PROJECT SUBMISSION FORM

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Date of Submission: / /

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Valid Email ID:

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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.

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Please do not copy the content in your project. This is a sample just for your reference
 Certified Learning & Development Program

Project 1 On Assessment Center

Section 1- Project summary (This should ideally be written after the completion of the
project)
Project summary should be a one page abstract inclusive of:
i. Objective (half a page)
ii. Scope of project in terms of Department/ positions and industry (half a page)
iii. Methodology followed (Put 2-3 lines about what steps you have followed or if
you have added some other methodology)
iv. Brief overview of Findings/Conclusions (What are your key findings in each step
- not more than a page)

Sample Format:
Section 1: Project summary (As shown below, project summary
should cover the following points)
1.1 Objective

i. Objective of the project:

To design an Assessment center for the Learning and Development team at Xylus for the roles of
L&D Manager, L&D Specialist, and Training Coordinator.

To be able to identify the correct set of competencies required to perform the role effectively

To be able to identify the appropriate set of assessments to evaluate the effectiveness of eth right
candidate

ii. Scope of the project:

Industry:IT/ Internet
ABC Technologies is the world leader in Content Delivery Network (CDN) services, making
the Internet fast, reliable and secure for its customers. The company's advanced web
performance, mobile performance, cloud security and media delivery solutions are
revolutionizing how businesses optimize consumer, enterprise and entertainment
experiences for any device, anywhere.

Department: Learning & Development Department

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 ABC Technologies is expanding at a very fast pace, to keep up with the number of people
joining the organization it has become essential that the Training team needs to expand as
well.
The Learning & Development Manager has recently moved out of the company and that has
resulted in a vacancy for the role. In addition to the manager, there are 3 more positions to
be filled, they are a Learning Specialist, and two training coordinator.
The Assessment center has been put in place to ensure that the right candidates get chosen
for the role and the candidates are given ample opportunities to prove their worth.

Positions to be assessed by the Assessment Centre:

Learning & Development Manager
Learning & Development Manager
Training Coordinator

Methodology Involved

Role Outline Identification of Knowledge, Skills, Abilities and Attributes, Tasks

Identification of Functional knowledge, skills and competencies.
Designing Assessment Matrix to assess 12 KSAs and evaluating each candidate on the
competencies using BARS.

iii. Brief summary of findings of each section of the project (Use same Section heads as
given below)

Assessment Centers are powerful when administered correctly. They look at each and every
aspect of the job.
Assessment Centers help in the following:
To identify vacancies/requirements and to recruit appropriate employees
To ensure that proper match between job requirement and personnel take place
They provide us with a lot of data about each candidate which can help the HR team
decide on various issues.
They are very flexible and can be used to evaluate the most senior person to the
junior most level.
It is a very fair and objective method of evaluation
It helps the candidates be aware of skills they did not know they had
Administer compensation, benefits and performance management systems, for the
employees

iv. Conclusions

In conclusion, the assessment centers designed in this project are a direct result of the real business
need of the organization. This assessment center is perceived of high value facilitating the
achievement of the goals set by the organization and hence all the stake holders willingly have given
their inputs while designing the assessment matrix.

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Sample Format:
Section 2:
Section 2- Creating a Job Description (Please make at least three job descriptions)

Step 1: Write a detailed Job description along with a detailed key responsibility areas or key deliverable
along with Academic qualification and experience criteria.

Step 2: Along with the KRAs also mention any other tasks which people in that role handle.

