I have attached required forms under Apprentice Act – 1961 for your ready reference in Excel Format.
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Objective:
FGD technique is used to identify job relevant competencies for a particular position/job/job family.
Participants:
3 – 5 persons representing a particular function/job family.
Duration:
90 – 120 minutes
Process:
1. Introduction and Explanation
§ Introduce yourself and group members; this step is taken to set the tone of the discussion. Explain the purpose of FGD and put the FGD process in the context of overall competency project. Also, explain the rules of FGD.
2. Discussion
§ Conduct discussion by first reviewing the primary tasks and responsibilities of the job to be analyzed. Combining with the list of some logical competencies we gather during desk study, this review process might provide us with further insights about types of competencies that should be included.
§ Discuss/interview each key areas of tasks/responsibilities of the job; and ask what are the critical behaviors, knowledge and personal attributes for each tasks. The examples of these critical elements will be used to provide indications of competencies.
§ To organize the discussion/interview process, we may focus on three main categories of competency for each of the job/role:
o Managerial
o Technical
o Personal attributes
§ Organize the list of critical behaviors based on similarities and patterns; and identify predominant competency reflected on that list
§ The following are suggested questions when we conduct discussion:
o Regarding the Job:
§ What are general responsibilities and tasks of the job?
§ Are there any types of tasks that should be prioritized?
§ Which responsibilities/tasks take up most of the time during the week?
o Regarding the Person:
§ What kind of work attitude that an individual should perform in this job?
§ What kind of specific knowledge/technical expertise that an individual should posses in this job?
Click Here To Download Appendix 3 – FGD Guide
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