Competency Framework Model Training

Ambica Steels Corporate Training Workshop

Mastering Competency Mapping for Enhanced Team Performance

Ambica Steels Manufacturing

🎯 Workshop Objectives

  • Understand competency fundamentals: Knowledge, Skills & Attitudes
  • Learn to differentiate competencies from tasks, KRAs & KPIs
  • Master the 4-level competency framework model
  • Practice objective team member assessment techniques
  • Develop actionable competency development plans

👥 Target Audience

Department Heads & Managers at Ambica Steels

Finance Sales HR Production Procurement Logistics IT Administration

⏱️ Training Agenda

1
Competency Basics (30 min)
2
Framework Model (45 min)
3
Department Focus (60 min)
4
Assessment Practice (90 min)

📚 Competency Basics: The KSA Model

Understanding the foundation of competencies

KSA Model

💡 What is Competency?

COMPETENCY = KNOWLEDGE + SKILLS + ATTITUDES

A competency is the proven ability to use knowledge, skills, and personal attributes to perform a job effectively.

🧠

KNOWLEDGE

Technical information, facts, and understanding

    Example: Understanding metallurgical properties of different steel grades
    ⚡

    SKILLS

    Practical abilities and techniques

      Example: Operating quality testing equipment effectively
      💖

      ATTITUDES

      Mindset, behavior, and personal characteristics

        Example: Commitment to safety protocols and quality standards

        🎯 Competency vs Task: Learn the Difference

        ✅ GOOD COMPETENCY EXAMPLE

        "Technical Problem Solving"

        Ability to identify, analyze and resolve technical issues using systematic approach and metallurgical knowledge

        Knowledge: Metallurgy Skills: Analysis Attitudes: Problem-solving mindset
        ❌ POOR EXAMPLE (This is a TASK/KRA)

        "Monthly Reports Completion"

        Complete monthly production reports by 5th of each month

        Problem: This describes WHAT to do (task), not the CAPABILITY needed to do it well

        🧠 Test Your Understanding

        Which of the following is a competency, not a task?

        🏗️ Competency Framework Model

        Building structured competency hierarchies for organizational excellence

        Competency Framework Pyramid
        1

        Personal Effectiveness

        Foundation skills for individual success

        Time Management, Self-Motivation, Integrity
        2

        Academic Competencies

        Cognitive and analytical capabilities

        Critical Thinking, Problem Solving, Research
        3

        Workplace Competencies

        Job-specific and industry knowledge

        Technical Skills, Safety Protocols, Quality Control
        4

        Leadership Competencies

        Skills for leading and influencing others

        Strategic Planning, Team Building, Change Management

        🎁 Benefits of Competency Framework

        📈

        Performance Improvement

        Clear expectations lead to better performance and accountability

        🎯

        Targeted Development

        Identify specific skill gaps for focused training programs

        ⚖️

        Fair Assessment

        Objective criteria for promotions and performance reviews

        👥

        Team Alignment

        Consistent standards across departments and roles

        🛠️ Interactive Framework Builder

        Click on areas to see how competencies fit into the framework:

        Foundation Level
        Workplace Level

        🏢 Department-Specific Competencies

        Explore competencies relevant to your department at Ambica Steels

        Select Your Department:

        ⭐ Competency Rating & Assessment

        Learn to assess team members objectively and fairly

        📊 5-Level Competency Rating Scale

        5-Level Rating Scale
        1

        Beginner/Basic

        Learning fundamentals, requires close supervision

        2

        Developing

        Applies basic knowledge, needs some guidance

        3

        Competent/Proficient

        Works independently, meets expectations

        4

        Advanced/Expert

        Handles complex situations, mentors others

        5

        Master/Leader

        Innovation and strategy, leads transformation

        📋 How to Rate Objectively

        🎯 Focus on Observable Behavior

        Rate based on what you can see and measure, not assumptions

        • Task completion quality
        • Problem-solving approach
        • Interaction with colleagues

        📏 Use Consistent Standards

        Apply the same criteria to all team members

        • Define clear performance indicators
        • Use specific examples
        • Document your observations

        ⚠️ Avoid Common Biases

        Watch out for these rating mistakes:

        • Halo Effect: One strength affects all ratings
        • Recency Bias: Recent events dominate
        • Central Tendency: Avoiding extreme ratings

        🎮 Rating Simulation Practice

        Assessment Scenario

        🎯 Practical Exercise

        Apply your learning with real assessment scenarios

        📝 Team Assessment Exercise

        Practice rating team members using the competency framework:

        Employee Profile

        Rate the Following Competencies:

        ✅ Best Practices Checklist

        📁 Resources & Templates

        Download tools and templates for implementation

        📊

        Competency Assessment Template

        Ready-to-use Excel template for team assessments

        🗺️

        Competency Mapping Worksheet

        Step-by-step guide for mapping team competencies

        🚀

        Development Planning Guide

        Framework for creating individual development plans

        📋

        Implementation Roadmap

        90-day plan for rolling out competency framework

        🛣️ Implementation Roadmap

        1

        Phase 1: Preparation (Week 1-2)

        • Communicate framework to all managers
        • Customize competencies for each department
        • Prepare assessment materials
        2

        Phase 2: Pilot Assessment (Week 3-4)

        • Select pilot group of employees
        • Conduct initial assessments
        • Refine process based on feedback
        3

        Phase 3: Full Rollout (Week 5-8)

        • Assess all team members
        • Create development plans
        • Begin skill development programs
        4

        Phase 4: Monitor & Review (Week 9-12)

        • Track progress on development plans
        • Gather feedback and adjust
        • Plan for ongoing assessments

        📝 Action Planning Template

        Your Next Steps:

        🎉 Training Complete!

        Congratulations on completing the Competency Framework Training. You're now equipped with:

        ✅ Understanding of competency fundamentals (KSA Model)
        ✅ Knowledge of 4-level competency framework
        ✅ Department-specific competency awareness
        ✅ Objective assessment techniques
        ✅ Practical implementation tools