Documenti di Didattica
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Intent Outcome
Personal Predict Predicts Job
Characteristics Behavior Performance
Motive
Trait Action Skill
Self-concept
Knowledge
Developing Organization and Assessing Role Holders or
Role Competency Framework Candidates’ Competencies In
Match
reference to Role Competency
Framework
Promotion /Selection
Candidate Matching Competency of
Purpose
target Role comparatively better than
others
Leadership competency
Competency model
Examples
Achievement and action Managerial
1. Achievement Orientation 1. Developing Others
2. Initiative 2. Directiveness: Assertive and Use of Power
3. Information seeking 3. Teamwork and Cooperation
4. Accountability 4. Team Leadership
5. Planning and Prioritization
Helping & Human Services
Cognitive
1. Interpersonal Understanding
1. Analytical Thinking
2. Customer Service Orientation
2. Conceptual Thinking
The Impact and Influence 3. Technical / Professional/ Managerial
1. Impact and Influence expertise
2. Organization Awareness Personal Effectiveness
3. Relationship Building 1. Self Control
2. Self Confidence
3. Organizational Commitment
Assessment / Development Center Characteristics
Communication
Planning &
Prioritizing
Organizing
Achievement
Orientation
Customer Focus
Assertiveness
Problem Solving
Analytical Skill
Role play exercises make use of professional actor(s) to simulate scenarios
such as:
1. An angry customer
2. A dissatisfied shareholder
3. A disgruntled colleague
4. A failing supplier
The candidate usually meet with just one role-player. Candidate will be given
a brief before he/she meets the role player, with instructions to try to achieve a
particular outcome.
The professional role player’s brief will be to push the candidate into
challenging situations but not to outright provoke him/her. He/She will
deliberately be awkward but will also respond well to tactful, sympathetic
negotiation – the theory goes, just like in real life. The professional role player
will have to be equally recalcitrant to every candidate to make it fair. Possibly,
role play exercises are more difficult for the actor than for the candidate!
Some examples of what the candidate might have to do are:
Placate a customer who is angry about a failed product, but you have been
instructed not to issue a refund because they didn’t follow the operating
instructions.
Encourage a colleague to pull their weight in a shared project.
Negotiate a pricing position.
Placate an angry supplier who can’t understand why his company has been
dropped for another
In-basket exercises are often part of Assessment /Development center that are
comprehensive multi-day assessments involving a variety of simulation
exercises and tests, typically used to identify management talent
Prioritizing
•Identify critical tasks.
•Arrange tasks in a logical order.
•Establish priorities systematically, differentiating between urgent, important, and unimportant
tasks.
•Use a "to do" list, task plan, or similar planning devices to note action plans, deadlines, etc.
•Monitor & adjust priorities and/or eliminate tasks on an on-going basis
Competency Title : Organising
Description: Can marshal resources (people, funding, material, support) to get things done; can orchestrate
multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information
and files in a useful manner.
Proficiency Level
Level Description
Level 1 (Basic) Directs and channels people and material to accomplish goals
Works best when managing one task at a time
Keeps orderly files and records such that information can be retrieved when requested
Level 2 (Intermediary) Marshals people and material to get things done well
Orchestrates multiple activities to accomplish a goal
Arranges information and files in a useful and consistent manner
Level 3(Advanced) Enlists resources (people, material, funding, support) to get things done efficiently
Handles multiple projects simultaneously and efficiently, delegating tasks to efficiently
and continually move projects forward
Keeps accurate and current records in a logical organizing system that is accessible to all
concerned people need to use the information
Level 4 (Expert) Recruits groups and resources to achieve lofty goals with extreme adeptness
Tackles multiple complex projects and directs their operation concurrently and smoothly;
communicates expectations to organization and builds in accountability measures
Maintains accurate and complete records, and develops division/SBU/Location/subject
wise organizing systems and processes
Priority Setting /Time Management
Low High
High High
Medium High
URGENT
Low Medium
Low Low
Low High
IMPORTANT FOR …….