GENERAIC

COMPETENCIES &
COMPETECY MODEL

Prepared By:
Muhammad Anwar Arqam
READING
MATERIAL
• Chapters:
Part Two
• Book:
The Handbook of
Competency Mapping
• Author:
Seema Sanghi
LEARNING OBJECTIVES

• To Provide Generic Competency Dictionary

• To Provide Generic Competency Models
• To Provide Practical Cases
 GENERIC COMPETENCIES

1. Adaptability 6. Decisiveness
2. Ambition 7. Delegating
3. Analytical Reasoning 8. Developing Others
4. Appraisal 9. Empathy
5. Compliance 10. Entrepreneurialism
11. Fact Finding 17. Innovation
12. Flexibility 18. Integrity
13. Following Through 19. Interpersonal
14. Influencing Sensitivity

15. Independence 20. Intuition*

16. Initiative/Creativity 21. Learning Ability

22. Listening 27. Personal Impact
23. Negotiating 28. Political &
24. Numerical Reasoning Organizational Awareness

25. Oral Communication 29. Prioritizing

26. Performance 30. Resilience

Orientation 31. Risk Taking
32. Self-Awareness 38. Time Management
33. Self-Confidence 39. Troubleshooting
34. Sociability 40. Vision
35. Strategic Planning 41. Vitality**
36. Teamwork 42. Written
37. Tenacity* Communication
1- CUSTOMER PARTNERSHIP
1- RELATIONSHIP MANAGEMENT
1. Negotiate Requirements 5. Use Formal & Informal
2. Manage Needs & Communication
Expectations 6. Build Respect & Trust
3. Build Effective Alliances 7. Follow-Up With
4. Maintain Personal Customers
Contacts 8. Focus On Long-Term
Relationships
 2- BUSINESS FOCUS
1. Focus On Customer 5. Balance Technology &
Requirements Customer Requirement
2. Find Ways To Improve 6. Prioritize Business
Service Requirements
3. Understand Client’s 7. Stay Abreast* Of
Business Technology & Business
4. Consider Customer 8. Understand Policies &
Perspective Impact
2- TEAM COLLABORATION*
1- TEAM BUILDING
1. Inspire & Motivates To 5. Recognize Efforts &
Excel Results
2. Articulate** Vision & 6. Focus On Important
Purpose Elements
3. Ensure Role 7. Create Ownership Of
Understanding Projects
4. Delegate Responsibility 8. Promote Industrial
& Authority Accountability
 2- ORGANIZATIONAL AWARENESS

1. Account For Impact On 5. Build Relationship

Others Network
2. Co-Ordinate With All 6. Include Relevant People
Groups
3. Straightforward About 7. Use Collaborative
All Issues Problem Solving
4. Communicate With All 8. Negotiate &
Parties Compromises
 3- PROBLEM SOLVING SKILLS

1. Make Contingency* Decision Making

Plans 5. Help Manage Conflict
2. Encourage Group 6. Know When To Take
Participation Control
3. Help With Taking 7. Help Others
Responsibility Understanding Impact
4. Manage Teams’ 8. Use Group Facilitation
3- DEVELOPING PEOPLE
1- RESPECT OTHERS
1. Seek Solutions Not 5. Maintain Other’s Self-
Blame Esteem
2. Maintain Self-Control 6. Work With All
3. Be Sensitive To Other’s People/Levels
Needs 7. Listen To Obtain Input
4. Be Fair & Even Handed 8. Respect Ideas &
Contributions
 2- ON JOB DEVELOPMENT (OJD/COACHING)

1. Improve Skills In Team 5. Be Open To Feedback

2. Use Cross-Training & 6. Use Mistakes For
Assignments Learning
3. Set Clear Objectives 7. Provide Feedback
4. Assess Employee Needs 8. Assess Skills For
Regularly Projects
4- TECHNICAL INTEGRITY
1- TECHNICAL EXPERTISE/COMMITMENT
1. Technologically Up-To- 5. Has Strong Grasp Of
Date Technology
2. Build In Testing 6. Put In Necessary Effort
Procedures 7. User-Friendly
3. Set Technology, Vision Communicator
Direction 8. Leverage/Optimize
4. Take Stand When Right Technology
 2- PROJECT/QUALITY
MANAGEMENT

1. Accept Full 5. Juggle* Multiple

Responsibility Projects
2. Anticipates Problems 6. Stay On Goals
3. Communicate Project 7. Use Resources
Status To All Effectively
4. Break Projects Down 8. Drive Quality &
Standards
 COMPETENCY MODEL FOR HR HEAD

