One Day Workshop on HR Competency Framework

Friday 21 January'2011, Hotel The Accord Metropolitan, Chennai

Dear Colleague,

The competitive pressures in the environment have radically altered the context in which Human Resource services are delivered in Indian Organizations. With the focus moving towards integrating HR into strategic planning of the organization, the challenges before the HR profession have become even more daunting as neither the tools/techniques of HR nor the profile of the professionals who deploy these, have undergone a corresponding transformation. The exception to this scenario is largely restricted to pockets of excellence.

It is against this backdrop that NHRDN Chennai Chapter & NHRDN Learning Centre invite you to it’s one day workshop on “HR Competency Framework”.

Workshop Objective :

The objective of this one-day workshop is to provide participants a comprehensive understanding and practical insight into the knowledge, skills and techniques required to develop competency frameworks with a special emphasis on HR competency framework.

It is widely accepted that a good competency framework should be central to all HR activity from selection, development to appraisal. However, designing effective HR competency frameworks that are easy to understand and implement in organizations can be a tricky process. And when it comes to designing and developing HR competencies for themselves, HR professionals need to find the resources from within their community. This practical programme provides participants with a toolkit of techniques to develop and implement robust, practical and future-proofed HR frameworks.

Program Content :

I. Conceptual Understanding :

Definition of Competency and HR Competency Framework), What HR Competency is? How is it related to HR? How HR has evolved? Focus on Introduction, Concept and Objectives, Focus on multiple services hosted by competencies with stress on Dave Ulrich’s Model, Focus on Role of Top Management in buying HR Competencies for their organization, Link it with the Business Goals, Focus on pitfalls, Link HR Competency Framework with the experiences in your company or your past experiences (purpose, vision, values of the organization),

I (a) Developing HR Competency Framework

Introduction of HR Competency Model (HR Compass), Types of competency-functional and behavioral, Understanding 17 HR Competencies, Two components of competencies –Definition and Scale/Level, Focus on 2- 3 Competencies, Their role in developing HR competency framework for your organization, Link these 2- 3 competencies with performance and productivity

II. Implementation of Competency Framework

Focus on the role of HR Managers in aligning them with Business, Focus on competency mapping and how HR arrive at it, Assess and review performance, Develop performance development plan, Rewarding competencies, Performance counseling, , Experience sharing about challenges and highlights of designing and implementing HR competencies in their company, how it has helped performance & productivity.

Tools Used :

Demonstrations, case studies, interactive exercises, and opportunities for questions.

Desired Target Participants :

The program will be designed for HR Practitioners with 3-7 years work experience.

Certification :

Certificate of Participation would be provided to all participants

The Facilitators :

P. Padmakumar-Head, Human Resources, for the Flat Glass Business, Saint Gobain

P Padmakumar, is Head of Human Resources, for the Flat Glass Business, Saint Gobain in India. He has been associated with Saint-Gobain Glass India for the past 8 years. During his 8 years tenure, he has provided HR leadership to this distinct Organization that is innovative in market and with depth in manufacturing which has marketing leadership in India. He recently steered the Organization to achieve the Significant Achievement towards HR Excellence a National recognition from CII

Alumni of Rajagiri College of Social Sciences, Kerala, Padmakumar commenced his career in 1988 at Indian Aluminium Company Ltd, (INDAL) Alupuram, at their Smelter in Kerala. He later worked in Indian Institute of Management, Ahmedabad (IIMA) as Research Assistant, supporting faculty, students and MDP participants. He has co-authored a case study in Industrial Relations, which are registered documents at IIMA.

In 1990, he joined Murugappa Group and worked in 3 companies in the Group viz EID Parry, Parrys’ Confectionery and Carborundum Universal Ltd. In 1996, he took over as Personnel Superintendent at Indian Aluminium Company (INDAL) at Kerala where he was responsible for many Change Management initiatives in the midst of hard core Industrial Relations. In 1999, re-joined EID Parry and subsequently later took over the mantle as Head of HR for the Sugar, Chemicals and Bio-Products Group. He is one of the HR architects for world class Sugar factory at Pudukottai where he later took the mantle of Operations as well, of this factory.

He is a member of CII’s National Committee of Skills & Human Resources and National Committee of Employer Federation of India. In these forums, he provides thought leadership in areas of Skills, HR Competency Development and Labour Policy.

Devika Dharmaraj

Devika Dharmaraj is a management professional who has worked in the field of Human Resources since 1992 in different capacities, as a manager and as an independent consultant. Devika has held varied portfolios in organizations in diverse sectors - engineering, process, manufacturing, IT and ITES, as well as the nonprofit sector. She is a certified HR competency assessor and a trained executive coach. She holds a post-graduate qualification in human resource management from XLRI, Jamshedpur.

Devika began her management career with Eicher Goodearth and moved to Royal Enfield when it was taken over by Eicher. She undertook different strategic assignments as a consultant with companies across sectors - from FMCG to healthcare BPO. She gave up her last corporate role as Head of HR for Tranquilmoney - a US healthcare services company, to set up Kelsa Solutions in early 2010 with 2 other senior professionals in the field. Kelsa is a consulting firm focusing on the area of people processes and organizational development.

Her areas of interest include the study of NVC (non-violent communication) and its impact on relationships especially conflict management. Her views on Emotional Intelligence in the workplace have been recently published in the Business World.

Registration Details

Participation Fees (Per Participant)