Competency-based interviews (also known as behavioural or situational based interview) are pre-designed structured interview that aims to test one or more specific skills. For instance, a job applicant might have good interpersonal skills, but will not be competent to join a company as Business Development Manager unless he/she possess adequate education/experience (knowledge) and behavioural (attitude) deem required to the role.
How does interviewer ask the right question to interviewee and draw out the pre-decided criteria and marked accordingly? You will find these answers in the 2days CBI Workshop. Besides, the focus of the workshop not just on how to ask the right question but the tips of marking down the rating based on the feedback received.
The highlight of the workshop:
- Effectiveness of using assessments tool in interview
- Identify the key competencies of each role
- Turning competencies into interview questions
- Develop structured competency-based interview
- Setting up the rating scale
- Case studies and cross-checking methodology
Training Need Analysis
Training Needs Analysis (TNA) is the process in which the company identifies training and development needs of its employees so that they perform do their job more effectively. It involves a complete analysis of training needs required at various levels of the organisation.
We offer TNA analysis for corporate to understand their training and skills development requirements of all members of your network. It is one of the key steps in preparing a training plan and will provide corporate with information on which to base the training matrix for talent development. It enables you to:
- Identify the gap between current and required levels of knowledge, skills and aptitude
- Identify what the general content of training should be
- Form the foundation of a training plan
- Provide a baseline for the evaluation of a training plan
- Ensure that appropriate and relevant training is delivered
- Maximise use of scarce resources