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Designing Competency ModelPresentation by Amisha Mehta

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What is a Competency Model?

A system of the knowledge, skills,behaviors, personal attributes and othercharacteristics

that are associated with or predictive of

superior job performance

that people might want to copy in order to achieve similar results.

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Why do we need Competency Models?

Recruitment

Performance Appraisal

Training and Development Compensation

Strategic Alignment

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Competency-based HR

Recruitment& Selection

Assessment

ProfessionalDevelopment

PerformanceManagement

RewardsCompensation

SuccessionPlanning

CompetencyModel

Mission/Strategy

Results/Outcome

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Components of CompetencyFramework

Behavioral Indicators

A Competency

Competency Clusters

Competency

1

Competency2

Competency

3

Indicator (1)

Indicator (2)

Indicator (3)

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Competency Framework withMastery Level

Competency

Indicator (1)

Indicator (2)

Indicator (3)

Level 1

Level 2

Level 3

CompetenciesMastery Level Behavioral Indicator

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Lets Develop a Competency

Model!The Process of Developing a

Competency Model

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Phase 1Planning

A. State Need or Objective of Model

B. Study Organization

C. Diagnose OrganizationD. Identify SMEs

E. Define Scope

F. Roll out Development Plan

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Phase 2Data Collection

A. Study JD, BEI, Focused Group, Surveymethod, etc.

B. Collect Data

C. Analysis of Collected Data

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Focused Group with SMEs

What are the most important functions ofthe job?

What does it take to be successful in thisjob?

What characteristics distinguish theexcellent from the average performers?

Why have people failed in the job?

Other observations about the job?

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Phase 3Development

A. Define Competencies and their TypesB. Decide on Context, Level of Orientation and Degree of

ComplexityC. Identify Core Competencies

D. Identify KSAE. Develop Competency Assessment ScaleF. Develop Competency Progression LevelsG. Decide TaxonomyH. Competency TypologyI. Describe Behavioral Indicators

J. Develop Competency DictionaryK. Identify Threshold and Differentiating Competency

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Competency Assessment Form

Competency Definition CurrentlyRequired

(DemandAnalysis)

Required in

the Future

(Demand

Analysis)

Currently

Possessed

(Supply

Analysis)

Adaptability Adjusting own behaviors towork efficiently and effectivelyin light of new information,changing situations and/ordifferent environments

ContinuousLearning Identifying and addressingindividual strengths andweaknesses, developmentalneeds and changingcircumstances to enhancepersonal and organizational

performance

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Phase 4Evaluation

A. Competency Matrix

B. Develop Interim Model

C. Implement Interim ModelD. Validate Interim Model

E. Update Interim Model

F. Roll out Final Model

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Competency Evaluation Form

Competencyand its

definition

NoEvidence ofProficiency

1

MarginallyProficient

2

Proficient

3

ExceedsProficiency

Expectations

4

GreatlyExceeds

ProficiencyExpectations

5

Adaptability

Adjusting ownbehaviors toworkefficiently andeffectively in

light of newinformation,changingsituationsand/ordifferentenvironments

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Phase 5Finalize and Integrate

A. Prepare Competency Model InterventionPlan

B. Describe Integration of CompetencyModel

C. Refine Steps if necessary

D. Update Model when required

E

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GEs Human Resources CompetencyModel

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Best Practices For ImplementingCompetency-based Applications

Ensure that the competency initiativesupports the organizational strategy.

Focus on integrating competencies withall HR processes.

Focus on organization-wideimplementation and ongoing evaluation.

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Barriers to Successful Development &Implementation

Lack of Expertise

Limited Support

Competing Priorities

Lack of Staff Resources

Lack of Fiscal Resources

No set methodology or standard currently exists

for developing a competency model BUT this can be overcome with structured data

gathering that adhere to job analytic techniques

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Development Practices ForCompetency Models

1. The Job Competence Assessment Method

2. The Modified ]ob Competence AssessmentMethod

3. Generic Model Overlay Method4. Customized Generic Model Method

5. The Flexible Job Competency Model Method

6. The Systems Method7. The Accelerated Competency Systems Method

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A Totally Integrated Competency ManagementSystem

Performance

Management

Workforce

Planning

Knowledge

Management

Succession

Planning

Recruiting

& Selection

Learning

Needs

Development &

Career Planning

Competency

Model

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Thank You!