a particular job. Training is the process of learning a sequence of programmed behavior. In earlier practice, training program focused more on preparation for improved performance on the job. Most of the trainees used to be from operative levels like mechanics, Machine operator and other kind of skilled workers. Development: Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignment, thus management personal in the light of the present requirement as well as the future requirement.
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Management development is based on the following assumptions. 1. Management development is a continuous process, it is not one shot program but continues though out the career of a Manager. 2. Management Development is any kind of learning, is based on the assumption that there is always existing gap between an individual performance and his potential performance. 3. Management development seldom takes place in completely peaceful to relaxed atmosphere. 4. Management development requires clear set of goals. 5. Management development required conductive environment.
Training needs of the Company: 1. To pin point if training will make a difference in productivity and the bottom line. 2. To decide what specific training each employee needs and what will improve his or her job performance. 3. To differentiate between the need for the training and organization issues and bring about a match between individual aspirations and organization goals.
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Training Process
Need Assessment - Organization ? ? ? ? Support. Analysis. Task & KSA Analysis. Person Analysis.
Instructional Objectives
Development Criteria
Training Validity
Selection & Design of Instructional Programs Transfer Validity
Training
Use of Evaluation Models
Interorganization Validity
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Development Process
Stage - I
Competitive Environment
Organizational Strategy
Stage - II
Organizational Objective
Competency Mapping
Identifying Competency gaps Training Needs Assessment
Career Planning
Annual Training Plan
Stage - III
Conduct of Training
Internal Training Programmes External Training Programmes Customised Training Programmes
Review of Training Activities
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RESEARCH METHODOLOGY
MEANING OF RESEARCH:- Research as “ the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as Follows: Stage - I Exploratory Study: Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop my concepts more clearly, establish priorities and in improve the final research design. Exploratory study will be carried out by conducting: Secondary data analysis which included studying the website (www.websynergies.biz) of the company and also going through the various articles published in different sources (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Training and development process. Experience surveys also conduct with Manager H R and the GM - HR and Personnel Officer of Web synergies to gain knowledge about the nature of Training and development process followed in the organization. Stage – II Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Training and Development method being followed at Websynergies India Pvt Ltd .The Knowledge of actual training and development process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation
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Human Resource Forecasting
Techniques for Forecasting Human Resources
? There are several techniques use for forecasting Managerial Judgment Trend Analysis Ratio Analysis Scatter Plot Computerized Forecast Work Study Technique Delphi technique Regression Analysis Econometric Models. ? 10. Nominal Group Technique11. H R Budget and Planning Analysis12. Scenario Forecasting13. Workforce Analysis14. Workload Analysis15. Job Analysis ? Managerial Judgment this technique is very simple. In this, manager sits together, discuss and arrive at a figure which would be the future demand for labor. The technique may involve a ‘bottom-to-top’ or ‘top-to-bottom’ approach. ? Trend Analysis Method which forecast employments requirements on the basis of some organizational index and is one of the most commonly used approaches for projecting HR demand. Business Factor Annual Volume of Sales. (N.U)Total Number of Employees Compare the Productivity Ratio. Calculate Human Resources demand. Forecasted Human Resource Requirements. ? Ratio Analysis Another approach, Ratio analysis, means making forecasts based on the ratio between. Some causal factor (like sales volume) The number of employees required ? Scatter Plot a graphical method used to help identify the relationship between two variables. A scatter plot is another option. HR planner can use scatter plots to determine whether two factors – measure of business activity and staffing levels are related. ? Computerized Forecast The determination of future staff needs by projecting a firm’s sales, volume of production, and personnel required to maintain this required volume of output, using computers and software packages. Employers also used computerized system to personnel requirements. ? Work Study Technique Work study technique is based on the volume operation and work efficiency of personnel. Volume of operation is derived from the organizational plan documents and increase/decrease in operation can be measured. Planned output Standard output per hour x standard hours per person ? Delphi Technique This technique calls for a facilitator to solicit and collate written, expert opinion on labor forecast. After answer is received, a summary of the information is developed and distributed to the expert, who is than requested to submit revised forecast. Expert never meet face-to-face, but rather communicate through the facilitator. ? Regression Analysis Regression analysis identifies the movement of two or more interrelated series. It is used to measure the changes in a variable as a result of changes in other variables. Regression analysis determines the relationship between Y variables such as the number of employees and X variables such as service delivery by actually AHRBHYD0211010
