Competency based Training Need Assessment – Approach in Indian companies

Sarkar, Shulagna

doi:10.2478/orga-2013-0025

Cited by 14 publications

(15 citation statements)

References 14 publications

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“…Competencies, referring to "an individual's demonstrated knowledge, skills or abilities" [8]. Competency should be defined as a person-related concept referring to the dimensions of behavioural actions that are supporting competent performance, while competence relates to an individual's ability to meet a range of externally agreed standards.…”

Section: B Competencymentioning

confidence: 99%

The Effect of Employee Competence and Motivation on Employee Performance

Wulansari¹,

Rahmi²

2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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The purpose of this study is to recognize competence, motivation and employee performance and the influence of competence and motivation both simultaneously and partially on employee Data collection method was conducted with questionnaire to 56 respondents. Analysis data used in this study was multiple linier regression. Result showed that competence and motivation simultaneously and partially has significant effect on employee performance.

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Section: B Competencymentioning

confidence: 99%

The Effect of Employee Competence and Motivation on Employee Performance

Wulansari¹,

Rahmi²

2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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“…Competencies consist of knowledge, aptitude, skill, ability, and attitude (Sarkar, 2013). Competency-based training is different from traditional training.…”

Section: Competency-based Trainingmentioning

confidence: 99%

Designing Training Program to Solve Competencies Gap in Non-Managerial Level, Low Management Level, and Middle Management Level at PT Frolant

Gitaastuti¹,

Putranto²

2021

jsr

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Competencies gap is now becoming a common problem in Indonesia. Research done by the World Bank in 2019 shows that one of the reasons for the competencies gap is limited opportunities for on-the-job training, only 5% of the workforce reported receiving formal training. One of the companies in Indonesia that experiences a problem of competencies gap is PT Frolant. PT Frolant is a manufacturer of instant food and drinks in Indonesia. The problem of competencies gap is shown from the low internal readiness of the company, employees don’t have the competencies required by the company, especially competencies for higher positions of Supervisor and Manager. The proposed solution to solve the competencies gap problem in PT Frolant is by designing new training programs. The process of designing a new training program included conducting training need analysis, design training based on competency, and using the Kirkpatrick Model to evaluate the training program. The research findings show that the company needs to do several improvements in order to create a training program that can solve the problem of the competencies gap. Those including aligning competency standards with organizational goals and organizational design; use several tools to be better in identifying employees with competency gap; differentiate between soft skill and hard skill or between strategic knowledge and operational knowledge in designing training; and perform all four steps of Kirkpatrick Model in evaluating training. Designing training programs based on competencies aims to help PT Frolant improving employee performance that will further improve company performance.

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“…A number of Indian organizations have attempted to use competency modelling as a part of human resource management function in last three decades 30 . Many organizations were successful in implementing competency based system yet, others were unable to relate it to the existing operations.…”

Section: Literature Reviewmentioning

confidence: 99%

Competency based Performance Management – The Bharat Dynamics Ltd. (BDL) Way

Raju¹,

Mishra

Sarkar³

2015

Metamorphosis: A Journal of Management Research

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Bharat Dynamics Limited (BDL) a sobriquet of ‘the force behind the peace’ of India is a Mini Ratna (Category I) company. BDL has been initiating various interesting HR practices since inception. ‘Performance’ being the ultimate goal, companies have attempted to link performance management system to competency based HR initiative and BDL is one of such success legend. An attempt has been made to discuss the competency based performance management system at BDL. The paper provides a deep insight of how BDL has established ‘Competency’ as one of the four pillars of the HR operation as indicated by DPE and also implemented competency based HR practices as an integral part of company operations. The paper also aims to discuss the mode of performance classification at BDL. The paper shares the unique methodology of development and assessment of the BDL competency model and provides reference to companies intending to initiate competency based HR practices.

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Competency based Training Need Assessment – Approach in Indian companies

Cited by 14 publications

References 14 publications

The Effect of Employee Competence and Motivation on Employee Performance

The Effect of Employee Competence and Motivation on Employee Performance

Designing Training Program to Solve Competencies Gap in Non-Managerial Level, Low Management Level, and Middle Management Level at PT Frolant

Competency based Performance Management – The Bharat Dynamics Ltd. (BDL) Way

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