PROJECT SUBMISSION FORM

Your Exact Name (This will be printed on your certificate): S. Anand Reddy
Name of the program: CLDM
Date of attendance (will be printed on your certificate): 5th and 6th April, 2014
Date of Submission: 20th May, 2014
IF you a participant from WHRB/AHRB - Your Batch location and year:
Valid Email ID: anand.s@heterodrugs.com

POSTAL ADDRESS THAT YOU WANT THE CERTIFICATE TO BE DISPATCHED AT:

Name: S. Anand Reddy, Asst. Manager- HR-L&D

Street Address 1:Hetero Drugs Ltd., Hetero Corporate, 7-2-A2

Street Address 2: Industrial Estates, Sanath Nagar

City: Hyderabad State/Province: Andhra Pradesh

Post/Zip Code: 500 018 Country: India

Working Mobile No: 9392865639/9392535380

NOTE:
Working land phone No:
1. Please note that the above given name will be printed on the certificate. Participants need to
take utmost care in giving correct name.
2. In the absence of the above details the project wont be evaluated.
3. Participants need to provide complete and correct address for the dispatch of the certificates.
In case the address is incorrect reprinting and courier charges will need to be paid
4. The project must in be in single MS word document not exceeding 5MB
5. By this submission you accept that the project can be used freely as part of the CAMI and
MEC knowledge centre / digital library and can be used by them for research and learning.

1
 Table of Content

S.No. Topic Page No.

1 Objective 3

2 Scope 3

3 Findings 3

4 Conclusions 3
5
Job Description of Asst. Manager 4
6
Job Element Analysis: Asst. Manager 5
7
BARS: Asst. Manager 7
13
8
Job Description of Training Executive
14
9
Job Element Analysis: Training Executive
16
10
BARS: Training Executive
18
11
Job Description of Training Associate
19
12
Job Element Analysis: Training Associate
20
13
BARS: Training Associate

2
Objective of the project:
The objective of the project is to know how to implement Competency Mapping in an
organization. Also to know and understand how the BARS are created as they are very much
useful for various roles in the organization for recruitment, for succession planning, or for
promoting the right candidate, or for the Performance Management etc.

Scope of the project:

As it is a project assignment for the partial fulfilment of the course, Competency Mapping includes
identifying the competencies for an Assistant Manager, Training Executive and Training Associate posts
in Learning and Development Department.
This project has been done based on the needs of my organization, which is a typical pharmaceutical
family run Business.

Findings:

Job Description: Job descriptions are arrived from Job analysis. A job description is a
list that a person might use for general tasks, or functions, and responsibilities of a
position. It requires having a clear understanding of the job's duties and responsibilities.
It also tells about the core competencies, functional competencies he/she should possess,
kind of experience demanded for the position, skills required to effectively perform the
given role etc.

Job Element Analysis: job Element analysis focuses on the human attributes necessary
for superior performance on the job together with the competencies demanded for the
role. Elements cover the entire range of job behaviours, intellectual behaviours, motor
behaviours, and work habits, and may be called knowledge, skills, abilities, and other
personal characteristics

BARS: BARS is an effective tool to know what are the different behaviours required to
perform a role and measures where exactly the person is with respect to those behaviours
and the destiny that one needs to be to move to the next level.

Conclusions:
Having a competency mapping in an organization is highly useful as it is a tool to
understand the various competencies required for each role in the organization and
also measures the competencies that the concerned person is having for that role.
Thus, it shows a clear gap between what is needed and what is possessed.
By doing competency mapping, we can identify the needed areas to be developed and
thus we can plan the training programs accordingly to develop them for further level.

