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COMPETENCY ASSESMENT

INTRODUCTION
Competency is a set of defined behaviour that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. The focus of competency is behaviour which is an application of skills, job attitude and knowledge.

Competency

What is Competency Assessment ?


Competency assessment allows an organization to identify the professional and personal characteristics needed for high performance in a given job role. A "skill inventory" for an organization's workforce, competency assessment helps leaders identify desired behaviors and compare them to actual behaviors exhibited on the job.

Effective competency assessment encompasses a holistic approach to employee performance, including the measurement of knowledge, skills, abilities, behaviors, and values

Components of Competency
Behaviors : outward expression, reactions of a person on the job
Behaviors

Values
COMPETENCIES

`Knowledg e

Knowledge : set of facts, concepts, language, and procedures needed for a job

Skills : acquired talent needed to perform tasks in a job


Abilities : innate aptitudes that individuals are able to carry out, Values : inform a person's behavior

Abilities

Skills

Purpose Of Competency Assessment


Assisting HR professionals and managers in the recruitment and selection process by providing information in their decision making Identifying employees job related development areas and creating personal development plans Enhancing teamwork and cooperation between individual team members by creating an awareness and understanding of each individual team members strengths and preferences

Benefits Of Competency Assessment


Identifying Individual Strengths and Weaknesses
allows individuals to formally take stock of their areas of strength and areas for development

Providing Evidence for Needed Developmental Activities


Competency assessment results allow individuals to pinpoint exactly where they need further development

Fostering Continuous Improvement


provides a guide for continuous improvement and can help answer questions like, "How have I progressed? Am I where I want to be? What kind of support or resources do I need to move forward?

Tools For Assessment

Assessment Center

360Degree Feedback

Balance score cards

HR score cards

Test & Interviews

Assessment center
Approach to selecting managers based on measuring & evaluating their ability to perform critical tasks It may last for two to five days, during which time a group of candidates takes a series of work sample tests & other selection devices, such as interviews, tests, exercises & feedback The candidates undergo group decision making tasks, case analyses, individual employment tests, role playing exercise etc. The characteristics assessed include assertiveness, persuasive ability, communicating ability, self confidence, resistance to stress, creativity & mental alertness

360 degree Feedback


The systematic collection & feedback of performance data on an individual or group derived from a number of the stakeholders in their performance Multi-rater feedback," "multisource feedback," or "multisource assessment Anyone who has useful information on how an employee does the job may be one of the appraisers It is feedback that comes from all around an employee - by subordinates, peers, and supervisors

360- degree feedback can be used for


Self development & individual development Team building Performance management Remuneration

Benefits
For Organization Promotes constructive feedback and open communication Develops a culture of continuous performance improvement Builds leadership & managerial capability Can be a powerful weapon for change

Benefits Continued
For Individual Increased self-awareness Discovering the blind spots Understanding the strengths and opportunities for development

360- degree feedback fails when


no clear purpose for the process If it is not fully supported by the leader Individuals have not been in their roles long enough to provide valid feedback the goal for the feedback process is not focused on development or growth

Balance Score Cards


Developed by Robert Kaplan & David Norton 'A strategic planning and management system used to align business activities to the vision statement of an organization'. used as a tool which improves the communication and feedback process between the employees and management, and to monitor performance of the organizational objectives

Areas Of Balance Score Cards


Financial

Financial : This consists of costs or measurement involved, in terms of rate of return on capital employed and operating income of the organization. Customer : Measures the level of customer satisfaction, customer retention and market share held by the organization. Business : This consists of measures such as cost and quality related to the business processes.

Customer

Strategy

Business

Learning & Growth

Learning & Growth : Consists of measures such as employee satisfaction, employee retention, and knowledge management

Benefits Balanced Scorecards


Better Strategic Planning Better Management Information Improved Performance Reporting Better Strategic Alignment Better Organisational Alignment (budgeting, risk management)

HR Score Card
A tool for measuring the contribution of human resource management practices to the financial performance of an organization Bryan E. Becker, Mark A. Huselid, and Dave Ulrich It is based on a strategy map which is a visual depiction of what causes what in an organization, beginning with people and ending with shareholder or other stakeholder outcomes.

Elements Of HR Score Card


Workforce Success
Has the workforce accomplished the objectives for the business?

Right HR Costs
Is the total investment in the workforce appropriate?

Right HR Practices
Designed and implemented HR management policies and practices throughout the business

Right HR Professionals
HR professionals have the skills they need to design and implement a world-class HR management system

Benefits
It enables to control costs & create value It measures leading indicators Helping HR managers focus on and manage their strategic responsibility It encourages HR flexibility and change Providing Focus for HR and Other staff

COMPETENCY INTERVIEW
structured or behavioural interviews Where each question is designed to test one or more specific skills. The answer is then matched against predecided criteria and marked accordingly. Example : the interviewers may want to test the candidate's ability to deal with stress by asking first how the candidate generally handles stress and then asking the candidate to provide an example of a situation where he worked under pressure.

Sample Competency Questions


Tell me about a time where it was important that you worked as part of a team Whats the biggest challenge that you have faced in your career? Describe a time where you were part of a team. What positive contributions did you make? What is the biggest risk you have taken in your professional or personal life? Why did you make it and how did you handle the process?

Competency Assessment Test


Competency assessment tests are valid and reliable tests that measure knowledge and skills required for a job Organizations may use competency assessment tests to certify knowledge & skills of their employees for critical functions

References
360- degree feedback Peter Ward HR scorecard- Brian E Becker, Dave Ulrich Human Resource Management P.Subba Rao www.inspiredtalent.com www.humanresources.hrvinet.com

Thank You