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measuring the relationship that existed in the past. Use of the method begins with a series of observation each costing of a value for the Y variable plus a value for each X variable. Econometric Models Econometric models for estimation of manpower requirement differ from the statistical methods. Past statistical data are analyzed in the hope that it will prove possible to describe precisely the relationships between a number of variables in mathematical and statistical terms. Nominal Group Technique The nominal group technique is a decision making method for use among groups of many sizes, who want to make their decision quickly, as by a vote, but want everyone’s opinions taken into traditional voting. Introduction and Explanation Silent Generation of Ideas Sharing Ideas Group Discussion Voting and Ranking H R Budget and Planning Analysis There are several other ways by which planners can estimate the future demand for human resources. One approach is through budget and planning analysis. When new ventures complicate employment planning. Planners can use new-venture analysis. Scenario Forecasting Scenario techniques is used to explore the likelihood of possible future developments and changes and to identify the interaction of uncertain future trends and events. Preparation of Background Selection of Critical Indicators Establishing Past Behavior of Indicators Verification of Potential Future Events Forecasting the indicators Writing of scenarios
Job Description
Sr. Training Executive: ? Training Co-ordination: Plan, create and assemble participant and facilitator materials necessary to execute a successful training experience. ? Maintain Training documents: Organizes, updates, and maintains training documentation and records. ? Employee Records: Maintain accurate and thorough employee records. ? Content Development: Uses specialized knowledge, obtained through advanced education and/or substantial work experience, to design training curriculam. ? External: Manages the integration of internal training programs with technical and professional courses provided by external training vendors. ? Training Needs Identification: Discuss with company management and administer survey to identify training needs based on industry best practices. ? Training Delivery: Deliver Trainings internally to Executive level employees on behavioral modules Manager – Trainings: ? Employee Communication: Identify the need for, design and release training curriculum in both paper and e-learning formats. ? Train the Trainer: Monitor, coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience. ? Modify Training Content: Analyzes training needs in order to develop new training programs or modify and improve existing programs.
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? Training Process: Oversees the development of, and revisions to, standard operating procedures and technical documents. ? Training Delivery: Deliver Trainings internally to Management level employees on behavioral modules ? Training Needs Identification: Discuss with company management and administer survey to identify training needs based on industry best practices.
Senior Manager – Trainings:
? Training Effectiveness: Evaluates instructor performance and the effectiveness of training programs in order to provide recommendations for improvement. Also to measure Training effectiveness about level 4 by following the Kirk Patrick Evaluation ? criteria. ? ? Budgeting: Prepares departmental training budget and find means to reduce the Training Cost ? Training Objectives: Develop and execute against a 1-year plan focused on achieving training objectives. ? Train the Trainer: Trains instructors and supervisors in techniques and skills for training and dealing with employees. ? Training Metrics: Compile, analyze and report on various metrics related to training, QA and retention which will be delivered to various members of the executive & Leadership Team.
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Job Element Analysis:
Sr. Executive – Training
Job Element
Training Coordinator
Threshold
K: Awareness of using Audiovisual training aids like projector, flipcharts etc. S: Plan Training such that there is minimum wastage of time in implementing Training K: Knowledge of various training documents used for measuring effectiveness Awareness of Microsoft Excel, Word etc S: Update training document without errors regularly and also the employee records K: Knowledge of various types of behavioral training modules Knowledge of Learning Strategies Knowledge of resources for creation of Training Content S: Ability to put the training content in a structured format using Learning principles K: Knowledge of good external training vendors S: Coordinate with vendors in implementing training with least cost K: Knowledge of conducting a Training Need Identification for all the roles K: Knowledge of different Training delivery styles S: To influence participants
Differentiating
K: Awareness of different types of sitting arrangements according to the type of Training S: Devising ways to automate recording of Training data and reduce manual intervention
Maintain Training Documents
Content Development
K: Knowledge of technical training programs related to the Business
Managing External Trainings
K: Contacts with various Training vendors S: Good at Vendor Management K: Identify non training needs S: Make the training highly Engagaing
Training Need Identification Training Delivery
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with the way of communication Manager – Training:
Job Element
Employee Communication Train the Trainer
Threshold
S: Ability to design and circulate Training curricula on both paper and online S: Monitor training team and identify performance gaps Coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience K: Knowledge of various Job roles and their content S: Identify contemporary business needs according to changing times S: Modify Training contents according to Business Needs K: Knowledge of Training cycle and processes S: Modify and update Training cycle to reduce cost Development standard operating procedures and technical documents K: Knowledge of different Training delivery styles S: To influence participants with the way of communication Ability to train Management level employees K: Knowledge of conducting a Training Need Identification for all the roles
Differentiating
S: Identify best form of communication of Training Curriculam S: Ability to transfer experience knowledge to Training team quickly
Modify Training Content
K: Excellent Business knowledge and understanding of upcoming Business innovations, processes and subjects K: Knowledge of implementing and monitoring a Training cycle for all employees
Implement Training Processes
Training Delivery
S: Make the training highly engaging
Training Need Identification
K: Identify non training needs
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Sr. Manager - Training:
Job Element
Training Effectiveness
Threshold
K: Knowledge of Kirk Patrick Training Effectiveness Model S: Evaluates instructor performance and the effectiveness of training programs Provide recommendations for improvement post Evaluation. Also to measure Training effectiveness about level 4 by following the Kirk Patrick Evaluation criteria – calculating ROI of Trg-prg. S: Preparing departmental training budget Ascertain means to reduce the Training Cost on an yearly Basis S: Develop and execute against a 1-year plan focused on achieving training objectives
Differentiating
K: Knowledge of other tools and concepts used for measuring training Effectiveness.