Job Description of Training Associate

Job Title: Training Associate Based at: New Delhi, Country Office
Department: Training and Development Reports to: Training Officer
Direct Reports: None Experience: 1-3 years in the similar role and
understanding of social sector
Required Qualification: Bachelors degree Preferred Qualification: Masters degree in
from a reputed University Human Resource 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
Keeping data of training materials up to date with the help of Training

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 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

Sample Format:
Section 3:
Section 3- Job Element Analysis (JEA) and Identification of Competencies (Please make JEA for the
job descriptions, these given below are just sample)

Job Element Threshold Differentiating

Process Payroll inputs
Knowledge:
Knowledge of allowances,
deductions, overtime,
garnishments, tax,
overpayments and employee
superannuation processes
Skill: Demonstrates advanced
process knowledge and
resolves complex queries
related to processes; takes
ownership to establish
existing processes and embed
changes

Skills:
Demonstrates end to end
process clarity of own team
processes and shows clear

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Resolve Customer Queries
Display customer centric
behaviours
Maintain visual dashboard
Contribute to project delivery
Adhere to process and
policies
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understanding of upstream
and downstream across HR
operations
Knowledge: Skill:
Understands operations Target achieved on SLAs with
specific to payroll systems and zero errors and 100% quality
related tasks score
Skill:
Ability to resolve customer
queries within SLAs. Meets
metric for quality, errors and
productivity
Knowledge: Skill:
Good know how of the Applies linear and logical
banking/customer service thinking to identify critical
industry elements of the problem and
address it
Skill:
Demonstrates clear
understanding of the problem
through identification of key
issues
Knowledge: Skills
Knowledge on key metrics the Represent trending and data
team is measured on insights based on historical
data
Skill:
Create dashboards that call
out all key metrics and
accomplishments of the team
Knowledge: Skill: Independently work to
Understanding of basic deliver on projects
project activities
Skill: Support Production
Leads/Managers with
projects/initiatives
Knowledge: Skill:
Sound knowledge of payroll Expert knowledge on the
process and policies payroll systems, process and

Skill:
Provide accurate payroll
inputs.
Process improvement idea
generation at least 1 per year
Risk and Compliance Knowledge:
Understand ANZs core values
Skill:
Ensure all process are
documented and fully
compliant
policies
Generate and implement
process improvement ideas
Skill:
Ensure team adheres to all
applicable Work Instructions.
Critical review updates prior
to implementation to ensure
they are with n the guidelines
set by the WI Governance
framework

Sample Format:
Section 4:
Section 4- Creating an Assessment Matrix (Other assessment tools which can be used are in-tray
exercises and simulation exercises which involve relevant IT technology for development and
implementation. The evaluation of the performance of the incumbent shall require development
of BARS for each tool taking into consideration the skills and competencies being assessed
through the tool)

Assessment Matrix is created by putting up the competencies identified

SL KNOWLEDGE/SKILLS/COMPETENCIES Case Knowledge FIROB Assigned In Tray BEI* LGD**

NO study Test Role Exercise
Group
1 Brand & Category Knowledge
2 Market & competitor Knowledge

3 Planning & Monitoring

4 Customer Understanding
5 Knowledge of Execution standard

6 Outlet segmentation
7 Sales Technique
8 Negotiation
9 Cross functional working
10 Understanding of ROI(Return on
Investment)
11 Understanding of Business
performance indicators(Commercial
acumen)

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12 Analytical ability
13 Business review
14 Process orientation
15 Coaching Skill
16 Passion for Sales Result
17 Executive Presence
18 Emotionally Intelligent
19 Leadership
20 Adaptability
21 External Engagement
22 Joint Customer planning
23 Promotion effectiveness & evaluation

24 Vendor Universe(Knowledge)
25 Reverse auction Knowledge
26 Working with agencies

*Behavioral Event Interview (BEI)

** Leaderless Group Discussion (LGD)

1) Case-Study

Tool Type: A case-study is a research methodology common in social science.

