PROJECT SUBMISSION FORM

Your Exact Name (This will be printed on your certificate):

Name of the program:
Date of attendance (will be printed on your certificate):
Date of Submission:

IF you a participant from CAMI/WHRB - Your Batch location and year:

Valid Email ID:

POSTAL ADDRESS THAT YOU WANT THE CERTIFICATE TO BE DISPATCHED AT:

Name:
Street Address 1:
Street Address 2:

City:

State/Province:

Post/Zip Code:

Country:

Working Mobile No:

Working land phone No:

NOTE:
1. Please note that the above given name will be printed on the certificate. Participants need
to take utmost care in giving correct name.
2. In the absence of the above details the project wont be evaluated.
3. Participants need to provide complete and correct address for the dispatch of the
certificates. In case the address is incorrect reprinting and courier charges will need to be
paid
4. The project must in be in single MS word document not exceeding 5MB
5. By this submission you accept that the project can be used freely as part of the CAMI and
MEC knowledge center / digital library and can be used by them for research and learning.

CLDM SAMPLE PROJECT

Table of Content
S.No.

Topic

Page No.

Objective

Scope

Findings

Conclusions

Job Description of Training Associate

Job Element Analysis: Training Associate

BARS: Training Associate

Job Description of Training Officer

Job Element Analysis: Training Officer

10

BARS: Training Officer

11

Job Description of Training Manager

12

12

Job Element Analysis: Training Manager

13

13

BARS: Training Manager

14

Objective of the project:

The main objective of the project is to learn to implement Competency
Mapping for various roles in the Organization. Also, understand the
process to develop BARS for various roles and use it for multiple
purposessuch as Recruitment and Selection, Promotion, Succession
Planning, Performance Management System etc. in the Organization
Scope of the project:
This project assignment for Competency Mapping includes identifying the
competencies of three
Positions of Training and Development department:

Training Associate
Training Officer
Training Manager

The project has been written basing the needs of my organization which is Room
to Read, an international non-government organization working into education
sector.

Findings:

Job Description:Job descriptions are arrived from Job analysis. It

gives a clear picture of not just the responsibility areas of an
employee but also the core competencies, functional competencies
he/she should possess, kind of experience demanded for the
position, skills required to effectively perform the role etc.

Job Element Analysis: focusses on functional competencies

demanded for the role, knowledge and skills a person should have
to effectively perform each element of the job

BARS: BARS is an effective tool in identifying the development

needs of the employee in the organization as it clearly tells what the
current maturity level is and where he has to reach.

Conclusions:

Competency Mapping exercise is an assessment tool to determine where

the employee stands in terms of the competencies required to perform
the job vs competencies he possess.
3

As Competency mapping serves multiple purposes, it is important for

every organization to have the competencies defined for each and every
role.

Job Description of Training Associate

Job Title: Training Associate
Department: Training and
Development
Direct Reports: None

Based at: New Delhi, Country

Office
Reports to: Training Officer

Experience: 1-3 years in the

similar role and understanding of
social sector
Required Qualification:
Preferred Qualification:Masters
Bachelors degree from a reputed
degree in Human Resource
University
Management
Core Competencies:
Functional Competencies:
Passion
Facilitation
Accountability
Organizing and scheduling
Ownership
Record Keeping
Commitment
Technology (MS Word, Excel,
PowerPoint)
Office Administration
Job Purpose:To have an overall in-charge for all the administrative tasks
such as handling the correspondence, writing e-mails, sending out invites,
preparing letters, making copies of training hand-outs, scheduling training
sessions etc.
Key Responsibilities and Accountabilities:

Assisting with the scheduling of training sessions.

Taking responsibility for ensuring all training rooms, venues,

equipment, catering arrangements, and other requirements are
booked in advance.

Sending out appropriate pre-course information to trainees in

advance of training courses.

Requesting and compiling the objectives/expectations of training

course in advance by all the attendees
4

Keeping data of training materials up to date with the help of

Training Officer/Manager.

Ensuring approval of training course/content is obtained in advance.

Allocating employees into groups when repeated training sessions

are to be conducted.

Printing up of training support materials / hand-outs for training

courses, and formatting these documents where relevant.

Assisting in training venue set up /clear up before and/or after a

training event.

Sending out course evaluation (feedback) questionnaires following

training courses and compiling / communicating feedback to the
training manager.

Recording all staffs training attendance.

Keeping training records and files up to date, filing forms.

Running standard and custom training reports in HR software as

required.

Preparation of staff manuals for all new employees.

Obtaining training records / certificates of previous training or

qualifications achieved from new joinees for personnel files and / or
HR software.

