managing talent through competency assessment & development (2)
TRANSCRIPT
8/8/2019 Managing Talent Through Competency Assessment & Development (2)
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MANAGING TALENT
THROUGH COMPETENCY
ASSESSMENT &
DEVELOPMENT
Presented by:-
Ajay Raj Singh
Chirag Vashishta
Jitendra Kumar
Vikram Sharma
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INTRODUCTION
´ Defining and measuring competencies is crucial tomaximizing potential and unlocking superior performance. Competencies provide a clear andintegrated set of dimensions against whichperformance can be described and measured. A well-designed competency framework provides the link between behaviors, skills and attributes required by theindividual and the tasks required in a job. A framework
that is used as the foundation of an organization·stalent management strategy provides the link betweentalent and tangible business outcomes.
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HERE WE ARE TALKING ABOUT
COMPETENCY NOT COMPETENCE.
THEN WHAT IS THE DIFFERENCE????
Competence
The basic requirement
to perform a job as per
the prerequisite
expectations.
Competency
This is KSA(Knowledge,
Skill & Ability)
Differs superior
performers from average
performers
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HOW CAN WE ASSESS
COMPETENCY:-
There have been various models given to assess
competencies within an organization but we will
discuss the most popular and used one given by
NIHILENT Technologies( a company serving the
various needs of corporate for consultancy in all
such matters for over 350 yrs.)
The company has given a framework called MC·3which helps in competency assessment through
it·s supportive mechanism called LAMAT.
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CONTD«.
´ LAMAT assesses competency by means of twoways:-
´ By use of Balance score card for purpose of
performance measurement;
´ And by use of C.A.S.(Competency assessmentsystem), it helps caliber competencies of
individuals, provides organization a welldefined development approach to bridge thegap.
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COMPETENCY ASSESSMENT SYSTEM
´ Competency Assessment System (CAS), a moduleof Lamat calibrates and ascertains thecompetencies of individuals and provides the
organization with a well-defined developmentapproach to bridge the gaps. CAS is a user friendly application which helps the management of anorganization to define roles, arrive at
competencies for each role and then assess theindividuals on the role level competencies vis-à-visrequired proficiency levels.
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ADVANTAGES OF CAS
´ T he competency assessment process is quick, scientific andfocused towards delivering strategic business objectives
´ Business can now relate the potential of an individual to theperformance delivered, which in turn will help the
management to create an Integrated PerformanceManagement System
´ Enables allocation of right individuals to the roles toenhance business performance
´ Helps identify balance of expertise within business units,
divisions and groups´ Enables to identify learning priorities for each individual to
determine learning paths and bridge the gaps.
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COMPETENCY ASSESSMENT ISSUES
´ Competencies are a combination of severalentities motives, traits, self-concepts, attitudes or values, skills and abilities all of which can
differentiate superior performers from averageperformers. Since competencies take a compositeview of an employee·s ability to perform, they gobeyond mere the job knowledge. T his becomes
particularly useful when the definition of jobs itself changes under external competitive pressures andtoday·s global scenario which is rapidly changing.
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´
Starting from using trait and intelligence asprimary tools for predicting human performance,
several competency models have been developed
by human resource consultants and experts today.
T hese advanced models capture a host of managerial competencies/skills including the
administrative, communicational, interpersonal,
motivational, strategic, entrepreneurial; as well as
leadership, self-management and thinking skills.´ However, one of the drawbacks of the above
approaches is that they focus mainly on
managerial aspects of jobs, and much less on
technical aspects of the job.
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NEED OF COMPETENCY
ASSESSMENT
´ Finding the right fit for the right job is a matter of
concern for most organizations especially in today·s
economic crisis.
´
Competencies enable individuals to identify andarticulate what they offer -regardless of the job.
´ The slowing economy around the world has put new and
increased pressure on an organization·s capability to getmore out of the available resource they have.
´ Competency modeling identifies the precise set of
competencies and proficiency levels needed for everyrole in the organization.
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CONTINUED«..
´ This system helps identify specific areas of training
and maps employee growth to strategic business
needs.
´ During a difficult economic situation, it becomes
particularly important for organizations to sustain
their competitive edge in the industry by investing
in learning and development programs that willempower employees to build on their strategic
career objectives,
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COMPETENCE TO COMPETENCY
´ Competence is a standardized requirement for anindividual to perform a specific job. Itencompasses a combination of KSA utilized toimprove performance. More generally, competenceis the state or quality of being adequately or wellqualified, having the ability to perform a specific
job.
´ Moving a step further and working on competence
of an employee after the competency requiredhave been assessed, these competencies bymeans of competency development techniques.
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COMPETENCY DEVELOPMENT
´ T alents (Employees) in any organization can be classified in to four categories using two simple yet effective criteria
1. T he ability to learn and
2. T he willingness to learn.
´
a) Individuals who are high on both counts are the stars of theworkplace. T hey need to be encouraged and rewarded.
´ b) Individuals who are low on both dimensions often may need to beretrenched in the interests of maintaining or improving organizational efficiency.
´ c) T he in-betweens are those who are high on the ability to learn but
low on willingness to learn who need to be re-trained and,´ d) T hose who are high on the willingness to learn but low on the
ability to learn who need to be redeployed.
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