Competency based hr management

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Competency based hr management

  1. 1. COMPETENCY BASED HRMANAGEMENTBY: ADITYA PARIMOO
  2. 2. 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.
  3. 3. IN OTHER WORDS
  4. 4. FRAME WORK
  5. 5. IMPACT OF COMPETENCIES
  6. 6. DEFINITION OF COMPETENCY
  7. 7. 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.
  8. 8. 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
  9. 9. 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.
  10. 10. COMPETENCY BUSINESS MODEL
  11. 11. COMPETENCIES HELP INTEGRATEKEY HR SYSTEMS
  12. 12. IN SHORT, PROMISE OFCOMPETENCIES………P rovides consistent selection criteriaR aises the bar of performanceO ffers data to tailor developmentM easures how intellect is deployedI ntegrate all HR systems with business strategy aroundfactors that contribute to organisational successS upports self-directed carrer planningE mphasizes people (versus job) capabalities
  13. 13. COMPETENCY PROCESS……..
  14. 14. BENEFITS OF USING COMPETENCYMODELFOR 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
  15. 15. BENEFITS OF USING COMPETENCYMODELFOR 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.
  16. 16. 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.
  17. 17. APPROACH IN COMPETENCYBASED INTERVIEWS 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?
  18. 18. COMPETENCY PROFILE REQUIREMENTS PERPOSITION
  19. 19. TRAINING MATRIX

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