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Large Indian Conglomerate

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Large-Indian-conglomerate-project

Competency Modelling and Leadership Assessment – Large Indian conglomerate

Due to various changes in recent times many organizations are finding the need of competency mapping as it helps in understanding the impact of productivity of an organization.

  • To build and refine its HR systems to address its talent acquisition
  • A refined leadership model to represent the new and future realities
  • Definition of top management roles to take positions in the new organization structure
  • Design new business processes to align with the new strategy
  • Need to identify competencies to enable success for the future
  • Institutionalize the competencies to succeed in the competitive business environment
  • Train the senior management to develop skills desired by the organisation
  • Objective

    Competency Modelling – The Company selected ABIA consultancy to create their new leadership model and define every position in the organization according to the current business environment and future growth.

  • Develop and systemize competency model across the organization
  • Do a rigorous job analysis as per the competency modelling process
  • Create an enterprise wise leadership model the supported the organization mission
  • Map job specific functional competencies mapped with success profiles for all positions across the organization
  • Design and conduct assessment centres to map individual and organisation competencies
  • Conduct individual feedback for candidates and assisted in the development of individual development plans
  • Assist the organisation in placement of senior management personnel in strategic and executive positions
  • By implementing tools and techniques for competency mapping, the results were quite remarkable:-
  • A self assessment was created according to the competencies and profiles generated from the project to understand current skillset and developmental planning for achieving career goals
  • identifying organizational gaps/redundancies
  • The profiles were leveraged by learning and development team of the organization to prepare training courses according to the new competency model
  • Development of a new foundation for talent management programs within this organization
  • Successfully integrate new talent management process into this organization’s business strategy
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