Richard is a 28-year-old restaurant manager at an independently owned restaurant in the

North West America. He graduated from university in hotel management and took up the
role of restaurant manager out of passion after having served for nine months as a Head
Waiter in a restaurant. Overall he carries a total of 5 years of experience in this industry.
He manages the overall operations of the restaurant with 20 direct reports, handles
customer complaints and needs to have a handle on any personal and professional staff
issues.
Out of 20 reports, 8 are the kitchen staff at Commi I, II and III level, 7 manage the
service of 50 cover fine-dining restaurant, 3 take care of housekeeping and utility services
and the rest oversee the operations.
The restaurant has been lively and has been a profit center for last two years. Richard has
decided to expand operations and open another restaurant (similar one -50 cover fine
dining restaurant) under the same umbrella in next Corner Street in nine to twelve months
of time.
For this Richard needs to identify and groom members out of 20 direct reports to take up
higher level responsibilities and also plan out the budget, operating expenses and other
costs involved in expansion of business.
He also needs to get fresh members into the team.
Assume you to be Richard and plan out the Individual development Plan for the team
members who would take up higher level responsibilities.

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 Chalk out the manpower requirement and develop a method of interviewing candidates
keeping the new roles in mind.
For the new restaurant summarize the total budget available and operating costs involved
in expansion of business.

2) Role-Play

Tool Type: A role-play tool is where the players physically perform the characters
actions.

The task is to produce a simple project plan for making and laying down a cooked
breakfast for a group of 45-50 customers in 30 mins of time period. The incumbent shall
be assigned the role of a team leader, leading a team of 5 members including the kitchen
staff and the service staff.

The team leader shall be asked to make a presentation of how the task is divided into sub-
tasks and work allocation among the team members. To add the financial element into
this, the plan must also show a breakdown of costs involved and a structure to monitor
the budget for the project by each separate item.

Pens, Paper and a laptop can be issued to every team leader. The exercise need to be run
in a demo restaurant with all ingredients and other food items available.

3) Written-Test

Instructions:

1. This assessment should be completed in 45 mins.

2. There will be no negative marking for any wrong answer.

This test has been developed based on the needs and requirements of the role and the changing
industry trends. This assessment is intended to check the knowhow of the restaurant Industry.

1. While facing rush hour at your store, you suddenly find that you are out of chutney
although a large quantity had been prepared well in advance. What will you do?
2. You have just received a complaint about your dish from a loyal customer. What will you
do to handle the situation?
3. Preparation of income statement and deriving operating cash flows.

Waldorf, Co. had the following transactions during the month of August, 2006:

* Cash received from bank loans was $15,000.

* Dividends of $7,500 were paid to stockholders in cash.
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 * Revenues earned and received in cash amounted to $28,500
* Expenses incurred and paid were $21,000

What amount of net income will be reported from an income statement for the month of
August, 2006?

4) One-on-One discussion

This is based on BEI pattern and the following questions can be posed to the candidate.
a) Give a specific example of a time when you had to address an angry customer. What
was the problem and what was the outcome? How would you assess your role in
diffusing the situation?

b) Describe a situation in which you were able to effectively "read" another person and
guide your actions by your understanding of their individual needs or values.

c) Describe a time when you took personal accountability for a conflict and initiated
contact with the individual(s) involved to explain your actions.

d) What have you done to improve relations with your customers?

e) What kinds of problems have you had coordinating technical projects? How did you
solve them?

f) Tell us how you go about delegating work?

Behaviourally Anchored Rating System

# COMPETENCIES LEARNER ADVANCED EXPERT

Is inconsiderate to others Helps others to feel Listens and asks

and their feelings. All valued by showing questions to assure
matters are dealt with in empathy, respect, understanding and
like manner. Shows no patience, and appropriate response.
concern or truthfulness. Aware of Fosters pleasant work
acknowledgement of distinct personality types environment by
individuality of others or of others and is able to eliminating barriers to
1 Interpersonal
of situations. Does not tailor interactions miscommunication and
try to build effective appropriately. Takes into recognizing each
working relationships. consideration all aspects persons contribution to
Does not exhibit of a situation before the team. Able to
empathy. Incorrectly responding to an mediate disputes and
interprets emotions, individual. Helps people diffuse tense situations.
actions or messages of feel valued, appreciated, Actively seeks feedback

