COMPETENCIES
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Introduction – History
Dates back to the late 1960’s and early 1970’s.
Social psychologists originally interested in personality traits but found low correlation with actual job performance.
Academic aptitude and knowledge content did not predict job performance or success.
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Introduction – History….
Competency variables were predicting job performance and were not bias to specific groups.
1980’s -- performance management and 360 degree feedback.
Late 1980’s and 1990’s - alignment, assessment, change management, and rewards.
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Concept Of Competency
The word Competency derived from Latin word "Competere" which means 'to be suitable'. The Competency concept was originally developed in Psychology denoting individuals' ability to respond to demand placed on them by their environment.
Competencies encompass personal traits, skills, attitudes, behaviors and knowledge that are expressed in observable behavior and action. They are the characteristics of an individual, which underlie performance or behavior at work.
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Concept Of Competency….
1. Behaviors. Things people say and do.
2. KnowledgeInformation a person has in specific content areas.
3. Skills & AbilitiesThe ability to perform a certain physical or
mental task.
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Concept Of Competency….
4. Self-Concept. A person’s attitudes, values, or self-image.
One’s view of one’s identity, personality, and worth.
5. Traits. Consistent responses to similar situations or information.
6. Motives. Things a person consistently thinks about or wants that cause action.
They drive, direct, and select behavior toward or away from certain actions or goals.
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Concept of Competency….
Underlying
characteristics
of people
associated
with success
on the job.
Behaviors, knowledge, skills, abilities Behaviors, knowledge, skills, abilities
TraitsTraits
MotivesMotives
Attitudes, values, self-imageAttitudes, values, self-image
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Competencies : What are they?
The Father of Competency
Schoonover defines :
“A competency as a behavior or set of behaviors that describes excellent performance in a particular work context (e.g., job, role or group of jobs, function, or whole organization).”
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About Competencies….
The Knowledge, Skills and Attitudes required for successfully meeting job accountabilities.
Competencies are generally defined as the grouping of behaviors that encompass the knowledge, skills and attitudes, motives and temperament that distinguish excellent performer.
Competencies focus on how an employee can create value.
Competencies include "applied" knowledge.
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About Competencies….
The human capital of an organization is its employee's competencies and their ability to perform. Only competent and performing employee's can contribute towards organizational goals effectively.
Competencies are fundamental building blocks that impact an organization's business results.
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COMPETENCIES
KNOWLEDGE
MOTIVES /ATTITUDES
TEMPERAMENT
SKILLS
Competency: Positions a new product so that it is clearly differentiated in the market
Set up new product introduction project
Competency: Meets all commitments in timely manner
Understands market pricing dynamics
Competency: Uses an understanding of market pricing dynamics to develop pricing models
Achievement - Wants to do an excellent job
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About Competencies….
Why Competencies?
Why identify competencies
Create a common languagefor people and practices
and integrate the process
Bring self-managementinto
daily practice
Speed up adoption of new values
and technology
Link peoplepractices to
business strategies
Enable flexible work design
Facilitate the changingHuman Resourcedevelopment role
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Competency Framework
Domain Of Skills
Technical
InterpersonalCritical Thinking
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Competency Framework
Technical
Cognitive skills
Knowledge
Psychomotor skills
Technical understanding
(ability to follow directions,
carry out procedures, etc.)
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Competency Framework….
Critical Thinking
Fiscal responsibilities Clinical reasoning Reflective practice Learning Change management
Problem solvingTime managementPriority settingPlanningCreativityEthicsResource allocating
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Competency Framework….
Interpersonal
DirectingArticulatingUnderstanding diversityTeam skills
CommunicationCustomer serviceConflict managementDelegatingFacilitatingCollaborating
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Competency Framework….
Competency Matrix consists of 4 different levels:
Level 1 – FundamentalLevel 2 – PractitionerLevel 3 – ExpertLevel 4 – Shaper
Level of competency keeps Level of competency keeps on increasing as one moves on increasing as one moves up the ladder.up the ladder.
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Competency Framework….
The HR Competency Framework is comprised of :
Core Competencies
Level - Specific Competencies
Role - Specific Competencies
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Competency Framework….
Core Competencies include:
Personal Attributes
Leadership Competencies
Management Competencies
Functional Skills
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Competency Framework….
Level - Specific Competencies include:
First - Level Manager Competencies
Mid - Level Manager Competencies
Executive Competencies
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Competency Framework….
Role - Specific Competencies include:
HR Specialist Competencies
HR Generalist Competencies
HR Strategist Competencies
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Competency Framework….
Level-Specific/Leadership & Process CompetenciesSuccess factors that differentiate performance across levels or functions
(e.g. First-Level, Middle, Executive)
Role-Specific/Function-Specific CompetenciesSuccess factors that distinguish functional groups
Sale
s
Leg
al
Cu
sto
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erv
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Mark
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g
Info
rmatio
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yste
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Hu
man
Resou
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Fin
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Pu
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Core/Organizational CompetenciesRequired for excellent performance across all levels and functions
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Competency Framework….HR Competency Model
BusinessMastery
• Business acumen• Customer orientation
• External Relations
BusinessMastery
• Business acumen• Customer orientation
• External Relations
HRMastery
• Staffing• Performance appraisal
• Rewards system• Communication
• Organization design
HRMastery
• Staffing• Performance appraisal
• Rewards system• Communication
• Organization design
ChangeMastery
• Interpersonalskills & influence
• Problem-solving skills• Rewards system
• Innovation and creativity
ChangeMastery
• Interpersonalskills & influence
• Problem-solving skills• Rewards system
• Innovation and creativity
Personal Credibility
• Trust• Personal
relationships• Lived values
• Courage
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Competency Framework….Leader
-analytical creative thinking & knows business systems
Employee Champion
-develops relationship
-promotes diversity
Strategic Partner
-understands culture knows mission
Technical expert
-Knowledge HR law & policies,work -
life, IT
Change Consultant, OD,
Marketing & team
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Competency Framework….
Competency Based HRM
Recruiting Recruiting & Staffing& Staffing
Learning & Learning & DevelopmentDevelopment
Succession Succession PlanningPlanning
Competencies
Performance Performance ManagementManagement
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Last but not the least
Actual performance isthe gold standard for demonstration of competency.
Competencies generally follow the 80-20 rule in which they include the key behaviors that primarily drive excellent performance. They are generally presented with a definition and key behavioral indicators.