And How

Our Vision

  • To fulfill the gap between Students’ Skill – Employers’ Technical and Behavioral Expectations of Engineering Corporate.
  • To understand that engineering is about using science to find creative, practical solutions and It is a noble profession.
  • To build people not just curriculum.


What is Competency?

  • Competencies are the knowledge, skills and abilities that influence one’s job.
  • The competencies on the form are behaviors that all employees should practice.
  • These are considered core competencies and are included in the competency assessment portion of the Employee Planning, Assessment & Development.


Competency Assessment Levels.

  • Excels – Performance in this competency would be “benchmark.” This student should be used as an example or role model.
  • Meets Requirements – Performance should exceed “Acceptable” standards. This student would be viewed as a strong contributor.
  • Some Attention Needed – Performance does not yet meet the standard. Ways to develop this competency should be discussed.
  • Not Applicable – Not Applicable. This is used only when a student has no relationship to a particular competency.

Competency Gap Identification

Competency gap is defined as the difference between the current competency level of your employees and the required competency level.

  • The companies and institutions experience a gap (“the competence gap”) between the existing knowledge in the organization and the needed knowledge.
  • This gap has come into being because the market is demanding and only companies / institutions that adapt to these higher demands will survive.
  • These demands deal with quality, price, time of delivery etc. That means students have to learn new skills, both regarding to the product or the service produced and to the marketing and transport of the product.


Competency Assessment.

Competency based assessment is a process where an assessor works with a student to collect evidence of competence, using the benchmarks provided by the unit standards that comprise the corporate requirements. It is not about passing or failing a candidate and evidence collection is more than just setting a test. Through preliminary assessment of core competencies, the proposed training content and level of training will be adjusted for every program. Prepared competency matrix will be used as a tool for preparing Learning Matrix.


The Learning Process

  • Preliminary screening of delegates to identify their present level of competencies.
  • A competency matrix prepared to analyze individual as well as overall competency levels.
  • Training sessions will be adjusted from 3 to 5 days based on average competency level of delegates.
  • There will be 2 course-works per course that the delegates have to undergo as a part of training.
  • These course-works are used as a tool to analyze the improvement in existing / new competencies.
  • To retain the training connect, a final assessment (either in person or online) will be conducted after 30 days of training.
  • Overall feedback on competency improvement will be given by subject matter experts after that.