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 others. Thinks only of and included in from others to identify
self; shows disrespect for discussions. Establishes ways to improve.
effects of own actions on positive relationships; Anticipates actions,
others values the contribution of arguments from others
differences perspective and responds
appropriately.
Excellent coordination of
programs, assignments,
Consistently meets and agendas
deadlines, even under Thoroughly integrates
pressure the work of other
Misses deadlines
Continually demonstrates departments and/or
frequently
efficient use of work time agencies
Needs assistance
Effectively prioritizes Regularly completes
planning work flow
assignments, agendas, assignments ahead of
Planning Has difficulty
2 tasks, and programs schedule
&Organizing appropriately prioritizing
Competent in anticipating Anticipates needs and
assignments, agendas,
the need to rearrange steps required to
tasks and programs
priorities complete assignments
Has inadequate
Prepares for meetings in and prepares for future
organizational skills
advance assignments
Maintains consistent and Continuously strives for
orderly work flow improved productivity
Has excellent
organizational skills
Listens carefully to the
speaker, absorbs the
Listens carefully to anyone content and applies
who is speaking and cognitive ability to
Does not listen
comprehends the elaborate on the
3 Active Listening attentively when others
message; doesnt arguments, provides
are speaking
interrupt others when counter argument, and
they are speaking find flaws if any only
after the speaker
completes
Adroit in speaking with
Use gap fillers or
Articulates his/her ideas in apt usage of vocabulary
Presentation& stammers while speaking
4 a logical & sequential and ensures that the
Communication and doesnt express ideas
manner audience understand the
in a logical manner
message as it is intended
Tends to isolate Consistently works with Frequently uses
themselves from others others to accomplish goals opportunities to work
while working toward and tasks. Treats all team with others as a teaching
team goals and members with a tool to impart
5 Collaboration
objectives. respectful, courteous, and organizational knowledge
Treats other team professional manner; and help others succeed
members with hostility or supports team despite Builds loyalty among
indifference. different points of view or other team members

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 setbacks. Considers the promotes the;
views of other people incorporates the
when analyzing a situation viewpoints of team
or developing a solution. members to the
Procrastinates when Approaches change with a
there is needed change positive attitude. Exhibits Anticipates change and
of adjustments. willingness to comply with creates backup plans
Consistently exhibits a change; takes change in before change occurs.
negative attitude toward stride. Quickly responds to Consistently copes with
change. Challenges new change and determines change without incident.
work procedures. Avoids need for additional Understands the need for
6 Adaptability complying with new adjustments. Copes with change and embraces
requirements or work change without incident. new work procedures.
situations. Exhibits Carries out instructions as Consistently exhibits
aversion to change. given for implementing optimism, enthusiasm for
Consistently complains new tasks/procedures. change. Consistently
about change. Fails or Quickly modifies behavior overcomes obstacles
hesitates to implement to deal effectively with resulting from change.
change as required change.
Does not take Anticipates possible
responsibility for making Makes quality decisions problems with decisions
even routine decisions; within a reasonable and develops solutions.
leaves decision making to timeframe. Uses resources Consistently makes
others. Unable to make and experiences to make a decisions in a timely
decisions on issues and decision. Able to make manner. Willing to accept
problems related to work decisions on issues and responsibility for
area. Makes decisions problems related to the decisions even if results
beyond scope of work. Draws from were less then optimal.
7 Decision Making authority. Does not experience, analyses, Consistently solves issues
attempt to seek and/or reference to reach using past experience
solutions. Fails to draw conclusions. Addresses and analyses to avoid
from past experience for problem areas and makes potential problems.
problems solving. Ignores decisions for corrections. Consistently creates
problems rather than Brings complex problems relevant options for
making a decision on to supervisor, but also addressing problems.
laction required. Does brings ideas to resolve Looks for opportunities
not make decisions in a them. to solve issues before
timely manner. they become problems.
Willingly provides Anticipates needs and
Consistently fails to
assistance and useful regularly stretches
provide assistance and
information to meet beyond normal
information to customer
needs; takes appropriate responsibilities to
or begrudgingly provides
actions to provide provide excellent service;
8 Customer Focus minimal service; fails to
accurate information; takes ownership of
identify or solve service
assumes ownership of issues, actively seeks
issues; does not
issues and takes ways to improve service;
incorporate learning
appropriate steps to makes useful
from past mistakes.
correct problems. improvement