3
 Job Description of Training Asst. Manager

Job Title: Asst. Manager Based at: Hyderabad

Department: Learning and Development Reports to: Chief Learning Officer
Direct Reports: None No. of years of experience: 7-10 years of
training Experience.
Required Qualification: MBA (HR) from a Preferred Qualification:
reputed university/institute. Certificate/Diploma in Training and
Development Practices
Core Competencies: Functional Competencies:
Communication Budget Planning and Forecast
Adaptability Content Development
Inclusiveness Training Delivery
Accountability Training Calendar implementation
Job Purpose: Taking care of all training needs of Active Pharmaceutical Ingredient (API)
Units by providing regular training programs which help them to perform better, behave
better and know to grow better.
Job Responsibilities and Accountabilities:
Preparing the budget to meet the training requirements.
Preparing the training need assessment
Developing the modules according to the need
Preparing the training calendar for the financial year
Planning with the concerned unit coordinators for the effective implementation of the
training calendar.
Identification of the right trainers (external) for the content delivery.
Ensuring that the external trainers deliver the required content
Ensure that the participants have learnt the required knowledge and skills in the
training.
Delivering the training programs.
Ensuring all those who join in the organization undergo induction program.
Conducting the induction programs.
Managing the delivery of training and development programmes for senior managers
and the key positions of the organizations.
Planning for post training strategies to ensure that the participants implement what
they have learnt.
Preparing the monthly reports on training groups, target accomplishments.
Implementation of Employee engagement activities
Updating the training material periodically.
Ensure the quality of training delivery and assessment is as per the organisational
standards

4
 Job Element Analysis: Asst. Manager

Job Element Threshold Differentiating

Training Need Knowledge: Knowledge:
Analysis 1. Knowing the Job Descriptions 1. Knowledge of how to do gap
of the employees analysis
2. Basic formats of TNA and TNI 2. Latest practices of doing TNA
Skills: Skills
1. English communication 1. Interviewing skills
2. English writing skills 2. Reading body language
3. Ability to prepare a proper
training need analysis report
Budget Knowledge: Knowledge :
Planning and 1. Knowing cost incurring 1. Knowing how to reduce the
forecasting aspects of training overhead costs
2. Knowledge of different Skills:
formats for preparing the 1. Ability to forecast the future
budget needs accurately
3. Basic mathematical 2. Ability to allocate the funds
calculations judiciously
Skills: 3. Increasing the training
1. Ability to prepare a training effectiveness with minimum cost
budget
2. Basic mathematical
calculations
Content Knowledge: Knowledge:
Development 1. Subject knowledge of the 1. Latest concepts and terminologies
respective programs in the respective areas
2. Knowing how to prepare 2. Customizing the module
modules according to the requirement
3. Developing the objectives for Skills
the program 1. Inclusion of animations in the
Skills: power point
1. Writing skills 2. Ability to summarize the content
2. Power Point Preparation into action points
skills
Preparing and Knowledge: Knowledge:
planning the 1. Knowledge of the process to 1. Knowing the audit dates in the
calendar be followed in scheduling the units
calendar. 2. Knowing the free dates of the
2. Knowing the requirement for training halls.
the training arrangements. Skills:
3. Knowledge about the training 1. Ability to adjust the dates in the
needs of the organization last minute.
Skills: 2. Preparing the plan B
1. Preparing the annual calendar
2. Coordinating with the
5
 concerned unit HRs and
Training centre Head to
schedule the programs
Identification of Knowledge:
the trainers 1. Knowing the prominent
trainers in the locality
2. Having the contact details of
the trainers
Skills
1. Ability to interact with the
trainers.
Training Knowledge:
Calendar 1. Knowledge of the training
implementation dates in different units
2. Knowledge of the concerned
trainers dates
3. Knowledge about the type of
participants
4. Knowledge about the required
material for the training.
Skills
1. Ability to synchronize the
training dates and trainers
dates
2. Ability to convince the
concerned based on the need
for dates
3. Ability to arrange the required
material for the training
Training Knowledge:
Delivery 1. Subject knowledge of the
training topic
2. Knowledge about the
awareness of the participants
3. Knowledge of different styles
of training
Skills
1. Ability to attract the attention
of the participants
2. Ability to interact with the
participants
Set Quality Knowledge:
standards 1. Knowledge of how to assess
the trainer and training quality
Knowledge:
1. Trainers contacts from the across
India
Skills
1. Ability to judge the right fit
trainers with the interaction
2. Ability to negotiate the trainers
cost
Knowledge:
1. Knowledge of alternative dates
available
Skills :
1. Ability to foresee the problems
and do make shift arrangements.
2. Convincing skills
Knowledge:
1. Knowledge about the different
topics in the similar area
Skills
1. Ability to use different training
techniques
2. Ability to answer the queries of
the participants diligently
3. Ability to keep the session
energetic throughout.
Knowledge:
1. Knowledge of the international
standards
6
 Skills
1. Ability to set quality standards
in training and maintain
consistent quality in all the
programs
Skills
1. Ability to ensure the quality of
training is consistent

