i-skill suite
DESCRIPTION
Competency Based HRTRANSCRIPT
Product Overview and Demonstration
Human Resource Systems Group (HRSG)
Founded in 1989
Focus: helping organizations align their human resources with strategic goals
Leaders in Competency-based Management (CBM)
HRSG Products & Services
Competency-based Management (CBM): Selection, Assessment, Learning, Performance Management, HR Planning, Career / Succession Management
Professional Services
Why Competency-based Management?
Organizational Challenges
Finding the right talent
Continual skills development
Efficient training strategies
Retaining skilled resources
From an Organizational Perspective
Links strategic plan to human capital
Defines skills and talents needed
Measures organizational competency
Optimizes employee performance
Agenda
The Business Case
A Case Study Example
Competency Applications
Technology Demo
Key Concepts &Processes
Translates the organization’s vision and goals into expected
employee behaviorIncreases employee
productivity and operating effectiveness
Increases employee satisfaction leading to reduced turnover rate
Shortens the Learning Curve, as the new recruits demonstrate
high potential, etc…
Targets employee development to organization performance goals
Identifies gap between present skill sets and
future skill requirements
Improves hiring decisions
Competencies translate the strategic vision and goals for the organization into behaviours or actions
employees must display for the organization to be successful.
The link to success…
-What are Competencies -Defining a Profile
-Competency-based Management
A Brief Look at Key Concepts / Processes
Observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful
job performance.
What are “competencies?”
Example Competency
Example Competency
Competencies – Another view
Self-concept
Trait
Motive
Visible, surface, easy to identify and manage
Hidden, difficult to
identify and
manage
Source: Spencer & Spencer, 1993
Skill
Knowledge
A grouping or set of competencies that together, describe the most critical
behaviours and/or actions required for success in a job .
Usually 6 -12 competencies for any given position / profile. Profile is specific to a
job or group of jobs .
What is a “competency profile?”
Example Profile: Programmer Analyst
CORE COMPETENCIES
Achievement Orientation
Client Focus
Initiative
Teamwork
3
3
3
3
Competency Proficiency
JOB SPECIFIC - BEHAVIORIAL COMPETENCIES
Adaptability
Analytical Thinking
Critical Judgment
Problem Solving
3
2
2
2
Competency Proficiency
Example Profile: Programmer Analyst
JOB SPECFIC - TECHNICALCOMPETENCIES
Project Management
Using Information Technology
Information Management
4
2
4
Competency Proficiency
Required
Effectiveness
Level
A HR management approach that standardizes and integrates all HR activities based on
competencies that support organizational goals.
What is Competency-based Management?
Competency-based HRM
Competencies Competencies
Case Study - Homewood
Mental Health Care facility Excellent reputation in Canada & U.S. Presenting challenges:
• define the vision and goals• continual improvement of skills• anticipated retirements
A Case Example:
The ResultsCompetencies now an integral focus of HR
processes
Healthy Workplace Award
Canada Award for Quality Excellence
Implementing CompetenciesRecruitment, Staffing &
Selection
Example Staffing Tools
Selection Standards incorporating competencies
Interview and reference checking question banks organized by competencies
Standardized interview guides Standardized rating scales that
incorporate competency criteria Competencies used to organize
selection system
Implementing Competencies
Interview Question Banks & Interview Guides:
Online Demonstration of:
Implementing Competencies Learning &
Development
The Learning Cycle
Competencies
Review & Evaluation
Learning PlanGap Analysis
Learning Activities
Implementing Competencies
Assessment & Learning Plan Development:
Online Demonstration of:
Implementing Competencies Performance Management
Three Stages of Performance Management
1 Planning• What must be achieved?• To what standard?• What competencies are
needed?• What development is
needed?
2 Mid- cycle Review• How am I doing?• Can I do better?• Has anything changed?
3 Evaluation• How did I do?• How can I do better?• What have I learned?
Performance Objectives
• Key objectives / outcomes, and
• Standards for determining whether they are successfully accomplished
WHATmust be accomplished.
Competencies
• Behaviours to be displayed in successful accomplishment of work goals
HOWit must be accomplished.
Typical Systems Incorporating Competencies
Implementing Competencies
Performance Management:
Online Demonstration of:
Implementing Competencies
Career Development & Succession
Management
Organizational Needs
Individual Needs
Major strategic issues facing the organization?
• critical needs and challenges
• critical competencies to meet challenges
• shortages?• does org. have
bench strength to meet challenges
Finding career opportunities within org. that:
• use my strengths• address my
development needs• provide challenge• match my interests• match my values• match my personal
style
Career Development
Succession Planning/Management Defined
A planned system to ensure the organization has a qualified pool of employees to fill key* roles.
* Those jobs / roles / positions that are important to the success of the organization and cannot remain unfilled for long.
Succession Management
Leadership / CapacityRequirement
Pool of Resources
Assessment & Identification of Talent
Business Strategy
IndividualProfile
DevelopmentActivities
Implementing Competencies
Succession / Career Planning:
Online Demonstration of:
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