Budgeting
Training Objectives
K: Knowledge of mathematical tools used for calculating Training Budgets and allocating Budget for various departments S: Formulate Training Vision and aligning Training Goals with the Organization Vision and Mission Sell Training as a Performance tool to the Senior Mgt. S: Ability to transfer experience knowledge to Training team quickly
Train the Trainer
Training Metrics
S: Monitor training team and identify performance gaps Coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience K: Knowledge of Training metrics used in evaluating and monitoring effectiveness of training programs S: Compile, analyze and report on various metrics related to training, QA and retention
S: Make a Business case of Trainings and present it to the Management thereby enhancing the importance of Training programs by showing linkage of Trainings to Business Results
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which will be delivered to various members of the executive leadership team.
List of behavioral Competencies for each role
Sr. Training – Executive Effective Communication Planning and Organizing Interpersonal Skills Stress Tolerance Manager - Training Team Orientation Effective Communication Developing Team Result Orientation Sr. Manager - Training Coaching Conflict Management Continuous Learning Delegation
Behaviorally Anchored Rating scale for Competencies
Sr. Executive - Training
Competency Effective Communication Level 1 - Poor Rarely disseminates information, if at all, or fails to transmit information in a timely manner. *Frequently choose inappropriate communication method (e.g. uses email to avoid facetoface contact) Level 2 - Average *Provides accurate, organized, timely, and complete information to staff. *Utilizes appropriate communication tool based on information to be conveyed Level 3 - Excellent *Clearly conveys information, expectations, and background in a timely manner. *Shares the big picture with staff to clarify purpose and importance; stresses major points; follows a logical sequence. *Utilizes and encourages others to use a wide variety of communication tools to convey information effectively and gain buy-in *Understands objectives of the organization and is able to leverage resources effectively. *Effectively
Planning & Organizing
*Often does not seek the use of all resources to get the work done. *Does not manage time well; fails to plan and allocate time and
*Identifies roadblocks to goal attainment and is able to adjust the plan to avoid them. *Reorganizes work activities when
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resources appropriately. *Encounters an unusually high number of setbacks that delay work completion or project success Stress Tolerance *Unable to foresee and avoid stressful situations. *Is not tolerant of staff or customer demands and/or equipment shortfalls. *Does not maintain positive relationships under stress
setbacks or changing priorities are encountered. *Follows up on progress toward plan of action in a timely manner. Completes tasks on time *Works effectively under stress. *Maintains productivity during times of high stress. *Is able to identify and provide alternatives to diminish stressful situations
Interpersonal Skills
*Could not give examples/instances of positively interacting with others *Does not listen to others at all, prefers to work in isolation *Has no interaction with other departments & teams
*Communicates & interacts with others *Gave examples/ instances of positive interaction with others and focused on active listening *Consistently Interacts with other departments & teams
reprioritizes tasks and projects as needed and ensures timely completion. *Consistently completes tasks ahead of schedule *Explores options aside from policies and procedures to avoid stressful situations. *Maintains high level of productivity and excellence during stressful times. *Provides rational explanations to customers when deadlines are not met due to high workload. *Effectively organizes activities to avoid situations that could cause stress. *Creates opportunities to positively interact with others *Creates a conducive environment to generate ideas & suggestions, acknowledges & implements them, practices contextual listening
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Manager – Training
Competency Team Orientation Level 1 - Poor *Does not explain team goals and objectives and individual roles. *Fails to provide the structure or support necessary for the team to function effectively. *Allows one or more team members to unduly influence others. *Does not allow team members to participate in the formulation of objectives *Rarely disseminates information, if at all, or fails to transmit information in a timely manner. *Frequently choose Inappropriate communication method (e.g. uses email to avoid facetoface contact Level 2 - Average *Shares recognition with team. *Monitors team progress toward goals and regularly provides feedback to the team regarding their progress. *Ensures that all members are part of the decision-making process. *Formulates team objectives and defines expected outcomes *Provides accurate, organized, timely, and complete information to staff. *Utilizes appropriate communication tool based on information to be conveyed Level 3 – Excellent *Demonstrates partnership building skills; gives credit where credit is due. *Regularly seeks feedback and provides necessary feedback to staff. *Builds pride in team work and inspires members to excel. *Effective in pulling from all sources relevant information to formulate team goals and objectives *Clearly conveys information, expectations, and background in a timely manner. *Shares the big picture with staff to clarify purpose and importance; stresses major points; follows a logical sequence. *Utilizes and encourages others to use a wide variety of communication tools to convey information effectively and gain buy-in`
