Training Course

Basic Competency Courses


In recent years, there is a growing demand for a more accountable system in public administration. This has led to the development of a competency based human resource in governance for civil servants. The concept of competency has been applied extensively both to the individual civil servant and to the planning and implementation of policies and programmes of the government. Competencies have been defined in many ways. However, a practical and easy to understand definition of competencies has been provided by Boyatzis (of Hay Group, 1982). It states that competencies are those underlying characteristics of an employee – motive, trait, skill, aspects of one’s social image, social role or a body of knowledge, which can result in effective and/or superior performance in a job or role.

The definition of competencies has been explained beautifully by L.M. Spencer and S.M. Spencer through Iceberg model. In this model, they talk about five types of competencies’ characteristics of an individual in different circumstances. However, as seen in the ice-berg (which has just one-ninth of its volume above water and the rest remains beneath the surface in the sea), some of the competencies components of an individual are visible like knowledge and skills but other behavioural components like attitude, traits, thinking styles, self-image, organizational fit etc are hidden or beneath the surface.

In the traditional method of governance, most of the Ministries, Departments and Organisations (MDO) looked simply at the visible components of their civil servants- knowledge and skills. However, in more complex jobs the aspects of competencies which lie below the surface like attitude, traits, thinking styles etc directly influence the usage of knowledge and skills; therefore, are more vital and indispensable to complete a job effectively.

For MDOs, improving and scaling up of the visible competencies like knowledge and skills can be easily done through training and skill building exercises. On the other hand, the behavioural competencies are rather difficult to assess and develop. It takes more time and effort intensive exercises which include intensive training, coaching and mentoring, developmental experiences etc. Therefore, capacity building of civil servants needs to be changed and more emphasis shall be put on improving the masked behavioural aspects of Civil servants. For that a comprehensive capacity building programme for every civil servant primarily focusing on accountability, transparency, equity and inclusiveness, participatory, consensus orientation, rule of law, effectiveness and efficiency is essential.

In lieu of that, the Department of Personnel and Training aims to strengthen the Human Resource Management of Civil Service with the Mission Karamayogi. The mission focuses on role based capacities of civil servants and strengthening their enabling environment in view of a more effective, efficient, transparent and accountable Public Administration at National and State level. It envisages achieving the Government of India objective of inclusion through an enhanced delivery of services to the marginalised and vulnerable. This mission is supporting the Government of India (GoI) in the shift towards Competency-based Human Resource Management (HRM) for the Indian Civil Services.



About the proposed Competency Based Training Course:

The new competency based governance model provides an opportunity for Central Training Institutes like Indian Institute of Public Administration (IIPA) to design Competency Based Training (CBT) for the Indian Civil Service.  Taking the task, IIPA has developed a Competency Based Training Module focusing on the application of competencies with HRM practices. The CBT contains 30 competencies which have been categorized under five broad areas namely Ethos, Ethics, Equity, Efficiency and Productivity. Each competency has a definition and its proficiency levels. Further, each proficiency level has behavioural indicators which are objective, observable and measurable.

The below five broad categories contains 30 competencies. Each competency has a definition and its proficiency levels. Further, each proficiency level is required for various positions MDOs. 

  1. Ethos: This component will focus on the importance of citizen centricity and inclusiveness, promote public good and long-term interests of the Nation.
  2. Ethics:  It will highlight the importance of integrity, transparency, openness and fairness.
  3. Equity: This constituent will motivate the participants to treat all citizens alike, ensures justice to all, with empathy for the weaker sections.
  4. Efficiency: This section will promote operational excellence and value for money in  managing human capital and nurtures capability.
  5. Productivity: This section will provide an opportunity to learn about human resource management, office management and how to deal with audit and parliament matters

The prime objective of the CBTs is to stimulate the inner strength and capabilities and also to improve the functional competencies of individual officers.


  1. People First
  2. Strategic Thinking
  3. Organisational Awareness
  4. Commitment to the Organisation
  5. Leading Others


  1. Integrity
  2. Self Confidence
  3. Attention to Detail
  4. Taking Accountability


  1. Consultation and Consensus Building
  2. Decision Making
  3. Empathy
  4. Delegation


  1. Results Orientation
  2. Conceptual Thinking
  3. Initiative and Drive
  4. Seeking Information
  5. Planning and Coordination
  6. Desire for Knowledge
  7. Innovative Thinking
  8. Problem Solving
  9. Developing Others
  10. Self-Awareness and Self-Control
  11. Communication Skills
  12. Team-Working


  1. Office Management (Parichay)
  2. Human Resourse Management (Disciplinary Work)
  3. Information Management (Court Matters)
  4. Compliance Management (Audit)
  5. Parliamentry Matters (Questions & Committee)

Probable outcome of the competency based CBTs

There are certain clear benefits of the Competency Based Training for the MDOs:

  1. The CBTs will provide a common understanding of critical success factors and desired behaviours within the MDOs.
  2. It will bring integration of organizational process to competencies helping in the interpretation of big picture concerns in day to day functioning of civil servants [e.g. Situation of a new programme, policy and scheme launch and the stakeholders, citizens, and communities centric behavior competency valued by the MDOs].
  3. Better management and effective decisions regarding cost intensive processes like selection, hiring and promotions.
  4. Develop critical thinking skills that will help participants to develop the right kind of attitude to help the people at the grassroots level.

For Details...


Training Faculty
People First Dr. Neetu Jain
Strategic Thinking Dr P K Taneja
Organisational Awareness Dr Suresh Misra
Commitment to the Organisation Dr Mamta Pathania
 Leading Others Dr Sachin Chouwdhry
Integrity Dr K K Pandey
Self Confidence Dr. Nupur Tiwari
 Attention to Detail Dr G Mohapatra
Taking Accountability Dr Charru Malhotra
Consultation and Consensus Building Dr Surabhi Pandey
Decision Making Dr Saket Bihari
Empathy Dr V K Sharma
Delegation Dr V N Alok
Results Orientation Dr Roma Mitra
Conceptual Thinking Dr Pawan Taneja
Initiative and Drive Dr Shyamli Singh
Seeking Information Dr Saket Bihari
Planning and Coordination Dr K K Pandey
 Desire for Knowledge Dr Charru Malhotra
Innovative Thinking Dr Kusum Lata
Problem Solving Dr V N Alok
Developing Others Dr Saket Bihari
Self-Awareness and Self-Control Dr Manan Dwivedi
Communication Skills Dr Ashok Vishandas
Team-Working Dr Neetu Jain
Office Management (Parichay) Dr Ashok Vishandas
Human Resourse Management (Disciplinary Work) Dr Amit Singh
Information Management (Court Matters) Dr Sapna Chadah
Compliance Management (Audit) Dr Roma Mitra
Parliamentry Matters (Questions & Committee) Dr Sachin Chouwdhry
Social Media Dr Charru Malhotra


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