Competency Based HRM Applications

SUBMITTED TO: SUBMITTED BY:

DR. Utkarsh Mangal MONIKA (41)

(Assistant Professor)
C Recruitment & Selection
O
M
E B A Training & Development
T
A P
E
N S P
E L Compensation
C
D H I Management
Y
R C
M A
T Performance
Management
I
O
N Career and Succession
Planning
 Competency Based Recruitment and Selection
P
A
1
R Competency-based recruitment and
selection can be defined as a process in
T which every candidate is assessed for
competency proficiency related to a
job/position through a well defined set of
action-oriented assessment tools.
 6. Selection Decision
1.Resource Planning
Criteria
S
E
2. Description and 7. Selection
T
Specifications O Fitment Criteria
F
T 8. Offer
3.Hiring Plan E Management
N
S
4. Assessment T 9. Boarding Process
Tools/Test E
P
S 10. Induction Process
5.Interviewing
 Developing Competency-based Resource Planning
S
T
1
E Developing Competency-based Resource Planning involves integrating the
P organization’s competency framework into the resource planning process to ensure
that the right people with appropriate skills are allocated to tasks and project
effectively.

 Focuses on assessing, nurturing the

Competency-based skill &knowledge of employees
approach:  The thrust is on what kind of
competencies and what proficiency
each level is required to man and
manage a particular operations in
highly optimized manner.
 Standard Human Resource Planning
Process:

Workload Analysis: Workforce Analysis:

 Systematic Process Two Components  Examines & evaluates

 Achieve a balance  Collecting & analyzing
 Make informed data
decisions
T
Y
P
E

O
F

C
O
M
P
E
T
A Competency-based human resource planning typically
E
finishes by compiling a list of the skills needed for various
N
roles with in the organizations.
C
Y
 Developing Competency Descriptions and Specifications

S
T 2
E
P Hiring and Placing People
Traditional Recruitment
and Selection Process

 Competency descriptions and

specifications are developed.
Competency-based  Method of defining job roles and
responsibilities
approach:
 Identify the key competencies
 Provide a clear and objective framework
 Developing Competency-based Hiring Plan

S
T 3
E
P
Effective Recruitment and Selection

Must Contain Details

Direct linkage & Correlation

Give a Positive Touch

 Developing Competency-based Assessment Tools/Tests:
S
T 4
E
P

Types of Assessment Integrated Assessment

Singular Test Exercises Technique

 Paper & Pencil  Assessment Centre  Multi-rater

Test: Assessment Centre

 used for testing the  Identifying and  Comprehensive

aptitude, knowledge mapping competency evaluation process
level &intelligence  Primary used for  Multiple assessors &
 Government selection , placement raters
recruitment written test  Used in selection or
development process
 Developing Competency-based Interviewing
S
T 5
E
P

Competency-based
Traditional Interviews
Interviews

 Structured Interview Process is  Situational-based and

used Unstructured approach
 Focus on General Questions  Focus on Specific behaviors
 Assessment Criteria(based on and abilities
overall impression &  Assessment Criteria (based
presentations) on specific competencies &
behaviors)
 Developing Competency-based Selection Decision Criteria
S
T 6
E
P
 Identifying the key Competencies
 Designing assessment methods
 Well trained
 Developing Competency-based Selection Fitment Criteria

S
T 7
E • Not only identifying right candidates
P • Lose candidate
• Fitment Criteria

Fitment
Criteria
S Developing Competency-based Offer Management
T
E
8
P

 Conventional human resource practices( normal

activity)
 Competency approach( terms and format)
 Process of extending job offers to candidates
 Involves crafting & presenting job offers
 1. Prepare the offer

2. Tailor the offer

S
T 3. Communicate the offer
E
P 4. Address Questions & concerns
s
5. Obtain Acceptance

6. Close the Recruitment Process

 Developing Competency-based Onboarding Process

S
T 9
E • Welcoming and integrating new employees
P • Providing necessary information
• Ensure Pre-boarding preparations
• Provide warm welcome & introduction
 Developing Competency-based Induction Process

S
T 10
E  often confined to introducing company information
P  emphasis is how competency is at the center
 Can be reliable predicator
 Encourage to develop personal vision
 Must to inspire new joines to look at their work
 Competency and proficiency are matters