Professional Documents
Culture Documents
HR Management
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2
Competency-based HR
Management : A Framework
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Traditional vs Competency-based HRM
education
qualification competency
experience
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HR Management Framework
based on Competency
The
Competency based People Strategy
competency
framework
Recruitment &
Selection will be the
basis for all
Training & Performance
BUSINESS
Development Management
BUSINESS HR functions
STRATEGY RESULTS
and serve as
COMPETENCY the "linkage"
FRAMEWORK
between
Reward Career individual
Management Management
performance
and business
results
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ICEBERG COMPETENCY MODEL
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Definition of Competency
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Definition of Competency
Skill
Job Attitude
Knowledge
Competency
Observable Behavior
Job Performance
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Competency and Job Description
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Types of Competency
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Competency Identification Process
Clarify
Generate
Organizational Competency
Competency
Strategy and Identification
Models
Context
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Examples of Competency
DEFINITION
• Adaptability—Maintaining effectiveness when priorities change and new
tasks are encountered, and when dealing with individuals who have different
views and approaches. Effectively performing in different environments,
cultures, and locations, and when working with different technologies and
levels of individuals.
KEY BEHAVIOR
• Seeking understanding—Makes efforts to better understand changes in
the environment; actively seeks
• information or attempts to understand nature of individual differences, logic,
or basis for change in tasks and situations.
• Embracing change—Approaches change or newness with a positive
orientation; views change or newness as a learning or growth opportunity.
• Making accommodations—Makes accommodations in approach, attitudes,
or behaviors in response to changing environmental requirements.
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Examples of Competency
DEFINITION
Analysis/Problem Assessment—Securing relevant information and identifying key
issues and relationships from a base of information; relating and comparing data
from different sources; identifying cause-effect relationships.
KEY BEHAVIOR
• Identifying issues and problems—Recognizing major issues; identifying key facts,
trends, and issues; separating relevant from irrelevant data.
• Seeking information—Identifying/Recognizing information gaps or the need for
additional information; obtaining information by clearly describing what needs to be
known and the means to obtain it; questioning clearly and specifically to verify facts and
obtain the necessary information.
• Seeing relationships—Organizing information and data to identify/explain trends,
problems, and their causes; comparing, contrasting, and combining information; seeing
associations between seemingly independent problems or events to recognize trends,
problems, and possible cause-effect relationships.
• Performing data analysis—Organizing and manipulating quantitative data to
identify/explain trends, problems, and their causes.
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COMPETENCY LEVEL
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Bloom Taxonomy
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Benefits of Using Competency Model
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Key Characteristics of Successful
Implementation
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Key Characteristics of Successful
Implementation
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Competency-based
Training & Development
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Competency-based Training Framework
Competency
Training and
Assessment
Development
Program
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Competency Profile Per Position
Required Level
Position Required Competency 1 2 3 4 5
Communication Skills
Public Speaking
Training &
Leadership
Development
Manager Training Need Analysis
Material Development
Training Evaluation
Communication Skills
Interview Skills
Recruitment Analytical Thinking
Supervisor Understand Selection Tools
Teamwork
Customer Orientation
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Competency Profile Per Position
Managerial competency 1 2 3 4
Leadership Required Level
Actual Level
Achievement Orientation
Teamwork
Functional competency 1 2 3 4
Mechanical Engineering
Competency
Position Relevant Training Modules
Requirements
• Leadership I
SUPERVISOR Leadership
• Communication Skills I
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Training Matrix for Competency Development
Service Excellence
Building Productive
Motivation Training
Effective Leader 1
Effective Leader 2
Creative Problem
Training Title
Communication
Seminar Series
On Becoming
On Becoming
Achievement
for Customer
Management
Professional
Productive
Teamwork
Strategic
Solving
Series
Position Managerial Competency
Communication Skills V
Leadership V
Teamwork V
Supervisor
Achievement Orientation V
Customer Focus V
Job Functional Skills V
Communication Skills V
Leadership V
Teamwork V
Achievement Orientation V
Manager
Customer Focus V
Strategic Thinking V
Problem Solving & Decision Making V
Job Functional Skills V
V = compulsory training 25
Competency-based
Performance Management
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Individual Performance Element
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Individual Performance Element
Overall Score
2. Competencies Score
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Element # 1 : Performance Results
No. Main Performance Target Target to be
Achieved
1 Conduct an assessment of the All employees submit their performance assessment form
employee's performance on time
Competency : Collaboration
Basic Intermediate Advanced Expert
Actively listens, and clarifies Actively listens, and clarifies Actively listens, and clarifies Actively listens, and clarifies understanding
understanding where required, in understanding where required, in understanding where required, in where required, in order to learn from others.
order to learn from others. order to learn from others. order to learn from others.
Empathise with audience and Empathise with audience and Empathise with audience and Empathise with audience and formulates
formulates messages accordingly. formulates messages accordingly. formulates messages accordingly. messages accordingly.
Shares resources and information. Shares resources and information. Shares resources and information. Shares resources and information.
Responds promptly to other team Balances complementary strengths Actively builds internal and external Builds internal and external networks and uses
members’ needs. in teams and seeks diverse networks. them to efficiently to create value.
contributions and perspectives.
Involves teams in decisions that Uses cross functional teams to draw Uses cross functional teams to draw upon
effect them. upon skills and knowledge skills and knowledge throughout the
throughout the organization. organization.
Encourages co-operation rather than Builds and maintains relationships Drives and leads key relationship groups
competition within the team and with across The company. across The company.
key stakeholders.
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Assessing Competency through
Assessment Center
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Types of Test in Assessment Center
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Types of Test in Assessment Center
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Types of Test in Assessment Center
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Competency Assessment and Rating
Results of
Observation Competency Score
Through the
Assessment Center
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