Managing Talent Through Competency Assessment & Development (2)

8/8/2019 Managing Talent Through Competency Assessment & Development (2)

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MANAGING TALENT

THROUGH COMPETENCY

ASSESSMENT &

DEVELOPMENT

Presented by:-

Ajay Raj Singh

Chirag Vashishta

Jitendra Kumar

Vikram Sharma



INTRODUCTION

´ Defining and measuring competencies is crucial tomaximizing potential and unlocking superior performance. Competencies provide a clear andintegrated set of dimensions against whichperformance can be described and measured. A well-designed competency framework provides the link between behaviors, skills and attributes required by theindividual and the tasks required in a job. A framework

that is used as the foundation of an organization·stalent management strategy provides the link betweentalent and tangible business outcomes.



HERE WE ARE TALKING ABOUT

COMPETENCY NOT COMPETENCE.

THEN WHAT IS THE DIFFERENCE????

Competence

The basic requirement

to perform a job as per

the prerequisite

expectations.

Competency

This is KSA(Knowledge,

Skill & Ability)

Differs superior

performers from average

performers



HOW CAN WE ASSESS

COMPETENCY:-

There have been various models given to assess

competencies within an organization but we will

discuss the most popular and used one given by

NIHILENT Technologies( a company serving the

various needs of corporate for consultancy in all

such matters for over 350 yrs.)

The company has given a framework called MC·3which helps in competency assessment through

it·s supportive mechanism called LAMAT.



CONTD«.

´ LAMAT assesses competency by means of twoways:-

´ By use of Balance score card for purpose of

performance measurement;

´ And by use of C.A.S.(Competency assessmentsystem), it helps caliber competencies of

individuals, provides organization a welldefined development approach to bridge thegap.



COMPETENCY ASSESSMENT SYSTEM

´ Competency Assessment System (CAS), a moduleof Lamat calibrates and ascertains thecompetencies of individuals and provides the

organization with a well-defined developmentapproach to bridge the gaps. CAS is a user friendly application which helps the management of anorganization to define roles, arrive at

competencies for each role and then assess theindividuals on the role level competencies vis-à-visrequired proficiency levels.



ADVANTAGES OF CAS

´ T he competency assessment process is quick, scientific andfocused towards delivering strategic business objectives

´ Business can now relate the potential of an individual to theperformance delivered, which in turn will help the

management to create an Integrated PerformanceManagement System

´ Enables allocation of right individuals to the roles toenhance business performance

´ Helps identify balance of expertise within business units,

divisions and groups´ Enables to identify learning priorities for each individual to

determine learning paths and bridge the gaps.



COMPETENCY ASSESSMENT ISSUES

´ Competencies are a combination of severalentities motives, traits, self-concepts, attitudes or values, skills and abilities all of which can

differentiate superior performers from averageperformers. Since competencies take a compositeview of an employee·s ability to perform, they gobeyond mere the job knowledge. T his becomes

particularly useful when the definition of jobs itself changes under external competitive pressures andtoday·s global scenario which is rapidly changing.



´

Starting from using trait and intelligence asprimary tools for predicting human performance,

several competency models have been developed

by human resource consultants and experts today.

T hese advanced models capture a host of managerial competencies/skills including the

administrative, communicational, interpersonal,

motivational, strategic, entrepreneurial; as well as

leadership, self-management and thinking skills.´ However, one of the drawbacks of the above

approaches is that they focus mainly on

managerial aspects of jobs, and much less on

technical aspects of the job.



NEED OF COMPETENCY

ASSESSMENT

´ Finding the right fit for the right job is a matter of

concern for most organizations especially in today·s

economic crisis.

´

Competencies enable individuals to identify andarticulate what they offer -regardless of the job.

´ The slowing economy around the world has put new and

increased pressure on an organization·s capability to getmore out of the available resource they have.

´ Competency modeling identifies the precise set of

competencies and proficiency levels needed for everyrole in the organization.



CONTINUED«..

´ This system helps identify specific areas of training

and maps employee growth to strategic business

needs.

´ During a difficult economic situation, it becomes

particularly important for organizations to sustain

their competitive edge in the industry by investing

in learning and development programs that willempower employees to build on their strategic

career objectives,



COMPETENCE TO COMPETENCY

´ Competence is a standardized requirement for anindividual to perform a specific job. Itencompasses a combination of KSA utilized toimprove performance. More generally, competenceis the state or quality of being adequately or wellqualified, having the ability to perform a specific

job.

´ Moving a step further and working on competence

of an employee after the competency requiredhave been assessed, these competencies bymeans of competency development techniques.



COMPETENCY DEVELOPMENT

´ T alents (Employees) in any organization can be classified in to four categories using two simple yet effective criteria

1. T he ability to learn and

2. T he willingness to learn.

´

a) Individuals who are high on both counts are the stars of theworkplace. T hey need to be encouraged and rewarded.

´ b) Individuals who are low on both dimensions often may need to beretrenched in the interests of maintaining or improving organizational efficiency.

´ c) T he in-betweens are those who are high on the ability to learn but

low on willingness to learn who need to be re-trained and,´ d) T hose who are high on the willingness to learn but low on the

ability to learn who need to be redeployed.



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Managing Talent Through Competency Assessment & Development (2)

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