CAPABILITY

ASSESSMENT
Group Talent & Culture
June 2021
Why do we conduct Capability Assessment?

We have determined the necessary required levels of employee

skills, knowledge and abilities for successful performance in a
particular role and compare employees against those
requirements.

Li
Identification of ne Clarify standard of
e
required skills and ye
o M
an excellence required
abilities to be
pl

ag against different skills

Em

successful in their er and abilities

current role

Supports a more
specific and objective Provides a clear
assessment of their foundation for dialogue
strengths and target to occur with direct
areas for professional reports
development.
How does Competency Assessment Works & Impacts

Updated Functional & Leadership

Competency Frameworks

Embedding of Competencies in HR
Processes through Technology

HR Team and Line Embraces

these Competencies

Best Talent Contents are developed in accordance with

Management Competencies and are mapped in technology
Practices
Mapping against required
Competencies & Identify GAPS

Employee and Line take ownership

of self and teams' development

Reward & Recognition for self directed

development and link it with accountable system.
How does Competency Assessment Works & Impacts

Best Talent Practices Achievement Level Opportunities

Updated Functional &  Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak

Leadership Competency
Frameworks

Embedding of Competencies  Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak

in HR Processes through
Technology

HR Team and Line  Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak

Embraces these
Competencies
How does Competency Assessment Works & Impacts

Best Talent Practices Achievement Level Opportunities

Contents are developed in

 Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak
accordance with Competencies
and are mapped in technology

Mapping against required  Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak

Competencies & Identify
GAPS

Employee and Line take  Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak

ownership of self and
teams' development
How does Competency Assessment Works & Impacts

Best Talent Practices Achievement Level Opportunities

Reward & Recognition for self

 Alsja;sjalsda;lsdjlajdl  Ajldja;ldsjaldjak
directed development and link
it with accountable system.
Evolution of Capability Assessment|2018-2021

Manual to Digital Inclusion of Awareness & Maturity

Leadership Framework (AM to EVP)

Functional Competencies
FC Identification With - Functional Heads

Organizational Competency Validate , Refine and

Business Strategy Identification Endorse

 Analyzed work roles and

Generate Functional
processes
Competency
 Researched global
Framework
benchmarks
 Gathered data through
meetings and focus groups
Leadership Competency Framework

GM/EVP: (Strategic Excellence, Inspire & Build Human Capital and Manages
Managing Complexity)
Function

MGR/SM: (Stake Holder Management, Planning & Execution and Decision Making)
Managing
Others

Assistant Manager: (GRIT, Learning Agility and Self Awareness & Development and Communication)

Managing
GM/EVP: (Learning Agility and Communication)
Self
Capability Assessment – Employee Engagement

PTCL
HQ
CENTRAL
SOUTH 99% 98%
NORTH 99% 94% 95%
98%

82%

93%
91% + 22.6%
71.4%

Increase in
self assessment
85%

20.7% 21.9%
18.0%
10.7%

2098 529 610 644 315 3440 700 974 942 824 3476 612 1102 948 814

2019 2020 2021

How does Competency Assessment Works & Impacts

Recruitment

1 Better & efficient recruitment and retention standards.

Performance

2 Ensure that employees demonstrate sufficient expertise.

2

3 Provide more customized trainings along with

3
Competency Talent Reviews tracking of learning and development impact on
Framework performance.

4 Performance Management

Training & Development 5 A common understanding of critical success factors

and desired behaviors within the organization
promotes a common culture.

Reward & Recognition

Integration of organizational processes to

competencies helps the interpretation of
organizational goals in day-to-day life.
Global Practice for Successful Implementation

1 - Alignment Competencies impact more when they are linked with accountable system.

2 - Integration Major learning and development interventions apply the findings from competency
assessment in order to help employees bridge the Gaps

3 - Communication Competency standards alone produce little effect, and they must be actively communication
to all stakeholders

Employees along with line managers use this platform to properly assess the gaps and
4 - Utilization formally request for any associated trainings when required.

5 – Self Directed Competency assessment systems that are too complex usually fail, focus should be on core
competence areas that may produce the results for employees with relatively lesser push and
involvement.

6 – Acculturation They work better and give results once part of the culture, where leadership takes
accountability and organizations have mature processes.
Capability Assessment Process @ PTCL

As Is Process Maturity Area of Improvement

DEVELOPMENT

 Competencies were developed and  Competencies need to be revised as

COMPETENCIES finalized in 2017 and currently mapped per current job roles due to
against all functions. organizational changes.
ASSESSMENT PROCESS

EMPLOYEE SELF  More than 94% management employees  N/A

EVALUTION completed their self evaluation.

MANAGERS  People managers should take more

 Around 60-70% people managers
VALIDATION ownership of the process to inculcate
participated to and complete validation.
the feedback culture
OUT PUT

COMPETENCY  Reports are shared with L&D  Development goals should be updated
GAPS department along with HRBPs to use and maintained.
the insights to develop customized  Training calendar for physical and digital
interventions and further discuss during trainings should be offered based on
TRM meetings. reports.
 Integration of competencies with PMS
Similar development activities within HR

Department Process Name Frequency Mode Scope Report

CAPABILITY Insights shared with L&D

TM&C Annual Oracle AM - GM
ASSESSMENT and HRBPs

OD/HRBPs DNA Annual Manual (Meetings) AM – GM -

PERFORMANCE PMS Bi-Annual Oracle AM - EVP -

LEARNING &
TNA Annual Google Based Form AM – SM -
DESIGN
Thank You