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cpcd training in gurgaon

Course Outline

Audience & Prerequisites

Course Outline

Schedule & Fees

Certification

Certified Performance & Competence Developer – CPCD Training

The Certified Performance & Competence Developer certification program, of Carlton Advanced Management Institute, USA, done in India in association with Middle Earth Consultants. This program builds on how to work within an integrated performance and competency system, plan performance scientifically, design good review mechanisms and dovetail this with the processes of competency management.

Objectives

  • Get a comprehensive, information packed courseware during the program and for back home use
  • Learn from the industry experts who have a vast experience in the area of HR
  • Network with other professionals with same background and interest
  • Brand yourself as a certified performance and competence developer
  • Unique “risk free” money back guarantee
  • Your satisfaction is guaranteed

Intended Audience

  • Human resource professionals working in performance management areas, learning and development department.
  • Any professional who is working on a cross functional team to design and implement performance review systems in their organization

Course Outline                                       Duration: 2 Days

MODULE 1: Competency, Performance and PCMS

  • What is Competency
  • Competency Iceberg Model
  • Classification of Competencies – Behavioral and functional
  • Measurement of Competency through Behaviorally Anchored Rating Scale
  • Performance Aspects include output, input, time, focus, value added aspect
  • Types of Performance Measurement include subjective vs objective measures, leas, lag, diagnostic measures, efficiency vs effective measures, internal vs benchmarked vs customer focused
  • Performance and Competence Management as a Concept
  • PCMS Model

MODULE 2: The Balanced Scorecard

  • Performance planning through KRA’s, Activity plans, performance measures
  • The Balanced Scorecard perspectives – financial, customer, internal process, learning & growth
  • Cascading process
  • The Balanced Scorecard Measures like revenue per employee, value added per employee, percentage revenue from new customers, customer loyalty and profitability, response time to customer requests, training investment per customer, motivation index

MODULE 3: Competency Frameworks and Maps

  • What is a Competency Map/Framework
  • Types of Framework – core framework, role based, menu style
  • Uses of Competency Framework – tool in recruitment and selection decisions, used to focus personal training and development programs
  • Creating a competency Map – analysis of functional and behavioral skills, adding BARS
  • Quan Competence Framework
  • Threshold Trait Analysis – mental, learned and motivational traits
  • Using BARS for Competency Maps
  • Implementing the Mapping Process

MODULE 4: Performance Review Systems

  • Model for Performance Review includes results, developmental and change management
  • Perspective Involved in Performance Reviews like formal, peer, self, upward assessment,360 degree feedback
  • Performance Rating Methods like essay, graphic, critical incident, forced choice etc.
  • Common Problems with Rating like halo, horn, recency, central tendency, contrast, leniency etc.
  • Legal Aspects of Performance Appraisals

MODULE 5: Assessment Centers

  • What are Assessment Centers – at organizational and individual level
  • Historical Perspective on Assessment Center
  • Basic Steps Followed in an Assessment Center
  • Types of Techniques Used in Assessment Centers – psychometric tests like Myers Briggs Type Indicator,16 personality factor, perception and preference inventory, in-tray exercises, roleplays etc
  • Designing an Assessment Center – mapping competencies, designing exercises and evaluation tools, training assessors
  • Assessment Matrix includes feasible assessment methods depending on the final objectives

MODULE 6: Performance Analysis & Improvement

  • From Training to Performance – Identification of Performance Gaps
  • Root/Major Cause Analysis – Gilbert’s Model for Individual Diagnosis
  • Identifying Causal Factors – Setting Learning Goals and Objectives through ABC learning
  • Selecting Best Training Method
  • Developing a Good Design by ensuring balance between ABC learning and moderate level of content
  • Building Appropriate Evaluation Methodology through Kirkpatrick’s model

Please write to us at info@itstechschool.com & contact us at +91-9870480053 for the course price & certification cost, schedule & location

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Certification

40 Hr certification Process: 16 Hr workshop followed by guided project work of 24 Hr

For more info kindly contact us.


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