COMPETENCY MANAGEMENT

Group C-6
Key Technical and Functional
Competencies Liaising with the overarching governance structure
(e.g. Board of Directors and Audit Committee) and
01 setting policies and procedures in accordance with the
risk profile determined
Enforcing compliance with internal controls and
02 engaging third parties such as auditors and valuation
experts

Identification of laws and regulations applicable to the

03 organization and putting in place systems to enforce
compliance

Managing expectations of analysts and other

04 stakeholders and communicating appropriately with
the external parties

Sound evaluation of investment opportunities, optimal

management of capital through planning and
05 forecasting and determining acceptable payout
policies balancing contrasting interests
Key Managerial and Leadership
Competencies
Developing a comprehensive understanding of the
01 dynamic business environment and aligning
organizational practices to align with them

Communicating results of the organization’s

02 operations effectively to the interested stakeholders

Being the strategic business partner with high ethics

03 and integrity

Developing capabilities to be an effective

04 organizational leader and exert positive influence

Enabling smooth integration of the members in the

05 organization. Ability to align all members to the
organizational culture.
How can Competencies be Assessed
01 Prepare self asssesment reports

02 Get feedback from the team

03 Ask for clients feedback

Use of significant incidents of which the person is a

04 part of

KSAs, an acronym that stands for Knowledge, Skills,

05 and Attitudes
What Assessment Tools can be used
MSAI (Management Skills Assessment
Instrument) questionnaire- contains sixty
descriptions of behaviors composed of twelve
separated competencies

SHL’s manager test, the so-called

Advanced Managerial Tests
measuring verbal and numerical
skills

Predicting HR Analytics – in budding stages

Social Competencies Questionnaire
developed by Matczak- 2/3rd of the
questions focus of social skills
 How can competencies be Assessed

http://www.free-management-ebooks.com/faqap/devcomp-04.htm
Linking Competency framework to
HRM Systems
PMS(Performance management system)- The
focus should be on the performance of critical
task and competencies to achieve results during
annual reviews

Career development- Use development and

assessment tools to analyze what
Recruitment- Keeping the
competencies are required for future leaders
competency in mind while selecting
or recruiting future leaders
Facilitating Factors In Implementing
Competency Based HRM System
Understand that
Recognize the Build the foundation
improved job
01 contribution of highly
proficient employees
02 performance results in a 03 with concrete data
stronger bottom line

Clear communication
04 program is crucial
Inhibiting Factors In Implementing
Competency Based HRM System
Understanding the generation of work
force

Efficient and enterprise wide talent

strategies

Predicting HR Analytics – in budding stages

Retaining top talent is a challenge
THANK YOU