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Competency Ppt1

Competency Ppt1

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Published by: rak_sai15 on Jan 15, 2009
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12/04/2012

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COMPETENCIES

Introduction – History
 Dates back to the late 1960’s and early 1970’s.  Social psychologists originally interested in personality traits but found low correlation with actual job performance.  Academic aptitude and knowledge content did not predict job performance or success.

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Introduction – History….
 Competency variables were predicting job performance and were not bias to specific groups.  1980’s -- performance management and 360 degree feedback.  Late 1980’s and 1990’s - alignment, assessment, change management, and rewards.
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Concept Of Competency
 The word Competency derived from Latin word "Competere" which means 'to be suitable'. The Competency concept was originally developed in Psychology denoting individuals' ability to respond to demand placed on them by their environment.  Competencies encompass personal traits, skills, attitudes, behaviors and knowledge that are expressed in observable behavior and action. They are the characteristics of an individual, which underlie performance or behavior at work.
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Concept Of Competency….
1. 2. Behaviors.
 Things people say and do.

Knowledge
 Information a person has in specific content
areas.

3.

Skills & Abilities
 The ability to perform a certain physical or mental
task.

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Concept Of Competency….
4. Self-Concept.
 A person’s attitudes, values, or self-image.  One’s view of one’s identity, personality, and
worth.

5.

Traits.
 Consistent responses to similar situations or
information.

6.

Motives.
 Things a person consistently thinks about or
wants that cause action.  They drive, direct, and select behavior toward or away from certain actions or goals.
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Concept of Competency….
Underlying characteristics of people associated with success on the job.
Attitudes, values, self-image Traits Motives

Behaviors, knowledge, skills, abilities

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Competencies : What are they?
The Father of Competency Schoonover defines : “A competency as a behavior or set of behaviors that describes excellent performance in a particular work context (e.g., job, role or group of jobs, function, or whole organization).”

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About Competencies….
 The Knowledge, Skills and Attitudes required for successfully meeting job accountabilities.  Competencies are generally defined as the grouping of behaviors that encompass the knowledge, skills and attitudes, motives and temperament that distinguish excellent performer.  Competencies focus on how an employee can create value.  Competencies include "applied" knowledge.
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About Competencies….
 The human capital of an organization is its employee's competencies and their ability to perform. Only competent and performing employee's can contribute towards organizational goals effectively.  Competencies are fundamental building blocks that impact an organization's business results.

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Set up new product introduction project

Competency: Uses an understanding of market pricing dynamics to develop pricing models

SKILLS

KNOWLEDGE
Understands market pricing dynamics Competency: Meets all commitments in timely manner Achievement Wants to do an excellent job
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COMPETENCIES

Competency: Positions a new product so that it is clearly differentiated in the market

MOTIVES / ATTITUDES TEMPERAMENT

About Competencies….
Why Competencies?
Speed up adoption of new values and technology Create a common language for people and practices and integrate the process Link people practices to business strategies

Why identify competencies
Enable flexible work design Bring self-management into daily practice Facilitate the changing Human Resource development role 12

Competency Framework
Domain Of Skills

Technical Critical Thinking

Interpersonal

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Competency Framework
Technical
Cognitive skills Knowledge Psychomotor skills Technical understanding (ability to follow directions, carry out procedures, etc.)
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Competency Framework….
Critical Thinking
Problem solving Time management Priority setting Planning Creativity Ethics Resource allocating

 Fiscal responsibilities
 Clinical reasoning  Reflective practice  Learning  Change management

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Competency Framework….
Interpersonal
Communication Customer service Conflict management Delegating Facilitating Collaborating Directing Articulating Understanding diversity Team skills

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Competency Framework….
Competency Matrix consists of 4 different levels: Level 1 – Fundamental Level 2 – Practitioner Level 3 – Expert Level 4 – Shaper Level of competency keeps on increasing as one moves up the ladder.

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Competency Framework….
The HR Competency Framework is comprised of : Core Competencies Level - Specific Competencies Role - Specific Competencies

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Competency Framework….
Core Competencies include:
Personal Attributes Leadership Competencies Management Competencies Functional Skills

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Competency Framework….
Level - Specific Competencies include:
First - Level Manager Competencies Mid - Level Manager Competencies Executive Competencies

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Competency Framework….
Role - Specific Competencies include:
HR Specialist Competencies HR Generalist Competencies HR Strategist Competencies

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Competency Framework….
Required for excellent performance across all levels and functions

Core/Organizational Competencies

Level-Specific/Leadership & Process Competencies
Success factors that differentiate performance across levels or functions (e.g. First-Level, Middle, Executive)

Role-Specific/Function-Specific Competencies
Success factors that distinguish functional groups

Information Systems

Human Resources

Customer Service

Marketing

Finance

Purchasing

Sales

Legal

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Competency Framework….
HR Competency Model
Business Mastery • Business acumen • Customer orientation • External Relations Personal Credibility • Trust • Personal relationships • Lived values • Courage

HR Mastery • Staffing • Performance appraisal • Rewards system • Communication • Organization design

Change Mastery • Interpersonal skills & influence • Problem-solving skills • Rewards system • Innovation and creativity

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Competency Framework….
Strategic Partner -understands culture knows mission Leader -analytical creative thinking & knows business systems

Change Consultant, OD, Marketing & team

Technical expert -Knowledge HR law & policies,work life, IT

Employee Champion -develops relationship -promotes diversity
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Competency Framework….
Competency Based HRM
Learning & Development

Recruiting & Staffing

Competencies

Succession Planning

Performance Management
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Last but not the least
Actual performance is the gold standard for demonstration of competency.
Competencies generally follow the 80-20 rule in which they include the key behaviors that primarily drive excellent performance. They are generally presented with a definition and key behavioral indicators.
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