Assisting with arranging induction program timetables for new

joinees.

Any other training admin tasks not covered above

Job Element Analysis: Training Associate

Job
Element
Facilitation

Threshold

Differentiating

S: Ability to assist a group or

individual with all the
support they need as
trainees

S: Ability to engage a group

for a short duration in
situations like trainer is
running late etc.

Organising

Scheduling

Record
Keeping

K: Knowledge of all the

arrangements to be made
prior to organising a training
session
S: Ability to organise
trainings efficiently,
coordinate attendance
lists, materials and supplies.
K: Knowledge of standard
material and supplies used in
trainings
S:
Ability to identify appropriate
dates, and time for training.
Sending out invitations,
coordinating throughout with
trainer and the trainees
K: knowledge of process to
be followed to schedule a
training starting from
booking of venue to
analysing feedback forms
S:
Devising
ways
to
automate
recording
of
Training data and reduce
manual intervention

S: Ability to coordinate and

organise multiple trainings for
different set of groups at one
time

S: Ability to send out

reminders and follow-up
emails to ensure 100%
attendance

K: Knowledge of other
trainings related documents
like measuring effectiveness
etc.

K: Knowledge of various
training
documents used in trainings
like capturing attendance,
feedback forms etc.
Technology K: Sound knowledge of K: Knowledge of other tools
(MS Word, Word, Excel, Access, PowerPo like illustrators to create
Excel,
int
training brochures in-house
PowerPoint and web based applications
)
like
Internet
explorer,
Outlook Express etc.
S: Ability to send e-mails,
Correspondences, reports, de
6

Office
Administra
tion

velop forms and formats etc.

S:
Ability to determine the logis
tics needs for training
program and ensuring the
same is in place
for smooth execution

K: Knowledge of good
external vendors
Generating K: Knowledge of HR software
Report
and various reports it can
generate related to trainings

Report
Analysing

S: Ability to use the software

to generate customise
reports as per the need
S: Ability to analyse the
report, share the progress or
gaps with the manager on
regular basis

S: Ability to negotiate with

vendors for on-time delivery
of material

S: Ability to foresee the future

training needs and according
build the additional
components into HR software

S: Ability to independently
analyse the most critical and
complex data

K: Knowledge of various tools

used for analysing data
BARS: Training Associate
Competenc
y
Interpersonal
Skill

Level 1
Beginner
Hesitant to
interact in a
group for
lengthy
conversation
s

Level 2
Learner
Interacts
with a group
but need to
sound more
confident

Communicati
on

Usually
writes long
emails,
which
generally
loses its
impact

Carefully
looks at
content
while writing
emails but
needs more
practice

Level 3
Advanced
Interacts
confidently
but need to
be more
patient while
listening to
others
Email writing
has
improved to
a larger
extent.
Communicat
es the

Level 4
Expert
Gives patient
hearing to
audience,
also interacts
confidently

Content of
the mail is
absolutely
appropriate

Energy level

Work Ethic

Adaptability

Body
Language

Exhibits low
levels of
energy which
generally
kills the
interest of
other person
involved in
the
communicati
on
Is not
punctual,
tries to
manipulate
things and
shifts blame
on others
when work is
not complete
on time
Does not
adapt to
change
easily, feels
more
comfortable
in doing
regular tasks
Exhibit bored
body
language,
which shows
lack of
interest in
the work

Sound
positive and
keeps the
conversation
going with
the other
person

message
more
effectively
now
Sounds
excited while
conversing
with others,
always keen
to initiate

Is punctual in
attendance,
continues to
blame
others, lacks
accountabilit
y

Keeps
discussion
straight,
takes
accountabilit
y of her work

Takes time to
adapt
changes,
goes outside
the scope of
work to
explore new
possibilities
Exhibit
aggressivene
ss which also
leads to gap
in
communicati
on at various
levels

Easily adapt
to change,
new
environment,
always keen
on learning
new ways

Always high
on energy,
proactive
approach in
work that
keeps her
always
ahead of
deadlines.