BARS: Assistant Manager

Competency 1: Planning and organizing

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Practicality Plans the Plans the Plans the annual Plans the
monthly training monthly training training calendar training
activities in activities by based on the programs by
advance. But verifying the TNA for the linking the
does not verify practicality by required training to
the applicability cross checking programs based strategic
or the through TNA on the number business plan of
practicality of method. of employees the organization.
the task before while ensuring
planning. the employee
growth.
Detail oriented Overlooks the Takes in to Considers all the Keeping in mind
details like; consideration major and minor the various
audit dates, about the dates issues with issues, prepares
holidays etc. of audit and respect to the a plan B as an
holidays but training immediate
fails to look in calendar. alternative.
to the minor
issues

Competency 2: Communication and Coordination

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Verbal Has very less Interacts with Highly Discusses
articulation interaction with both the unit interactive with regarding the
the unit HRs. HRs when it is the unit HRs and future programs
and has no needed. Knows also the external much in
knowledge and interacts trainers and advance. And
about the with the external maintains a negotiates and
external trainers trainers good convinces the
relationship with trainers.
them.

7
Listening skills Does not pay Very rarely Listens patiently Listens actively
attention to the listens to the to the needs of and applies
others voice. problems of the the respective cognitive ability
units unit HRs to elaborate on
the arguments.
Written skills Does not send Sends the mails Officially Writing skills
the detailed mail but not in a communicates are highly
regarding the professional with them by professional and
program language. sending a formal uses the right
mail addressing jargons at the
to the respective right time.
authorities

Competency 3: Problem Solving

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Problem Does not Identifies the Demonstrates Foresees the
identification demonstrate the symptoms the ability to problems much
ability to mistaking them clearly identify in advance and
correctly for real the main tries to treat the
identify the problems but problem and root cause
problems much may not be able also associated before they
in advance. to identify the problems and emerge as major
root cause or works on the problems.
real problem solutions to the
area. problems.
Positive attitude Gets worried Understands that Tries to find the Makes the
and the problems are solutions to the problems as a
disappointed part of life problems by learning tool for
thinking the next level of
positively achievement
Influencing Tries to escape Faces few Tells the people Influences them
from the people people and tries how the problem to see the
to convince has occurred and positivity in the
them what the problem for
solution is growing forward
by motivating
them.

Competency 4: Presentation skills

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Delivery of the Does not put Put forth the Delivers the Uses right

8
training forth the ideas ideas by training with the training aids by
clearly. Rather presenting and command on the understanding
just reads from using the slides subject. No fear the participants
the slides that as aid. is exhibited. and also uses
s/he has Uses humour practical
prepared. and case studies examples and
to make them allows them to
understand the find the
problems. solutions to the
problems.
Involving the Has less Tries to Interacts with Involves all the
participants interaction with maintain eye the audience participants with
the audience. contact with one with rapid eye stable eye
There is no eye or two people. movements. contact with
contact with the Invites the right
people participants to movements.
share their ideas
Energy levels There is no Tries to be Maintains the Makes the
energy exhibited energetic energy session highly
in the program initially but consistently energetic and
drops down throughout the creates the
slowly. session. energy in the
participants too

Competency 5: Session Management

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Emotional Does not have Has control over Exhibits the Highly
stability emotional the emotions high level of professional in
stability. Gets during the emotional managing the
irritated if session. But stability and emotions.
something goes loses control if manages the Anticipates the
wrong in the the things are glitches in the critical
training session repeated. program. situations and
or if someone handles
disturbs during carefully
the session. without hurting
the emotions of
the others.
Handling Queries Tries to escape Answers few Answers the Faces any
from the questions while questions challenging
questions ignoring the smartly. question from
tough ones Acknowledges the participants.
the inability to Displays
answer but smartness in

9
 reverts back answering few
later on. questions with
the help of the
participants.