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 suggestions to the
appropriate manager or
leader.
Actively listens to the Is proactive so that no
Does not pay heed to any complaints and tries hard conflict arises between
Team
9 complaints and is to build up a common team members, in case
Management
unapproachable wavelength between of any conflict, definitely
team members comes up with a solution

Sample Format:
Section 5:
Section 5 Exercises/ Games/Instruments

Assessment Matrix Learning & Development

Knowledge
Role- Case- Psychometric In-Tray Presentat Written
# /Skills/Compete One on one
Play Studies Test Exercises ion test
ncies

Knowledge of
1 Learning
Principles

Industry/Busines
2
s Knowledge

Knowledge of
3 Customer &
Personal Service

4 Interpersonal

Planning &
5
Organizing

6 Active Listening

Presentation &
7
Communications

8 Collaboration

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9 Decision Making

10 Adaptability

11 Customer Focus

Team
12
Management

Tools to assess competencies:

There are many tools to assess competencies. The use of tools depends upon the type of competencies
to be assessed. For this assessment center the following tools will be used

1. Psychometric Test - MBTI

2. In basket Exercises
3. Prepared Presentation on Business Communication
4. Training industry Case Study for Planning & Organizing; Decision Making
5. Role Play :Training Need Analysis (Training team & Line manager)
6. Written Test :Designing a Training Program
7. One on One Interaction

Evaluation Sheet for case study

Evaluate each candidate on the following competencies

Competencies Basic Intermediate Proficient

Knowledge of
Learning Principles

Industry/Business
Knowledge

Knowledge of
Customer & Personal
Service

Interpersonal

Planning &
Organizing

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 Active Listening

Presentation &
Communications

Collaboration

Decision Making

Evaluation Sheet for Role Play

Evaluate each candidate on the following competencies

Competencies Basic Level Intermediate Level Proficient

Knowledge of
Learning Principles

Industry/Business
Knowledge

Knowledge of
Customer & Personal
Service

Interpersonal

Planning &
Organizing

Active Listening

Presentation &
Communications

Evaluation Sheet for Presentation

Topic:Prepare a 30 minute presentation on any one Business skill. You may include activities, games,
and videos as part of your presentation. Please carry your presentation in a pen drive.

Evaluation Template :Presentation Effectiveness Criteria

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To what extent did the presentation
1 2 3 Comments
represent the following features?

Purpose communicated clearly.

Organized and easy to follow.

Presenter exhibited a good understanding of

topic.

Presenter was well-prepared.

Presenter spoke clearly/effectively

Time for presentation used effectively.

Slides enhanced presentation.

Presenter responded effectively to audience

questions and comments.

Presentation was done in a way that engaged

audience.

Body Language was in sync with the

presentation
What did you like most about the presentation?

What areas might you suggest for improvement not listed above?

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The schedule for the Assessment Center
Day Time Activity Location
01 02.00p.m. Welcome to the assessment center Training Room I
01 02.15p.m. Brief on all the activities and process Training Room I
01 02.30p.m. Psychometric Test Training Room I
01 3:00-5:00 p.m. Case Study Discussion & Presentation Training Room I & II

01 5:00-5:15 p.m Tea Break Cafeteria

5:15 -6:00 p.m. Brief about Day 2 Training Room I
02 08.30a.m. In Basket Exercise Training Room I & II
02 10.00a.m. Tea Break Cafeteria
02 10.30a.m. Prepared Presentation Conference Rooms 1-5
02 12 noon Written Test Training Room I & II
02 01.30p.m. Lunch Cafeteria
02 02.00 p.m. Role Play Conference Rooms 1-5
02 04.00 p.m. Tea Break Cafeteria
02 04.30 p.m. Interview Conference Rooms 1-5
02 06.30 p.m. End of the process.

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