You are on page 1of 12

Developing Competency Model

Competency Model
Organisational Competency Based Commitment and Competence Based 5- Level Competency Model Job Based Competency Model Generic and Specific Competency Managerial, Behavioral and Functional Organisational Goal Linked Technical and Behavioral ( For Non Managers)

Organisational Competency Based

Competency profiling based on the core competency required for an organisation for its business process
From Overall Objective to objectives of each business process Business process objectives to competency required Listing the competencies against individual roles This would define the job description Individual competency profiling against job description Gap identification

Commitment and Competency Based

This model is based on the premise that Competency= Commitment + Competence Commitment- Deep attachment or devotion with passion and faith or belief or a person on the process and objective of the job. It is outcome of attitudinal factors namely ones Perception, Traits and Motives etc. ( Self
Confidence, Enthusiasm, Self Motivation, Honesty and Integrity, Accepting Challenges, Winning Attitude, Self Improvement, Open to new ideas, Learning from mistakes, concentration, Patience, Perseverance, ownership of work, enterprising, Pursuit for perfection, result oriented)

Competence- is ability to do the job. Its function of knowledge and skill (

Technical knowledge, Functional Information, Knowledge of Business process, Analytical skill, Communication Skill, Planning Skills, Organizing Skills, Interpersonal Skills, Conceptual Skills, Team Building, Problem Solving, Decision Making, Time Management Etc)

Competence= Knowledge * Skills Competency- is demonstration of competence and commitment characteristics of individual for making superior contribution

Ability and Willingness

H Also Rans Star




L Willingness

5-Level Competency Model

Measurable Performance Demonstrated Behavior and Actions
Skill Application of Knowledge into job or ability to put knowledge into practice Technical/functional/Managerial Skill like Communication, planning, problem solving, decision making, visioning and conceptual skill, interpersonal relationship, team building, leadeship etc. Job Knowledge, understanding of organizational rules and practices, policies, procedures


Awareness and usable information, theories and conceptual understanding of a job or activity

(Attitude) Perception Traits Motives What one perceives and thinks about self and the world Personality characteristics Core and innate nature of a person which makes him unique Self Concept, feelings, views and mental image one carries about oneself( viewing as mentor, guide, trainer), organization , society Team Player, Leadership, obedient, kind, reverent, emotionally stable, introvert, sensitive values and beliefs like personal integrity, passion for anything, desire to keep on, thinking consistently about self development, achievement, motivation

Job Based Competency Model

Function HR Level 1 Manager HR Commercial Manager Fianance Manager Material Dy Manager Exise Manager Engg Manager Quality Control Manager Packing Manager Advt & Brand Manager Sales Level 2 Welfare officer Asst Manager Personnel asst Manager Training Admin Oficer Accounts officer Asst Manager- Fianace & Tax Stores Officer Asst Manager-Purchase Engineer Maintenance Chemist Engineer Quality Control Shift Officers DY Manager-Brand Asst Manager Advt & Publicity Area Sales Associate Publicity



Generic and Specific Competency Model

Generic Competencies- Set of general competencies for all jobs having same level irrespective of the functions and departments ( Job Expertise, Mental Ability, Team work, Initiative, Innovativeness, Emotional
Maturity, Communication, Leadership, Quality of Work, Time Productivity, Self- Discipline, Foresight and

) Specific Competencies- Set of competencies specific to particular jobs or functions based on its typical requirements. Position- Manager HR HR Knowledge ( HR Philosophy, Policies, Practices and systems, Performance Appraisal System,
Proactive. Problem analysis and Decision Making, Self-Motivation, Responsiveness to change

Career Planning, Organizational Diagnosis, Interventions, learning theories, Training Methods, Organization structure, group dynamics, and group functions, man power planning, role analysis technique, employee relations, labor laws etc)

HR Skills (Influencing, Articulating HRD Policies and Values, Designing skills for developing HRD
System, Interpersonal Sensitivity, Ability to give and receive feedback, counseling skills, Conflict management Skills, System Design Skills, Task analysis and Job Analysis, Competency Mapping, Worker Skill Mapping)

Organizational Goal Linked Competency Model

Step 1- Define Mission Step 2- Define Vision Step 3- set goals Step 4- Define departmental & sectional goals Step 5- Define goals for individual jobs Step 6- Define role for each individual job Step 7- Break the role into task Step 8- Identify competency needed for each role
considering the task

Mission To serve the mankind to help them to have better health Vision- To become worldwide player with manufacturing and distribution of medicine Set Goals- SMART / Destination Statement Specific- Manufacturing of cement/ Distribution of FMCG/ Healthcare business Measurable- Manufacturing 2 Million Tones cement, Distribution worth rs 90 crore, Setting up 2 hospitals of 150 beds each Achievable- Analyze it doing SWOT ( Strength- Cash Rich, Competent Manpower, Technology, Goodwill; Weakness- Power Shortage, Poor worker Management Relationship, Breakdown @ 3%, Weak marketing Network; Opportunities- Good market in India, Favorable Excise/Taxation Laws, Supporting Government Policies; Threats- Insufficient raw material, Increasing competition, changing consumer preferences) Relevant- Supporting to achieve mission. Time-Bound- 1year/2year

Define Departmental/ Sectional Goals- have to be derived from organisational goals. Example- Production Target/ Training on new technology, dealers to be appointed, cost reduction, Material Procurement, New markets, new customer segment, lowering attrition. Define Goals for individual jobs-Defining KRAs/KPAs Reduce breakdown from 8% to 3%, Increase sales volume by 20%, expanding 3 new sales territories, Market survey for 3 proposed product, bridging the skill gap ( 10% to 5%), increase workers productivity by 10%, Decrease rejections from 4% to 2.5% Define Roles/Tasks Plant Maintenance Manager Goal- To reduce Breakdown from 8% to 3% Role- Apply Preventive Maintenance, Systematize planned maintenance Task- Planning Scheduling for Preventive Maintenance/ Budgeting/ Training Technicians on preventive Maintenance tools, Prompt action in case of breakdown, Arrangement of right inventory of genuine spare parts, Maintenance skills up gradation of

Job: Plant Maintenance Manager Role Task Functional Competencies Apply Preventive Maintenance Planning Scheduling for Technical Expertise Systematize planned maintenancePreventive Maintenance/ Process Knowledge Budgeting/ Training Analytical Abilities Technicians on preventive Preventive Maintenance Skills Maintenance tools, Knowledge of Equipment Statndards Prompt action in case of Troubleshooting abilities breakdown, Arrangement Training Ability