Cant be
challenged
on ethics,
does not
compromise
on
organization
values

Adapts to all
kinds of
changes,
finds her own
comfort level
in whatever
situation
he/she is in
Exhibit
Exhibit
attentive and interest and
calm body
curiosity in
language
all her
which keeps
conversation
the
s that leads
communicati to improved
on flow going communicati
both the
on at all
ways
levels
8

Etiquette

Exhibits rude
behaviour
more often
which leads
to conflict

Exhibit some
politeness,
however,
needs to
maintain
consistency

Stress
Tolerance

Cannot stay
calm under
stressful
situations,
reacts
aggressively
with others

Stay calm
under
stressful
situation.
However,
often
demands
extension to
meet the
deadlines

Exhibits
politeness
while
communicati
ng, which
has led her
built good
relationship
with internal
and external
stakeholders
Stay calm,
plans her
work in
advance,
that does not
lead to last
minute
stress, also
able to meet
deadlines

Demonstrate
highly
courteous
behaviour
towards all
the
employees
and external
stakeholders

Stress does
not bother
anymore.
Always
meets
deadlines,
has been
able to carry
a healthy
work life
balance

Job Description of Training Officer

Job Title:Training Officer
Department: Training and
Development
Direct Reports: One (Training
Associate)
Required Qualification: MBA
(HRM) from a reputed
university/institute.
Core

Competencies:
Passion
Accountability
Ownership

Based at: New Delhi, Country

Office
Reports to: Training Manager
No. of years of experience:4-6
years in the similar role and
understanding of social sector
Preferred
Qualification:Certificate/Diploma
in Training and Development
Practices
Functional Competencies:
Verbal Communication
Training Needs Identification
Training Design
9

Commitment

Job Analysis
Performance Management
System
Return on Investment
Job Purpose:To identify, develop and deliver trainings. Regularly
monitoring and reviewing the effectiveness of the training programs
Job Responsibilities and Accountabilities:

Identifying training and development needs within an organisation

through job analysis, appraisal system and regular consultation with
line managers and human resources departments.
Designing and expanding training and development programmes
based on both the organisation's and the individual's needs;
Assessing the return on investment of any training or development
programme and presenting it to core management team.
Workingwith various departments to produce programmes that are
satisfactory to all employees in an organisation, such as line
managers, accountants and senior managers at core management
team.
Developing and delivering effective induction programmes.
Devising individual learning plans.
Producing training materials for in-house courses.
Monitoring and reviewing the progress of trainees through
questionnaires and discussions with managers.
Evaluating the effectiveness of training and development
programmes;
Amending and revising programmes as necessary, in order to adapt
to changes occurring in the work environment;
Helping line managers and trainers solve specific training problems,
either on a one-to-one basis or in groups;
Keeping up to date with developments in training by reading
relevant journals, going to meetings and attending relevant courses.
Creation and/or delivery of e-learning packages.
Researching new technologies and methodologies in workplace for
faster learning

Job Element Analysis: Training Officer

Job Element
Training Need
Identification

Threshold
K: Knowledge of
conducting

Differentiating
K: Knowledge of
various models of
10

Training Need
Identification
for individuals as well
as for organization

Job Analysis

S: Ability to assess the

exact needs of
employees rather than
capturing the needs as
being told by their
managers
S: Ability to identify the
content of a job in
terms of activities
involved and attributes
needed to perform the
work

Performance
Management System

K: Knowledge of all the

job role/s exist in the
organization
K: Knowledge of PMS
cycle and all the
components of
Performance
Management System

Training Design

S: Ability to use PMS

effectively to identify
training needs
S: Ability to create a
blueprint for the
development of
instruction.

Return on Investment

K:Knowledge of various
designs like classroom
training, web based or
electronic format or
using combinations of
methods etc.
S: Ability to measure
the monetary benefits

training need
identification

S: Ability to articulate
the most important
outcomes
or
contributions
needed
from the position

S: Ability to evaluate
the current PMS system
and propose changes
from time to time

S: Ability to modify the

existing material based
on the target audience

S: Ability to present the

ROI data to the
11

obtained by
organisation over a
specified time period

Training Delivery

Verbal Communication

Training evaluation

K: Knowledge of
various kinds of costs
and expenses
incurswhile organising
trainings
K: Knowledge of
different
Styles of training
delivery
S: Ability to influence
participants with the
presentation style and
communication
S: Ability to convey
messages, ideas, or
feelings effectively
K: Knowledge of
different components
of the verbal
communication like
words, sound,
speaking, language
etc.
K: Knowledge of
Kirkpatrick's Four-Level
Training Evaluation
Model

management

S: Ability to make the

training highly
engaging for
participants

S: Ability to have the

most difficult
conversation with
difficult employees
with ease

K: Knowledge of other
tools
and concepts used for
measuring training
effectiveness.

