COMPETENCY BASED HRMANAGEMENTBY: ADITYA PARIMOO
DEFINING COMPETENCY Competency is an underlying characteristics (i.e.Traits, skills, knowledge, aspect of ones’ self image, social role etc)which results in effective and/or superior performance. Competency is a set of skills, related to knowledge and attributes thatallow an individual to successfully perform a task or an activity withina specific job or function. Competencies are measureable, observable and critical to individualas well as organizations performance.
WHY COMPETENCIES? Structure and communicate the realignment of keyorganizational roles. “Raise the bar” on performance. Provide clear expectations and stable measures ofsuccess for both individual as well as for organisation. Provide a more focused method forselection, development, performancemanagement, rewards, etc. It could be a powerful tools for an organisation to meetits business results, through its most valuable resource-its people.
COMPETENCY MODEL? A group of competencies that describes successfulperformance for a particularorganisation, function, level, role or job A competency model consists of: Competencies Proficiency level and behavioural indicators Measurement approach Rating scale
GUIDELINES FOR CREATING ACOMPETENCY MODEL It must be: Aligned with business and organisation goals andneeds. Support the business strategy. Be future focused. Be selective, focused on a few competencies that areactually key for the company‘s and indivisualperformance. Do not make it so specific that it cannot be usedelsewhere in the organisation.
IN SHORT, PROMISE OFCOMPETENCIES………P rovides consistent selection criteriaR aises the bar of performanceO ffers data to tailor developmentM easures how intellect is deployedI ntegrate all HR systems with business strategy aroundfactors that contribute to organisational successS upports self-directed carrer planningE mphasizes people (versus job) capabalities
BENEFITS OF USING COMPETENCYMODELFOR MANAGERS: Identify performance criteria to improve the accuracy and easeof the hiring and selection process. Clarify standards of excellence for easier communication ofperformance expectations to direct reports. Provide a clear foundation for dialogue to occur between themanager and the employee about theperformance, development, and career related issues
BENEFITS OF USING COMPETENCYMODELFOR EMPLOYEES: Identify the success criteria (i.e., behavioural standardsof performance excellence) required to be successful intheir role. Support a more specific and objective assessment oftheir strengths and specify targeted areas forprofessional development. Provide development tools and methods for enhancingtheir skills.
COMPETENCY BASED INTERVIEW Is a structured interview. The questions are focusedon disclosing of examples of behaviour in the past. The process of interview is intended to disclosespecifically and in detail examples of behaviour inthe past. Is designed based on the principle: Past BehaviourPredicts Future Behaviour (candidates are mostlikely to repeat these behaviours in similarsituations in the future) Has a high level of validity and reliability Equipped with a standard scoring system whichrefers to behaviour indicators.
APPROACH IN COMPETENCYBASED INTERVIEWS what was the Situation in which you were involved?T what was the Task you needed to accomplish?A what Action(s) did you take?R what Result did u achieve?