Competency 6: Innovation and Creativity

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Outlook/perspective Has Willingly Listens and Capitalizes on
towards issues conventional accepts new invites new and creative and
approach in ideas and creative ideas innovative ideas
dealings challenges the from team to better meet
conventional members and the overall
mythologies by encourages training
introducing the them through objectives with
new ideas by regular the
developing the motivation and synchronization
sound supervisions of
alternatives. organizational
objectives.
Openness to the Not open to the Accepts new Accepts the Encourages the
new ideas new ideas or ideas after duly ideas and allows people for new
new adventures tested them to be ideas to be
due to fear of implemented discussed and to
failures. though it is a implement.
matter of failure
some times.
Receptivity to Shows Willing to take Actively Encourages
change resistance to new initiatives involves in others to take
new initiatives implementing new initiatives.
new initiatives

Competency 7: Team orientation

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Cooperation Works Discusses the Discusses the Works together
independently points only points as long as with all the team
and does not when it is there is no members.
depend on any required or objection or Discusses the
one. asked for. rejection. points and takes
the opinion of
the others. Gives
a constructive

10
 criticism in the
team discussions
Employee Does not mingle Mingles rarely Maintains a Maintains a
Relations with anybody. with the people good good
in the team. relationship with relationship with
team members all.
who are
supportive to
him.

Competency 8: Supervisory skills

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Thought clarity Does not have Having a clear Discusses with Ensures that the
clear objectives idea of what the the trainer trainers
of the training objectives are regarding the conducting the
programs and how to go program qualitative
about the objectives much programs which
program in advance are in line with
the
organizational
objectives
Assessment Has less Clarity on how Uses the Assess the
knowledge to monitor the readymade trainers and their
about how to trainers techniques to training methods
assess the performance. review the and admonishes
trainers And has sessions or the them whenever
performance. sufficient trainers is needed
knowledge effectiveness.
about the review
process
Delegation Lack of clear Has an idea of Delegates the Ensures that
knowledge what is needed responsibility to team resources
about the kind for conducting the right person are utilized
of requirements the training to make effectively by
or resources for program necessary Delegating the
the program to effectively and arrangements for right person
be conducted. who is the right the smooth with right
person to handle running of the authority.
it. program.
Review and Least bothered Discusses with Works on the Highly
impact about the review the team about feedback of the concerned about
measurement of the program the program participants the review
or about the post review and also about the process and
training impact. plans the action training. training

11
 Does not know plans for the Prepares the effectiveness.
the methods of participants for action plans and Involves the
calculating the the post training follows closely HODs in post
effectiveness of practice. Has with them training action
the training very good periodically. plans. Master in
knowledge Tries to measure calculating the
about the the training ROI.
calculation of effectiveness.
training
effectiveness.

Competency 9: Attitude Orientation

Behavioural Level 1 Level 2 Level 3 Level 4

Indicator Beginner Learner Advanced Expert
Result Oriented Works very hard Highly Has high Consistently
but does not committed. commitment and superb
have a strong Tries to reach strong desire. performance at
desire or target the results as Always meets work or at
lines to achieve. much as the desired training. Has the
There is a high possible. results. strong
possibility of Exhibits high commitment to
deviation in the levels of desire reach the desired
plan that is set. and passion to results without
do the work compromising
on the quality of
the work.
Organizational Works Tries to Clarity on the Has clear big
awareness independently. understand the organizational picture of future
Least bothered departments and vision and of the
about the the units. Tries mission and tries organization.
organizational to use the to prepare the Becomes part of
objectives or practical modules based this big picture.
being a part of examples from on the need of Drives the
big pictures. the concerned to the organization participants to
Solely focuses make the and tries to be the part of
on the delivery participants to communicate this big picture
of the training understand the the same to the to contribute to
programs. organizational participants. the achievement
needs. of the goal.