S: Ability to analyse the

effectiveness and
impact of training, so
that it can be improved
in the future
BARS: Training Officer
Competenc

Level 1

Level 2

Level 3

Level 4
12

y
Incorporation
of new
methods

Beginner
Does not
invite new
ideas from
team, does
not even
accepts
others ideas,
works in her
own old style
Delegation of Feels
roles and
insecure
responsibiliti about
es
delegating
the tasks to
her
subordinate

Technical
expertise

Pressure
Bearing

Learner
Does listen
to new ideas,
but does not
take
initiative to
incorporate
them

Have started
delegating
randomly,
needs to
define the
task clearly
that will be
independentl
y managed
by Training
Associate
Has limited
Has sound
knowledge
understandin
about the
g about the
subject.
subject.
Hence,
Knows the
cannot
new
incorporate
methodologi
new methods es, ready to
of learning
incorporate
them

Cannot bear
pressure
when strict
deadlines are
demanded

Bears
pressures,
remain
positive
under
stringent
deadlines
but does not
meet

Advanced
Willing to
know and
explore new
ideas and
keen on
incorporating
them

Delegates
the work
properly
keeping in
mind the
potential of
the
employee

Knows her
area well.
Also, knows
what new
ways of
learning to
adapt.
Continues to
implement
new ways,
methods and
strategies of
learning
Can handle
pressure,
remains
positive ,
meets
deadlines
most of the
time

Expert
Believe in
continuously
improving
processes
and make
them more
efficient by
implementin
g new ways
Proficiently
delegates
the task and
also builds
the capacity
of the
employee

Has excellent
understandin
g and
knowledge
about the
subject.
Actively
participates
in all the
forums to
stay updated

Bears
pressures
easily,
remain
positive,
calm and
composed
under
stringent
13

deadlines
always

Writing Skills

Cannot write
effectively,
has an
unstructured
manner of
writing

Writes in a
structured
way,
focussing on
correct
grammar

Is correct
grammaticall
y. Uses right
vocabulary
and
punctuations
while writing
Listens
carefully and
comprehend
s the
message of
others who
are talking

Listening
Skills

Does not
listen
attentively
when others
are talking

Listens
carefully,
does not
interrupt
while others
are talking

Analysing
and
suggesting
solutions

Not able to
analyse the
training data
and provide
a possible
solution

Analyses it
with the help
of managers
and mutually
decides the
solution

Analyses the
data
independentl
y and comes
up with a
solution

Influencing

Influences
others in
situations
which are of
minimal
importance

Influences
others in
situations
which are
certainly
important in
a work place

Extent help
to other
team
members
and
Influence
others in
favour of her
team
members

deadlines,
able to meet
deadlines as
well.
Writes
perfectly and
effectively
without any
grammatical
error
Listens
carefully to
those who
are speaking
and responds
appropriately
or elaborate
wherever
necessary
Highly
competent to
analyse the
complex
data and
suggest
solution for
improvement
Influences
others and
groups in
situations
which are
very critical
and
controversial
at work place

14

Job Description of Training Manager

Job Title: Training Manager
Department: Training and
Development
Direct Reports: One (Training
Officer)
Required Qualification: MBA
(HRM) from a reputed

Based at: New Delhi, Country

Office
Reports to: Training Manager
No. of years of experience: 7-10
years in the similar role and
understanding of social sector
Preferred Qualification:
Certificate/Diploma in Training and
15

university/institute.
Core Competencies:
Passion
Accountability
Ownership
Commitment

Development Practices
Functional Competencies:
Budget Planning and Forecast
Train the Trainer
Training Delivery
Provide Leadership
Training Calendar
implementation
Job Purpose:Oversee the department, provide strategic vision, sets
performance metrics, evaluates productivity, and helps workers create
long-term career plans within the organization.
Job Responsibilities and Accountabilities:

Develop an annual budget to meet required targets

Devising a detailed training strategy for the organisation.
Plan the implementation calendar and ensure that all the trainings,
programs (in-house/external), material printing is managed within
the allocated budget
Lead and manage the Training team to ensure the achievement of
strategic objectives of the organization
Managing the delivery of training and development programmes for
senior managers and the key positions of the organizations.
Ensure employees are equipped with the requisite knowledge and
skills to complete their tasks successfully.
Delegate the instructions to training officer and review the quality
and efficiency of his/her work.
Provide leadership development education.
Trains instructors and supervisors in techniques and skills for
training and dealing with employees.
Prepare quarterly feedback reports on training groups, targets and
accomplishments and present it to core management.
Help employees create a long-term career plan within the
organization.
Ensure the quality of training delivery and assessment is as per the
organisational standards

Job Element Analysis: Training Manager

16

Job
Element
Budget
Planning
and
forecasting

Train the
Trainer

Strategic
vision

Threshold

Differentiating

S: Ability to prepare training

budget,
ascertain measures to
reduce the
training cost on an yearly
basis

S: Ability to use the funds

effectively so as to have
maximum impact with
minimal overhead cost

K: Knowledge of
mathematical tools used for
calculating Training Budgets
and allocating Budget for
various departments
S: Ability to train the training
team in delivering the
effective trainings
K: Knowledge of all the styles
of training delivery
S: Ability to define long term
strategy of training
department which is linked
with vision and mission of
the organization

