Steps and Tools involved in making Competency Model 1.

Identify the departments Why: To identify the area or the domain for which we need to study and identify the competencies. It is to be noted that departments should be chosen based on their criticality and importance to the organization. How: Based on the knowledge gained while working as a summer intern in the organization. Departments Identified for this study: a) Sales & Marketing b) IT department 2. Identifying hierarchy within the organization and selection of levels Why: To know about the hierarchy present in identified departments and select a level or position to conduct the study. How: The hierarchies were identified by studying the organization structure released by them. Levels Selected: a) Sales Executive (Level A & Level B Employees, Senior Sales Executives) b) IT systems Engg. & Team Leads 3. Obtain the job descriptions Why: To get familiar with the type of work required to be performed in a particular job before proceeding further. This gave an insight about the activities which are essential for a job. This helped in identifying job goals, objectives, KRAs & KPIs. How: The information was collected through the documented job descriptions in the organization and also by questioning the employees about their nature of work. 4. Preparation of survey questionnaire Why: To identify various competencies and traits. This was based on the job descriptions. It helped in identifying the levels of various traits present in an individual. How: The questionnaire was divided into 4 parts, namely: y Personal Competencies y Knowledge level Competencies y Job related skills / Competencies

Interpersonal and leadership skills / Competencies

Various traits were listed in each part and the respondents were asked to rate these traits on a Likerts scale of 1 to 5 (1- least, 5- maximum) Sample Size: y Sales Executives 10 y IT systems Engg & Team Leads 10 5. Preparation of Interview questions for conducting BEIs Why: To identify the reactions and steps taken by the employees in different situations while working. The BEI act as a major determinant of an individuals traits and competencies. The most accurate predictor of future performance is past performance in a similar situation. It provides a more objective set of facts to make employment decisions than other interviewing methods. How: The questions included in BEI depend upon the job descriptions and various traits identified in previous steps. The questions were framed in such a way that it followed a 3 step process: 1. Situation 2. Action 3. Result 6. Recording of interview details Why: The recording of the interview results were important for the analysis of the data collected and come to any conclusion. How: The data gathered during surveys and interviews was tabulated for easy and better understanding. 7. Preparation of frequency tables to identify the important competencies and skills Why: The frequency tables helped in identifying the important traits and competencies required to give superior performance. This also helped in identifying the activities performed by the superior performers and what made them different from the average performers. How: This was done manually by going through the responses got during the BEI and identifying various traits of the individuals. This data was also tabulated for better understanding.

8. Identifying Proficiency levels Why: To identify the levels of each competency of each individual. This helps in concluding that which competencies are must for an employee, which can be ignored and which needs to be developed further through training. How: Different proficiency levels were indicated taking one competency at a time. For this project, four levels of proficiency were defined for every competency: y Level 1 Novice y Level 2 Development y Level 3 Expert y Level 4 Mastery Each proficiency level was defined in term of behavioural indicators. 9. Listing the competencies in the 7 - S framework to identify the constituent, core and meta- competencies.