1. Strategic Thinking
Behavioral Indicators
 Knowledge Of HR Issues, Challenges
 Knowledge Of HRM Practices, Strategies
 Ability To Understand & Clearly Articulate
Implication & Impact Of HR Challenges
 2. Business Acumen*
Behavioral Indicators
 Knowledge Of Organization: Strategy, Programs,
Services, Environment
 Ability To Understand & Clearly Articulate Direction,
Culture, Challenges, Priorities
 Take Appropriate Action To Align Above Functions
With Strategy
 3. Relationship Building & Networking
Behavioral Indicators
 Ability To Develop & Maintain Critical Relationships
& Networks
 That Contribute To Achievement Of Goals Of
Organization
 4. Team Leadership & Development
Behavioral Indicators
 Ability To Develop & Implement Strategies That
Build, Support & Enhance Team Morale & Productivity
 As Well As Promote Positive & Co-Operative Work
Environment
 5. Results Orientation
Behavioral Indicators
 Ability To Develop & Maintain Effective
Performance Management & Accountability Systems
Ensuring Improved Client Service
 Ability To Accurately Predict Emerging Issues &
Appropriately Manage Associated Risks Related To
Performance Management & Accountability Systems
 6. Impact & Influence
Behavioral Indicators
 Ability To Persuade, Convince, Influence Others To
Achieve Understanding & Reach Agreement
 Ability To Develop & Maintain Open & Honest
Professional Relationships With Colleagues, Clients,
Stakeholders
 Ability To Guide & Coach Diverse Group Of
Employees For Healthy, Productive, Respectful,
Safe Team & Work Environment
7. Communication
Behavioral Indicators
 Clearly Convey & Receive Messages To Encourage
Input
 Ability To Clearly & Accurately Articulate & Receive
Information To Capture Interest & Gain Support
 8. Personal Effectiveness
Behavioral Indicators
 Ability To Understand & Recognize One’s Own
Actions
 Ability To Perform Under Normal & Stressful
Conditions
 Ability To Take Steps To Ensure Healthy, Happy
Work Environment
 9. Internal Customer Orientation
Behavioral Indicators
 Ability To Conceptualize, Develop, Implement,
Evaluate Strategies, That Reflect Department’s
Strategic Plan & Meet Organization’s Needs
10. Human Resources Expertise
Behavioral Indicators
 Knowledge Of HR Principles, Concepts, Strategies,
Current Trends & Issues
 11. Change Leadership
Behavioral Indicators
 Ability To Lead, Develop, Champion* Change
 Building Employee & Departmental Support &
Commitment
 Ability To Persuade & Convince Others To Gain
Support For Change
 Providing Reasonable & Logical Options / Solutions
 COMPETENCY MODEL FOR HR MANAGER

1. Internal Customer
Behavioral Indicators
 Ability To Listen & Understand Needs &
Challenges
 Work With Team To Resolve HR Problems & Issues

 Knowledge Of Consulting Principles & Processes

2. Relationship Building
Behavioral Indicators
 Ability To Build &
Maintain Professional
Relationships
 Network To Support
Needs & Achieve
Organizational Goals
 3. Job Knowledge Benefits
Behavioral Indicators  Labor Relations

Knowledge Of:  Team Building

 HR Principles  Performance, Conflict,
Change Management
Practices & Tools Relating
To:  Organizational Design &
Development
 Staffing, Compensation,
Knowledge Of:  Design
 HRM Practices  Develop
Strategies Of:  Deliver
 Recruitment  Evaluate HR Services
 Support & Sustain  Professional Consulting
Diverse Workforce Skills & Techniques
Ability To:
 4. Knowledge of Government & Clients’ Business
Behavioral Indicators
 Knowledge Of Department Strategy & Programs
 Ability To Understand & Clearly Articulate Business
Direction, Culture, Challenges
 Prioritize Organizational Needs & Align HR
Strategy To Business Needs
 5. Teamwork
Behavioral Indicators
 Ability To Develop & Build Positive & Professional
Climate To Enhance Team Morale & Co-Operation
6. Results Orientation
Behavioral Indicators
 Ability To Plan, Prioritize, Organize & Follow Up Work
Projects & Tasks Ensuring Goals Accomplished Timely
 7. Impact & Influence
Behavioral Indicators
 Ability To Influence, Persuade & Gain Commitment
Of Colleagues To New Ideas & Objectives
8. Problem Solving
Behavioral Indicators
 Ability To Analyze Ideas, Issues, Observations
 Identify & Develop Variety Of Alternatives
 9. Communication
Behavioral Indicators
 Ability To Clearly Articulate & Present Information,
Ideas & Questions In Understandable Manner Verbally
& In Writing
 Ability To Assess Behavior Of Individuals & Groups To
Take Appropriate Actions & Make Necessary Changes
 10. Personal Effectiveness
Behavioral Indicators
 Knowledge Of Own Strengths & Development Areas
 Take Appropriate Action To Learn & Grow
 Ability To Recognize Symptoms Of Stress In Self &
Others
 Take Steps To Minimize Its Impacts On Individuals
Health & Organizational Well-Being
 11. Flexibility
Behavioral Indicators: Ability To
 Create Environment That Recognizes, Supports,
Respects Diversity Of Employees
 Maintain Healthy, Productive, Respectful, Safe,
Discrimination Free Work Environment
 Develop, Build, Maintain Open & Honest Work
Relationships Among Employees
 Manage & Organize Multiple, Diverse Issues, Priorities
 COMPETENCY MODEL FOR HR EXECUTIVE

1. Internal Customer
Behavioral Indicators: Ability To
 Ask Probing Questions, Listen, Comprehend*,
Verbally & In Writing Responding Clients &
Colleagues Needs Timely
 Provide Clear, Concise, Accurate Information To
Variety Of People In Formal & Informal Settings
 2. Human Resource Expertise
Behavioral Indicators
 Knowledge Of Relevant HR Practices
 Ability To Understand, Apply HR Policies, Procedures
3. Teamwork
Behavioral Indicators
 Ability To Develop & Maintain Positive Climate
 Demonstrate Collaborative Work Relationships
 4. Results Orientation
Behavioral Indicators: Ability To
 Contribute Positive Work Environment
 Achieve Goals, Ensuring Desired Outcomes Met Timely
 Identify, Clarify, Analyze Relevant Client Concerns /
Problems
 Provide Sound Options/Recommendations
 Implement Practical Solutions Timely
 5. Communication
Behavioral Indicators
 Ability To Communicate Information & Ideas; Both
Verbally & In Writing
 Ask Relevant Questions In Clear, Understandable
Manner
 6. Personal Effectiveness
Behavioral Indicators
 Knowledge Of Own Strengths; Areas For
Development;
 Taking Appropriate Action To Learn & Grow
 Ability To Recognize Symptoms Of Stress In Self
 Take Steps To Minimize Its Micro & Macro Impacts