12
 Job Description of Training Executive

Job Title: Training Executive Based at: Hyderabad

Department: Learning and Development Reports to: Chief Learning Officer
Direct Reports: None No. of years of experience: 3-5 years of
training Experience.
Required Qualification: MBA (HR) from a Preferred Qualification:
reputed university/institute. Certificate/Diploma in Training and
Development Practices
Core Competencies: Functional Competencies:
Communication Verbal Communication
Adaptability Content Preparation
Inclusiveness Training Delivery
Accountability Software Skills
Job Purpose: Taking care of all the training programs conducted in the company and
entering the data in the software. The person also needs to assist in preparing the content for
the training and maintaining the training records
Job Responsibilities and Accountabilities:

Identifying training and development needs within an organization through job

analysis, appraisal schemes and regular consultation with business managers and
human resources departments;
Designing and expanding training and development programs based on both the
organizations and the individual's needs;
Working in a team to produce programs that are satisfactory to all relevant parties in
an organization, such as line managers, accountants and senior managers at board
level;
Developing effective induction programs;
Producing training materials for in-house courses;
Monitoring and reviewing the progress of trainees through questionnaires and
discussions with managers;
Ensuring that statutory training requirements are met;
Evaluating training and development programs;
Amending and revising programs as necessary, in order to adapt to changes occurring
in the work environment;
Helping line managers and trainers solve specific training problems, either on a one-
to-one basis or in groups;
Keeping up to date with developments in training by reading relevant journals, going
to meetings and attending relevant courses;
Having an understanding of e-learning techniques, and where relevant, being involved
in the creation and/or delivery of e-learning packages;
Researching new technologies and methodologies in workplace learning and
presenting this research.
Knowledge in Learning Management System

13
 Job Element Analysis: Training Executive
Job Element Threshold Differentiating
Training Need Knowledge: Knowledge :
Identification 1. Knowing how to conduct 1. Knowledge of various
training need models of training
identification need identification
2. Knowledge about the
different forms of TNA Skills:
Skills: 1. Ability to read the
1. Ability to assess the participants behind
Training needs of the their words.
individual by using the
formats
Job Analysis Knowledge: Knowledge:
1. Knowledge of all the job 1. Knowledge of the job
role/s exist in the roles from the other
organization companies

Skills:
1. Ability to understand the
intricacies of the job and
skills needed to perform
them.
Performance Knowledge:
Management System 1. Knowledge of PMS cycle
and all the components of
Performance
Management System
Skills :
1. Ability to use PMS
effectively to identify
training needs
Training Delivery Knowledge :
1. Knowledge of different
Styles of training delivery
Skills:
1. Ability to Handle the
session in case of need
Post training Knowledge:
assessment 1. Knowledge of
Kirkpatrick's Four-Level
Training Evaluation
Skills :
1. Ability to articulate
the most important
outcomes or
contributions needed
from the position
Skills:
1. Ability to evaluate
the current PMS
system and propose
changes from time to
time
Skills
1. Ability to engage and
involve the audience
in conducting the
training programs.
Knowledge
1. Knowledge of ROI
methodology

14
 Model Skills
Skills 1. Ability to calculate
1. Ability to use ROI
Kirkpatrick's method 2. Ability to interact
effectively with the participants
2. Ability to observe and HODs to inform
understand the about the action plans
participants opinions and and follow up system
feelings
3. Ability to develop action
plans
Report presentation Knowledge : Knowledge:
1. Knowledge of various 1. Knowledge of
tools used for analysing Advanced tools in
data report making
2. Knowledge of various 2. Knowledge of annual
report formatting styles and monthly report
3. Basic excel knowledge formats
Skills Skills :
1. Usage of excel sheet for 1. SPSS for better
doing analysis analysis and report
2. Giving report in a formatting.
graphical format 2. Highlighting the
3. Ability to communicate critical points for
the feedback further development
3. Presenting a report in
a convincing manner
with detailed
description
4. Assertive
communication in
giving feedback
Verbal Communication Knowledge: Knowledge:
1. Knowledge of different 1. Usage of right
components of the verbal vocabulary
communication like
words, sound, speaking, Skills:
language etc. 1. Ability to understand
Skills: the level of the people
1. Ability to convey while conversing and
messages, ideas, or adjusting to that.
feelings effectively