Provide
Leadership

K: Good
knowledge/awareness of the
organization and industry for
which trainingsare to be
organised
S: Ability to lead the training
team/department efficiently

Training
Calendar
implement
ation

K: knowledge of various
styles of leadership and
knows exactly what style
works best for her/him
S: Ability to draft the annual
calendar in such a way that it
will meet the needs of each
and every individual

S: Ability to transfer the

experience and knowledge to
training team

S: Ability to present the

annual training plan to
theManagement, thereby
enhancing the importance of
Training programs by showing
linkage of Trainings to
Business Results

S: Ability to create pipeline of

leaders in training
department

S: Ability to list down and plan

all the trainings that will be
organised throughout the
year in the beginning of the
year itself
17

Training
Delivery

Devise
career
plan

K: thorough Knowledge and

understanding of identified
training needs across the
organization/departments
etc.
K: Knowledge of different
Styles of training delivery
S: Ability to influence
participants with the
presentation style and
communication
S: Ability to define a career
path within the organization
that reflectsthe aspirations
and professional
development of employees

K: knowledge of tools like

career progression etc.
Set Quality S: Ability to set quality
standards
standards in training
department and maintain
consistent quality in all the
programs

S: Ability to make the training

highly engaging for
participants

S: Ability to effectively use

career plan as a retention tool

S: Ability to ensure that the

delivery of training does not
go below the standards set

K: Knowledge of various tools

to assess the quality of
training delivery
BARS: Training Manager
Competenc
y
Planning

Level 1
Beginner
Plans the
activities in
advance,
keeps the
training
calendar
ready by 1st
of January
every year

Level 2
Learner
Has
developed 5
years
business
plan, knows
clearly where
she plans to
take the
organisation

Level 3
Advanced
Has been
able to
develop a
long term
strategy of
training
department
that will help
employees

Level 4
Expert
Has been
able to link
the strategic
plan with the
vision and
mission of
the
organization

18

for the entire

year

in next 5
years

Detail
Oriented

Overlooks
details
pertaining to
data/situatio
n while
planning

Have started
focussing on
details but
need to be
more alert
while
observing
data

Decision
Making

Frequently
changes the
decisions
taken, seems
highly indecisive,
does not
involve in
team in
decision
making
process
Works hard
to achieve
results but
mostly
delays the
work when
strict
deadlines are
in place
Works in
isolation,
doesnt see
herself as a
part of larger
organization
and only
focusses on

Sometimes
Involve team
in decision
making but
continues to
change
strategies in
short run

Result
Oriented

Organization
and industry
awareness

create a long
term career
path in the
organization
Plans taking
into
consideratio
n all the
major issues
but
sometimes
overlook
minute
details
Always
involves
team in
decision
making
process,
stick to the
decision
taken

Has strong
desire to
achieve
results,
mostly
meets the
deadline.

Always
meets the
deadline and
has high
drive to
achieve
results

Have started
interacting
with other
departments,
understands
their work
and modify
trainings as

Has reached
at a good
understandin
g about the
organization,
able to well
draft the
training plan

Plans taking
into
consideration
all the
relevant
details and
minute
details of the
data
Takes quick
and
confident
decisions,
involves
teams in the
process

Has been
consistently
meeting
deadlines
without
compromisin
g on the
quality of the
work
Has clear
understandin
g of
organization,
can
understand
the exact
development
19

delivery

per their
exact needs

based on
organization
needs

Manages
Conflict

Does not pay

attention to
team issues

Have started
listening to
team for
their issues
but not all
the time
approachabl
e easily

Accepts
others views

Does not
accept/listen
others view
point rather
dominates
her own view
on others

Listens to
others view
but mostly
give priority
to her own
view point

Regular
review of
progress

Rarely sits
with team to
review the
performance
of individuals

Have started
regular
meetings,
reviews
performance
and suggests
the future
course of
action

Easily
approachabl
e, actively
listens to
team
concerns,
suggests all
the possible
solutions
Accepts
others view
point but
does not
express if
has a
contradictory
view point
Not only
suggests the
future course
of action but
also helps
employee
develop in
the area that
needs
improvement

needs of
organization,
as well as
individuals
has proactive
approach to
conflicts,
ensures that
no conflict
arises at all
at any level

Respects the
views of
others and
gains their
acceptance

Checks with
employees
on a regular
basis on the
areas where
they stuck
often and
frequently
comes up
with a
solution

20