Competency Name: Result Orientation

Broad Definition: Demonstrates a drive to accomplish results with a focus on timely delivery and quality. Ensures rigor of discipline in implementation by creating high performance
work cultures built on best practices. Leverages organizational capability to deliver results

Criteria L1 L2 L3
I Criteria for defining
proficiency vis-à-vis NA
NA NA
knowledge & skills

1.Precondition
[ Expressed as a
prerequisite - in terms of
NA
NA NA
academic qualification
AND / OR industry
experience (whichever is
2. Knowledge •
Clarifies details of the tasks/assignments before •
Successfully manages competing demands using •
Sets objectives in congruence to the strategic objectives
[Expressed as Area of commencing work techniques such as time-management, delegation & of the organization
knowledge and not skill, •
Apportions time efficiently to meet deadlines. prioritization •
Consistently achieves results in tougher and more
includes knowledge of
Maintains a schedule •
Utilizes budgeted resources responsibly to achieve challenging situations
process, methodologies,
concepts and tools.]
•
Consistently adheres to standards planned results •
Establishes high standards and benchmarks for
•
Checks result for accuracy/completeness & •
Keeps abreast of quality tools available that can help personal and team performance
takes corrective action if required improve processes for better productivity •
Ensures that evaluation processes/ programs are in
•
Uses basic tools to improve job efficiency •
Reviews all parts of a job to ensure that the results are place to measure effectiveness as well as efficiency
•
Follows up with concerned stakeholders as & complete & standards met •
Prioritizes and allocates resources to ensure results are
when required • Identifies when to stop investing resources on a task achieved
•
Informs those involved of the results & •
Pursues work with energy, drive, and a need to finish •
Anticipates and mitigates risks that may impact
deviations if any •
Consistently meets goals and continuously pushes self achievement of committed goals and targets
for better results •
Demonstrates a strong sense of ownership and a
•
Demonstrates a high level of personal accountability mindset of abundance to leverage the larger
and ensures achievement of team goals organizational capabilities to deliver results
•
Consistently achieves results as an individual and acts •
Can effectively mentor others to aspire and achieve high
as a catalyst to achieve team results impact outcomes

3. Experience
[Expressed as duration in
months / years wrt NA
exposure, including NA NA
breadth & the depth of
assignments; also
beyond project
3.1 Type of relevant
experience [Type of
assignments/ areas
/outcomes the NA
professional has NA NA
worked on; total time to
be spent on each
function]
3.2 Beyond project
development
experience [Includes
[1) Solutioning of NA
proposals NA NA
2) Reviews done
3) No. of contributions
made to trainings/training
material]
4. Asset Creation
[Expressed as any
reusable and deployable NA
assets created in the NA NA
knowledge management
system of the
organization]
4.1 Process
frameworks defined
[Articulated as the NA
process improvement NA NA
designed OR a new
process framework
designed]
4.2 Tool creation
[Expressed as a system
or function tool designed NA
NA NA
OR created towards
improving business
delivery / learning]
4.3 Reusable &
deployable assets
created
[Expressed as reusable NA
NA NA
and deployable assets
created (like those in
Mighty & Knowmax]

OR NA
NA NA
No. of training material
created
[Expressed as the
number of relevant NA
NA NA
training material created
towards development of
a particular body of
knowledge or skill]
5. Industry contribution
[Expressed as the
contributions made to the
NA
industry.This criteria
should be measured by
mechanisms for eg: TCS
GEMS]
5.1 Recognized by
Peers
[Expressed as the
recognition given by the NA
peer community and NA NA
should be measured by
appropriate mechanism
such as TCS GEMS]
AND/OR NA
Recognized by a Parent
Body
[Expressed as the NA
contribution recognized NA NA
by a renowned and
recognized parent body]

AND/OR
NA
Invited as Speakers
[Expressed as
recognition from an NA
external body when it NA NA
extends an invitation to
the speaker to address a
recognized forum]
II Assessment /
Evaluation
Methodology vis-à-vis NA
Proficiency Level

1. Certification
[Expressed as
achievement of external
programs - certifying a As defined in Learning Objects under
As defined in Learning Objects under Assessment As defined in Learning Objects under Assessment
part of the proficiency Assessment Process for the competency on
Process for the competency on iEvolve. Process for the competency on iEvolve.
level, Achievement of iEvolve.
internal programs -
internal trainings
attended]
2. Evaluation Test
[Expressed as a
certification the individual
has to achieve towards
the said proficiency level. Should complete the following in iEvolve: - Should complete the following in iEvolve: - Learning Should complete the following in iEvolve: - Learning
(for eg.,Type of tests for Learning Object Completion Object Completion Object Completion
each proficiency should
be defined-like for E0
level it will be only self
assessment, for E1 it
should be panel review
Version History
Project Details: Leadership, Business skills and Culture
Unit: Leadership, Business skills and Culture
Parent Project-Leadership, Business skills and Culture
Project Owner/GL- Name & employee No : Elizabeth Mathew (40801), Global Head, Leadership, Business Skills and Culture
Amendment History:

Version Defined By Approved By - Role & Group Facilitated By Date

1 Trupti W (126882) & Nitin Singh (141263) Rajiv Noronha (134831) - -