15
BARS: Training Executive
Competency Level 1 Level 2 Level 3 Level 4
Beginner Learner Advanced Expert
Office Needs to be Is familiar Displays a fair degree Understands
Management more aware of about the of confidence in work systems
the policies and relevant handling critical issue and processes
procedures policies and of the within own
applicable to the procedures office/department work area and
department. applicable to while the reporting utilises this
the department managers are away. knowledge to
perform her
work better.

Effective Speaks and Speaks and Communicates Communicates

Communication writes clearly writes information/ideas/data clearly and
but makes few effectively so unambiguously with provides
grammatical that others clarity and constructive
errors while understand the conciseness appraisal of the
making official meaning of situation.
correspondence. what is being
communicated
Delegation of Feels insecure Have started Delegates the work Proficiently
roles and about delegating properly keeping in delegates the
responsibilities delegating the randomly, mind the potential of task and also
tasks to her needs to define the employee builds the
subordinate the task clearly capacity of the
that will be employee
independently
managed by
Training
Associate
Technical Has limited Has sound Knows her area well. Has excellent
expertise knowledge understanding Also, knows what understanding
about the about the new ways of learning and knowledge
subject. Hence, subject. Knows to adapt. Continues to
about the
cannot the new implement new ways, subject.
incorporate new methodologies, methods and Actively
methods of ready to strategies of learning
participates in
learning incorporate all the forums
them to stay updated
Record Collects Collates Uses existing Understands
Management relevant necessary databases and checks the difference
information for information for for past findings between
future reference future reference before commissioning various types
as directed by as directed by a new study. of electronic

16
 her manager/s. her manager/s. records and
systems which
produce them.

Writing Skills Cannot write Writes in a Is correct Writes

effectively, has structured way, grammatically. Uses perfectly and
an unstructured focussing on right vocabulary and effectively
manner of correct punctuations while without any
writing grammar writing grammatical
error
Listening Skills Does not listen Listens Listens carefully and Listens
attentively carefully, does comprehends the carefully to
when others are not interrupt message of others those who are
talking while others are who are talking speaking and
talking responds
appropriately
or elaborate
wherever
necessary
Analysing and Not able to Analyses it Analyses the data Highly
suggesting analyse the with the help of independently and competent to
solutions training data managers and comes up with a analyse the
and provide a mutually solution complex data
possible decides the and suggest
solution solution solution for
improvement

17
 Job Description of Training Associate
Job Title: Training Associate Based at: Hyderabad
Department: Learning and Development Reports to: Chief Learning Officer
Direct Reports: None Experience: 0-2 years of experience
Required Qualification: MBA Preferred Qualification: Masters degree in
Human Resource Management
Core Competencies: Functional Competencies:
Communication Facilitation
Adaptability Organizing and scheduling
Inclusiveness Record Keeping
Accountability Technology (MS Word, Excel,
PowerPoint)
Office Administration
Job Purpose: To ensure that administrative tasks required for the learning and development
department for smooth running of the department through proper correspondence, preparing
the training material and ensuring the proper flow of the programs.

