COMPETENCY BASED HR MANAGEMENT

BY: ADITYA PARIMOO

DEFINING COMPETENCY Competency is an underlying characteristics (i.e. Traits, skills,

knowledge, aspect of ones’ self image, social role etc) which results in effective and/or superior performance.

Competency is a set of skills, related to knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific job or function.

Competencies are measureable, observable and critical to individual as well as organizations performance.

IN OTHER WORDS• A COMBINATIONS OF SKILLS, JOB

ATTITUDE, AND KNOWLEDGE WHICH IS REFLECTED IN JOB BEHAVIOUR THAT CAN

BE OBSERVED, MEASURED AND CALCULATED

• COMPETENCY IS A DETERMINING FACTOR FOR SUCCESSFUL PERFORMANCE

• THE FOCUS OF COMPETENCY IS BEHAVIOUR WHICH IS AN APPLICATION OF SKILLS,

JOB ATTITUDE AND KNOWLEDGE

FRAME WORK

IMPACT OF COMPETENCIES

DEFINITION OF COMPETENCY

WHY COMPETENCIES? Structure and communicate the realignment of key

organizational roles. “Raise the bar” on performance. Provide clear expectations and stable measures of

success for both individual as well as for organisation. Provide a more focused method for selection,

development, performance management, rewards, etc. It could be a powerful tools for an organisation to meet

its business results, through its most valuable resource- its people.

COMPETENCY MODEL? A group of competencies that describes successful

performance for a particular organisation, function, level, role or job

A competency model consists of: Competencies Proficiency level and behavioural indicators Measurement approach

Rating scale

GUIDELINES FOR CREATING A COMPETENCY MODEL It must be:

Aligned with business and organisation goals and needs.

Support the business strategy. Be future focused. Be selective, focused on a few competencies

that are actually key for the company‘s and indivisual performance.

Do not make it so specific that it cannot be used elsewhere in the organisation.

COMPETENCY BUSINESS MODEL

COMPETENCIES HELP INTEGRATE KEY HR SYSTEMS

IN SHORT, PROMISE OF COMPETENCIES………

P rovides consistent selection criteria

R aises the bar of performance

O ffers data to tailor development

M easures how intellect is deployed

I ntegrate all HR systems with business strategy around factors that contribute to organisational success

S upports self-directed carrer planning

E mphasizes people (versus job) capabalities

COMPETENCY PROCESS……..

BENEFITS OF USING COMPETENCY MODEL

FOR MANAGERS:

Identify performance criteria to improve the accuracy and ease of the hiring and selection process.

Clarify standards of excellence for easier communication of performance expectations to direct reports.

Provide a clear foundation for dialogue to occur between the manager and the employee about the performance, development, and career related issues

BENEFITS OF USING COMPETENCY MODELFOR EMPLOYEES:

Identify the success criteria (i.e., behavioural standards of performance excellence) required to be successful in their role.

Support a more specific and objective assessment of their strengths and specify targeted areas for professional development.

Provide development tools and methods for enhancing their skills.

COMPETENCY BASED INTERVIEW

Is a structured interview. The questions are focused on disclosing of examples of behaviour in the past.

The process of interview is intended to disclose specifically and in detail examples of behaviour in the past.

Is designed based on the principle: Past Behaviour Predicts Future Behaviour (candidates are most likely to repeat these behaviours in similar situations in the future)

Has a high level of validity and reliability Equipped with a standard scoring system

which refers to behaviour indicators.

APPROACH IN COMPETENCY BASED INTERVIEW

S what was the Situation in which you were involved?

T what was the Task you needed to accomplish?

A what Action(s) did you take?

R what Result did u achieve?

COMPETENCY PROFILE REQUIREMENTS PER POSITION

TRAINING MATRIX