TVRLS Skill-shops

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
2.5 hours Session	Content/skill Theme	Guided Activity for skill development
Session 1	Plan your own Performance	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
Session 2	Give Effective Performance Feedback?	Review Basics Prepare a series of scripted feedbacks after identifying the nature of feedback you like to give for any select five individuals
Session 3	Conducting good Performance Conversations and Review Discussions	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
Session 4	Identify Developmental Needs and Preparing IDP’s (Individual Development Plan)	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.
Session 5	Reduce biases in Performance Ratings	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.
Session 6	Any other skill of your choice	Example:  Redesign your PMS and prepare an implementation plan to enhance its impact
Session	closing

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
2 hour Session	Content/skill Theme	Guided Activity for skill development
Session 1	Recruitment	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
Session 2	On Boarding	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
Session 3	Learning & development	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
Day 2
Session 4	Succession Management	Review Basics Design a succession management plan for a given set of critical roles
Session 5	Performance Management	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.
Session 6	Employee Engagement	Review Basics Design an employee engagement survey questionnaire to be administered back home along with an analysis and utilization plan
Session	closing