1. Are you in a business where there is high competition for talented people in market place? 2.

Has your organization experienced any setbacks in the recent past due to lack of competent people? 3. Does your top management believe that competencies can be developed through continuous effort and interventions? 4. Do you or your organization intend to coach employees for future careers in your own organization? 5. CGA is undertaken to identify T&D needs, Performance Appraisal, Promotion, transfer and compensation plans. 6. Do you have job description and job specification designed for each job? 7. Is recruitment done based on defined competencies? 8. Which competency is given more importance? 9. Are personal competencies like integrity, assertiveness, emotional stamina taken into consideration during performance appraisal for executives? 10. Are knowledge competencies like Quality consciousness, Organizational awareness taken into consideration during performance appraisal for executives? 11. Are Job-related skills like presentation skills, negotiation skills taken into consideration during performance appraisal for executives? 12. Are Communication and interpersonal competencies taken into consideration during performance appraisal for executives? 13. Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs 14. Is performance appraisal used to identify competency gaps and link to necessary training? 15. Is a self-analysis of skills and core competencies done on a regular basis?
16. Is the Training program useful to you in your present job? 17. Could you increase your productivity with the help of this training? 18. Does the organisation go for alternate methods like job rotation, job enrichment and

job enlargement to bridge the competency gap?

19. Are the methods used by the company helpful in preparing you for higher level positions? 20. Does your organization link Compensation to the level of competency?
OBJECTIVES

1. To study the various competencies for executives and managers. 2. To understand methods used to bridge the competency gaps. 3. To study to what extent the training programs are applicable to their jobs. 4. To study the integration of competency gap with performance appraisal, training and development.