Key Responsibilities and Accountabilities:

Assisting with the scheduling of training sessions.
Taking responsibility for ensuring all training rooms, venues, equipment, catering
arrangements, and other requirements are booked in advance.
Sending out appropriate pre-course information to trainees in advance of training
courses.
Requesting and compiling the objectives/expectations of training course in advance
by all the attendees
Keeping data of training materials up to date with the help of Training
Officer/Manager.
Allocating employees into groups when repeated training sessions are to be
conducted.
Printing up of training support materials / hand-outs for training courses, and
formatting these documents where relevant.
Sending out course evaluation (feedback) questionnaires following training courses
and compiling / communicating feedback to the training manager.
Recording all staffs training attendance.
Assisting with arranging induction program timetables for new joinees.
Any other training admin tasks not covered above

18
Job Element Analysis: Training Associate
Job Element Threshold
Facilitation Knowledge:
1. Knowledge of all the
arrangements to be made prior
to organising a training
session
Skills:
1. Ability to assist a group or
individual with all the support they
need as trainees
Organising Knowledge:
1. Knowledge of standard
material and supplies used in
trainings
Skills :
1. Ability to organise trainings
efficiently.
Scheduling Knowledge:
1. knowledge of process to be
followed to schedule a
training starting from booking
of venue to analysing
feedback forms
Skills:
1. Ability to identify and
organize appropriate
dates, and time for training.
Technology Knowledge:
(MS Word, 1. Sound knowledge of
Excel, Word, Excel, Access, PowerP
PowerPoint) oint and web based applicatio
ns like Internet explorer,
Outlook Express etc.
Skills:
1. Ability to send e-mails,
Correspondences, reports, dev
elop forms and formats etc.
Office Knowledge:
Administratio 1. Knowledge of good external
n vendors for various purposes.
Differentiating
Knowledge:
1. Knowledge of the respective
admin contact numbers
Skills:
1. Ability to understand the
needs of the participants and
providing them before they
ask.
Skills:
1. Ability to coordinate and
organise multiple trainings for
different set of groups at one
time
2. Sending out invitations,
coordinating throughout with
trainer and the trainees
Knowledge:
1. Prior information and
confirmation of required
items for the training
Skills:
1. Ability to send out reminders
and follow-up emails to
ensure 100% attendance
Knowledge :
1. Knowledge of Internal
Training and development
software functioning
Skills:
1. Ability to use the internal
software to communicate the
relevant information to the
participants.
Knowledge:
1. Knowledge of the multiple
vendors and suppliers for
19

Skills:
1. Ability to determine the logist
ics needs for training
program and ensuring the
same is in place
for smooth execution
various purposes.
Skills:
1. Ability to negotiate with
vendors for on-time delivery
of material

BARS: Training Associate

Competency Level 1 Level 2 Level 3 Level 4
Beginner Learner Advanced Expert
Active Takes Shows Seeks to learn Shows
Learning ownership of her willingness to from experience willingness to
own learn new skills and implement learn new
development and obtain the same methods,
knowledge. procedures,
techniques or
systems.
Interpersonal Reluctant to Interacts but Interacts Gives patient
Skill interact and need to sound confidently but hearing to
develop more confident need to be audience, also
networking patient listening interacts
to others confidently
Communication Drafts Drafts Paraphrases and Proofreads typed
correspondences correspondence asks clarifying materials for
but makes with minimal questions to grammatical and
critical typographical ensure typographical
typographical errors understanding of errors flawlessly
errors. the message

Energy level Exhibits low Tries to Sounds excited Always

levels of energy maintain the while maintains high
energy in the conversing with on energy.
presence of the others, always
others keen to initiate
Discipline Is not punctual, Is punctual in Keeps Does not
blames the attendance, discussion compromise on
others and continues to straight, takes organization
systems blame others, accountability of values
lacks her work
accountability
Adaptability Finds difficulty Takes time to Easily adapt to Adapts to all
in adapting to adapt changes. change, new kinds of
the changes environment. changes.

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Work Exhibits Lethargic but Active during Highly
behaviour lethargic responds when the programs disciplined and
behaviour the manager is and responds active
aggressive positively
Office Carries out her Reports every Uses her own Is able to handle
Management activities with a issue to the discretion in multiple tasks
fair degree of manager/s reporting issues by effectively
supervision. concerned to the mobilising
Manager/s. available
resources
without any
supervision.

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