Effective Communication
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Developing Team
*Does not share self development learnings with others *Does not identify the need/requirement to develop others
*Shares feedback & provides some guidance on areas of development *Identifies the need/requirement to develop others & offers help/support
Result Orientation
*Doesn’t Meet Deadlines *Not Able to remove Barriers at Work *Delayed outcome with excuses
*Meets Deadlines *Removes barriers with support *Manages Task easily
*Shares feedback, provides complete support & guidance on areas of development, has a follow up plan & tracks improvements *Identifies the need/requirement to develop others, provides complete help/support, has a follow up plan & tracks improvements Completes Activity before time & Helps others to achieve deadlines as well *Proactively Anticipates the risk/barriers & Minimizes them
Sr. Manager – Training
Competency Coaching Level 1 - Poor *Does not provide assistance and feedback to staff. *Retains power by not sharing information. *Is not open to new ideas and does not solicit them from others. *Provides inadequate directions to staff, making the work difficult or impossible to complete. Level 2 - Average *Provides assistance and feedback to staff in a timely manner. *Remains open and welcome to new ideas from others. *Explains and demonstrates processes, procedures, and/or operations. *Shares expectations with staff and provides clear directions Level 3 – Excellent *Consistently furnishes timely and appropriate feedback for development and reinforcement. *Provides credit to employees when appropriate. *Solicits, listens to and acknowledges the ideas of others. *Effectively coaches subordinates through processes by demonstration and discussion. Delegates activities to *Effectively resolves others to complete; issues after collecting monitors progress information from all
Delegation
Micro-manages projects. *Does not explain
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Continuous Learning
expected outcomes to staff when assigning work. *Does not delegate authority for projects; delegates responsibility for tasks only. *Does not consider staff workload and schedules in delegation of new assignments *No examples of proactive learning for personal performance improvement *No examples of application of past experience
toward completion of the work. *Explains expected results and monitors progress toward completion of the project. *Provides necessary authority and support to complete tasks
relevant sources. *Highly effective in generating win-win outcomes. *Extremely adept and skilled at mediation of conflicts. *Facilitates/assists in generating options to resolve conflict.
*Has examples and learnings but has a very reactive approach in application of learnings for self development *Is motivated to improve self however asks for guidance at every stage, works as per instructions.
Identifies a new skills, proactively approaches people who have the required skill, learns and adapts it. *Knows completely what needs to be done and how. Completely self motivated individual, also influences/ motivates others to think for themselves.
AHRBHYD0211010
Project Conclusions:
1. Competencies are defining the factor for success in jobs (ie… Work) and work roles within the organization. 2. Useful in assessing the current performance and future development needs of persons holding the jobs & roles. 3. Mapping succession possibilities for employees within the organization. 4. Competency mapping can help assign compensation grades and levels to particular jobs & roles. 5. Easily select applicant for open positions, using competency – based interviewing techniques.
Web synergies received the below after the Training & Development
· · · ·
Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision
AHRBHYD0211010
References
This project assignment has been created by referring to various journals, reports, concepts, frameworks, competency models, publications, academic course material, studies, research papers, templates & survey findings. Various reports and frameworks published by HR Consulting organizations like Ernst & Young, KPMG & Mercer, Publications, Articles, Journals, Case studies, The course material given by CAMI / AHRB / MEC has also been referred and some of the models taken from the material are acknowledged. This project assignment being an academic project would like to certainly acknowledge many of the above from the following Institutions, Companies & Individuals. In case if any of the names are missing in the list below would certainly like to apologize as it is not intentional.
AHRBHYD0211010
Bibliography
1. Making performance work effectively: - Philip Tom: McGraw Hill Book Company: England: 1983. 2. Principles and procedures in evaluating performance: John C. Flanagan: volume 28. 3. Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd. New Delhi. 4. Training & Development : A Better way: Robert Hayden: 5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New Delhi. 6. P. Jyothi, P., Venkatesh, D.N., HRM. 7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International Publications Aswathappa, K., H.R. Personal Management
www.citehr.com http://en.wikipedia.org http://www.businessballs.com/
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AHRBHYD0211010
doc_411106103.pdf