A combination of skills, job attitude, and knowledge which is reflected in job behavior that can be observed, measured and evaluated.
Competency is a determining factor for successful performance
The focus of competency is behavior which is an application of skills, job attitude and knowledge.
Recruitment & Selection Training & Development Performance Management COMPETENCY FRAMEWORK Reward Management Career Management People Management Framework based on Competency The competency framework will be the basis for all people functions and serve as the "linkage" between individual performance and business results Competency based people Strategy BUSINESS RESULTS BUSINESS STRATEGY
Provide clear expectations and stable measures of success
Offer an integrating vehicle for HC initiatives, practices and tools
Provide a more focused method for selection, development, performance management, rewards, etc.
Iceberg Model of Competency Melakukan tugas-tugas fisik atau mental Skill Informasi / ilmu yang dimiliki tentang area yang spesifik. Knowledge Surface – most easily to develop Self-Concept Sikap, nilai-nilai, atau self-image Trait Karakteristik fisik & respon yg konsisten terhadap situasi/informasi Core Personality – most difficult to develop Hal yg mendorong dan mengarahkan utk melakukan sesuatu Motive
28/06/2010 niken wulandari CORE LEADERSHIP/ MANAGERIAL SPECIFIC
Our Approach Business Strategy Vision Mission Values Competitive Strategy HR Strategy Culture People Organization Process Technology Competency Modeling Organizational Team/Process Role/Job Competency-Based HR Programs Assessment Recruiting, Selection, Deployment Development & Training Performance Management Rewards
Core/Organizational Competencies Required for excellent performance across all levels and functions Leadership and Process Competencies Success factors that differentiate performance across levels or functions (e.g. First-Level, Middle, Executive) Function-Specific Competencies Success factors that distinguish functional groups Finance Human Resources Marketing Information Systems Purchasing Sales Legal Customer Service Model of Competency
What Are Competencies? Example Core Competency: Results/ Quality Orientation Drives to complete work product within deadlines and within performance standards to achieve superior value for the business. Competency: Definition: Behaviors:
Sets high standards for the quality of own and other’s work.
Adopts or develops techniques for quality assurance and organizational excellence
Anticipates problems that may interfere with the quality of results or goal achievement and develops possible ways of overcoming them.
Holds people responsible for checking the accuracy of their work and the work of others.
What Are Competencies? Example Leadership Competency: Developing People Champions continuous learning, recognizes employee development needs and opportunities, provides on-going feedback and coaching. Competency: Definition: Behaviors:
Recognizes and rewards accomplishments within the organization.
Provides challenging and stretching assignments globally for employees.
What Are Competencies? Example Function-Specific Competency: Financial Analysis/ Planning Uses key financial information to evaluate and select optimal solutions for the company and identifies financial problems and opportunities. Competency: Definition:
Provides timely and accurate data for financial planning/ analysis.
Uses standards business and financial analysis instruments and tools in planning.
Analyzes and solves complex financial transactions and problems.
Tahap 1. Data Gathering & Preparation Tahap 2. Data Analysis Tahap 3. Validation Develop Competency Model
Data required Develop Competency Model… (cont’d) Tahap 1. Data Gathering & Preparation Competency Core Competencies Company’s Vision, Mission, Goals & Strategic Planning Leadership Competencies Job-related information (Job Spec. Job Desc.); Decision making role & authority process troughout the company; Organization Chart Specific / Distinguished Competencies Job-related information; Org-chart
Pelajari + Pilah Data Tahap 1. Data Gathering & Preparation Job Desc. & Job Spec Identifikasikompetensi Crosscheck 360 Degrees Competency Model VisidanMisi
Tahap 1. Methods usually used for gathering competency data : Job Analysis – Job Requirements, List of tasks, Job Responsibility & Purpose, Relationship to other Job. Behavioral Event Interview – Captured specific evident that shows critical characteristics of top performer Critical Incident Observation
Tahap 2. Data Analysis Internal Consistency Competency Review Validity vs other jobs Top Management meetings Competency Dictionary Leveling Competency
Tahap 3. Validation Focus Group Discussion Validation exercise Refine and redefine competency definition & leveling if necessary 4.Top management workshop to finalize competency model and definition
Competency Dictionary Things to be considered for developing competency dictionary : Definition Dimensions Proficiency levels or scales
Competency Dictionary 1. Definition Description of behavior or skills or characteristics Use reference of other competency dictionary Benchmark with other typical industry
Competency Dictionary 2. Dimensions Intensity or completeness of action Size of impact Complexity Amount of effort
Competency Dictionary 3. Proficiency levels or scales (usually consist of 3 up to 7 levels) Exposed Development Proficient Mastery Expert disesuaikan / diterjemahkankedalamdefinisikompetensi
How Competency ? KonsepKompetensi: Definisidanlevelling yang kurangspesifik mispersepsi/misinterpretasi. perilaku yang tampakdantidakpadaintensi / karakteristik yang mendorongperilaku (potensial). bersifat ideal dantidakberdasarkan data kongkret sulit
How Competency ? PenerapanKompetensi MinimnyaKomitmen Top Management. MinimnyaSosialisasi tidakpaham. Dipandangsebagai program dari SDM Kompetensisulitberkembang karakteristik yang sudahterbentuk PengukuranKompetensi yang kurangobyektif.