"Creating Value through

Competencies"

What Are Competencies ?

Knowledge

Skills

Attitude

Personality

Context

Job or Role

CccCompetence Competency

• Competence concentrates on the outcomes of job performance. (WHAT has been achieved)

• Competency focuses on the behaviours that cause that outcome. (HOW was it achieved)

Competence Vs Competency

Competencies

ROLE PERSON

ORGANISATION

COMPETENCY

Defining Competencies

Why Competencies ?

• If people know what the success factors are, they attempt to develop them.

• Competencies offer a more specific and objective basis to define personal factors.

• Competencies can be used to integrate the various processes on a common objective platform.

f Competencies

• Behaviorally anchored

• Specific and observable

• Reflect organizational culture and vocabulary

• Visionary and forward looking

• Few and critical (Not more than 8)

• Discrete

Characteristics of Good Competency

• Empirical – Bespoke - Tailored• Off the Shelf – Ready made• Customized - Adjusted

AAAAApproaches

Bespoke

• Job analysis

• Identifying high performers

• Identifying competencies

• Defining competencies

Bespoke

MM Of Job Analysis And Competency Identification

• Diary method

• Structured interviews

• Critical incident method

• Repertory grid method

Methods of Job Analysis and Competency Identification

McBer Generic Competencies

• Achievement and action competencies

• Managerial competencies

• Influencing competencies

• Personal effectiveness competencies

• Cognitive competencies

MModels Of Competencies

• Managing tasks

• Managing people

• Communicating

• Thinking creatively

• Working with information

Models of Competencies

Benefits of Competency Models in HRM Systems

Selection

• Provides a complete picture of the job requirements

• Increases the likelihood of hiring people who will succeed in the job

• Minimizes the investment (both time and money) in people who may not meet the company’s expectations

• Ensures a more systematic interview process

• Helps distinguish between competencies that are trainable and those that are more difficult to develop

Benefits of Competency Models in HRM Systems

Benefits of Competency Models in HRM Systems

Training and Development

• Enables people to focus on the skills, knowledge, and characteristics that have the most impact on effectiveness

• Ensures that training and development opportunities are aligned with organizational values and strategies

• Makes the most effective use of training and development time and dollars

• Provides a framework for ongoing coaching and feedback

Benefits of Competency Models in HRM Systems

Benefits of Competency Models in HRM Systems

Appraisal

• Provides a shared understanding of what will be monitored and measured

• Focuses and facilitates the performance appraisal discussion

• Provides focus for gaining information about a person’s behavior on the job

Benefits of Competency Models in HRM Systems

Benefits of Competency Models in HRM Systems

Succession Planning

• Clarifies the skills, knowledge, and characteristics required for the job or role in question

• Provides a method to assess a candidate’s readiness for the role

• Focuses training and development plans to address missing competencies

• Allows an organization to measure its “bench strength” (number of high-potential performers)

Benefits of Competency Models in HRM Systems

KPAs of Level 2Work EnvironmentCommunicationStaffingPerformance MgmtTrainingCompensation

Levels

5Optimizing

4Predictable

3Defined

2Managed

Building Competencies

Buildingworkgroups &

culture

Motivatingand managingperformance

Shapingthe

workforce

OrganizationalPerformance

Alignment

Competency Based Assets

Mentoring

CompetencyDevelopment

Knowledge andSkills Analysis

Training and

Development

CompetencyIntegration

Empowered Workgroups

Workgroup Development

Participatory Culture

Communication and

Coordination

Quantitative PerformanceManagement

CompetencyBased Practices

Career Development

Compensation

PerformanceManagement

Work Environment

OrganizationalCapability

Management

WorkforcePlanning

Staffing

Continuous WorkforceInnovation

Continuous Capability Improvement

PCMM & CompetenciesPCMM & Competencies