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Competency Based Selection Presentation

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Transcript

  • 1. Workforce Planning Competency Based Selection Michael Davis Sandra Sales
  • 2. Workshop Objectives
    • Purpose
    • Concepts
    • Techniques
    • Validity - Job Relatedness
    • Exercise
    • Demonstration
  • 3. Why Competency Based Selection?
    • Organizational Streamlining
    • Workforce Planning
    • Internet Based Exams
    • Improving Job Person Match
    • Predicting Success
    • Reducing Turnover
  • 4. Competency Definition
    • Technical Competency - Determines what work is accomplished.
    • Personal/Interpersonal Competency - Determines how the work is accomplished.
  • 5. History of Competency Based Selection NEOAC-CLUES
    • N euroticism
    • E xtroversion
    • O penness
    • A greeable
    • C onscientious
    • S tability
    • E xtroversion
    • U ndogmatic
    • L ikable
    • C onscientious
  • 6. Normal Distribution of Competency
    • Envision the bell curve
    • Focus on high performers in a specific position/job
    • Distinguishing characteristics
  • 7. Job Analysis
    • What?
    • Why?
    • When?
    • Who?
  • 8. Examination Planning
    • Human Resources Role - Process experts
    • Program Manager’s Role - Job knowledge, program expertise
  • 9. Star Search
    • High Performers
    • Average Performers
    • Poor Job/Person Match
  • 10. Identifying Essential Competencies
    • Technical Competency - Technical expertise essential to perform the defined duties
    • Personal/Interpersonal Competency - Individual characteristics demonstrated by high performers
  • 11. Measuring Competency
    • Job Relatedness
    • Technical - Application, resume, Experience, Reference Check, Work Samples, Interview, Reference Check
    • Personal/Interpersonal - Interview, Reference Check
    • Probation Period Management
  • 12. Competency Based Question Personal/Interpersonal Competency - Trustworthy Question - All of us are confronted by a variety of temptations in our jobs. Can you tell us about such a time in your experience and how you handled it?
  • 13. Making the Competency Based Decision Hire Hard using all of the information gathered from job analysis through the probation period. The ultimate success is to Manage Easy
  • 14. Record Keeping
    • Job Analysis, including star search information
    • Maintain all paperwork from the exam planning process
    • Take and keep copious notes from the interview process
    • Reference check information must be maintained
  • 15. Competency Based Selection Video Demonstration Video
  • 16. Workforce Planning Competency Based Selection Thank you for participating! Michael and Sandra