What is a Skill-shop
The term skill-shop is similar to work-shop. In the skill-shop the focus is on developing specific skills to carry out a given task or activity with some level of proficiency. For example you learn about a KRA or KPA (Key Performance Area) theoretically first in a knowledge session while you actually learn and set a KPA or plan your own key performance areas (KPAs) in a skills shop. In a skillshop the focus is on doing while in a knowledge session the focus is on listening, reading, learning, understanding. I am giving below illustrations of two skills shops we have designed. One is meant for any line Manager or a beginner in HRD and the second one is meant from those who like to develop various skills in Performance Management.
In a skill shop the participant actually carries out a task under the guidance of a facilitator and gains expertise at a basic level. For example after going through the following skillshop for about 12 to 15 hours or two days it is expected that every participant will be able to plan his/her performance for the next one year, accounting for 2000 hours of time, maximising the utilisation of his/her competencies, identifies his/her competency gaps, prepares a development plan, reviews performance of him/herself using the performance equation and undertakes a Performance conversation or PRD with his/her boss. The skillshop proides the required skills to do all these activities. Note that these activities or skills are broken down into various skills under each session. The skillshop provides a guided practice. the participant may work on actual situations bringing reality into the classroom.
Note that each skill based session starts with a review of basic knwoeldge and cocnepts. The conceptual understanding stregthens the skill development as skills normally stand on knowledge. Other wise it is building a hosue without strong foundation. It is possible to build skills without knowledge but it is desirable to build on a strong foundation.
TVRLS “SKILL-SHOP” on PERFORMANCE MANAGEMENT
Session
Schedule: PMS Skill-shop (22nd and 23rd June, 2015)
Facilitators:
Dr. T V Rao, Dr. Raju Rao, Ms. Himanshi Shah
Day 1
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2.5 hours Session
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Content/skill Theme
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Guided Activity for skill development
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Session 1
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Plan your own Performance
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Review Basics
Formulate
KPA/KRA’s and Plan your performance to maximize Talent utilization and account
for 2000 to 2500 hours. Get it reviewed by your seniors after getting it
wetted by facilitator
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Session 2
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Give
Effective Performance Feedback?
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Review Basics
Prepare a series of scripted feedbacks after
identifying the nature of feedback you like to give for any select five
individuals
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Session 3
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Conducting
good Performance Conversations and Review Discussions
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Review Basics
Role play in Performance coaching using cases given
in the workbook or alternately try an actual PRD with a junior you have in
mind
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Session 4
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Identify
Developmental Needs and Preparing IDP’s (Individual Development Plan)
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Review Basics
Identify your own developmental needs or those of a
team of your employees from their Performance plans through role play
dialogue or actual dialogue. For actual dialogue you will be required to have
a telecom.
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Session 5
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Reduce biases in
Performance Ratings
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Review Basics
Analyze your own or any one of your juniors
performance for the last one year and rate him objectively and discuss with the
team how objective you had been.
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Session 6
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Any other skill of your choice
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Example:
Redesign your PMS and prepare an implementation plan to enhance its impact
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Session
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closing
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TVRLS “SKILL-SHOP” on HRD for LINE MANAGERSSession
Schedule: Skill-shop (15th & 16th June, 2015, Ahmedabad)
Facilitators:
Dr. T V Rao, Dr. Raju Rao, Ms. Himanshi Shah
Day 1
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2 hour Session
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Content/skill Theme
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Guided Activity for skill development
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Session 1
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Recruitment
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Review Basics
Identify competency profile and Design (i) an advertisement, (ii)
application blank, (iii) interview schedule, (iv) psychometric tests or (v) a
recruitment strategy for a specific role
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Session 2
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On Boarding
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Review Basics
Design an on-boarding plan for a new entrant or for
a lateral entrant using principles of assimilation and integration. The plan
should contain on-boarding at various levels: individual, role,
team/department and the organization
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Session 3
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Learning & development
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Review Basics
Design a L&D or capacity building strategy or
plan for a series of roles starting with need identification, awareness
creation, L&D or capacity building plan, ownership creation, execution,
and evaluation
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Day 2
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Session 4
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Succession Management
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Review Basics
Design a succession management plan for a given set
of critical roles
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Session 5
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Performance Management
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Review Basics
Critically examine your system and prepare a plan
for improvements in any one or more of the following: Performance planning
through KPAs/KRAs and goal setting, Competency development, Performance
analysis, performance conversations and PRDs.
Alternately write a case of a difficult employee or
an average junior and practice PRD skills using other participants.
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Session 6
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Employee Engagement
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Review Basics
Design an employee engagement survey questionnaire
to be administered back home along with an analysis and utilization plan
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Session
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closing
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