3 Responses

1. Training Roadmap
   Alice,

   I would suggest that as a company you should (if you do not have them already) design a competency framework based on the core competencies that each manager should possess and also specialist competencies which will relate to specific roles and levels of authority. There should also be a consideration to various ‘levels’ within each core and specialist competency which each level pertaining to a ‘degree of complexity’ dependent on the level of seniority. In basic terms each managerial level should have not only specific performance objectives but also a specific set of competencies which must be developed to the respective managerial level. Competencies are simply a combination of skills, knowledge and behaviours. Once you know these for each level then your ‘roadmap for training’ is a lot more clear and you can then design the various training interventions.

2. How to define competency levels
   Dear Allan,

   Thank you for your guidance. We do have a set of core competency for managers. Unfortunately, we still haven’t defined the proficiency level corresponding to various manager levels. This is originally driven by our regional office, since the business environment turns gloomy, their focus has shifted to other more urgent priorities. As mentioned in my previous posting, I did identify four areas of skill-set for a competent manager. I just don’t know how to define the proficiency level. Any suggestions in this area? It’s not possible to ask our management to define.

   Thanks again.

3. Arian Associates
   Are you not trying to re-invent the wheel ?

   Why not check out the websites of the two major management qualification providers CMI & ILM – they have already done this exercise and hundreds of delivery centres the length and breadth of the country use them on a daily basis with great success.