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Competency Models: Types and Techniques<br />
What is Competency Mapping?<br />   It is about identifying preferred behaviors and personal skills which distinguish exce...
When should Competencies be Used?<br />The use of Competencies can include: assessment during recruitment, assessment duri...
What is Critical Incident Technique?<br />Respondents are asked to relate specific incidents, which highlighted exemplary ...
Critical Incident Analysis<br />When analyzing a critical incident, it is useful to ask yourself questions such as:<br /> ...
What is Repertory Grid Analysis?<br /><ul><li>Identify important attributes
For each attributes, establish a bipolar scale with differentiable characteristics and their opposites</li></li></ul><li>B...
Example: Assisting in Selecting a Computer Language<br /><ul><li>Attributes</li></ul>Availability<br /> Easy of Programmin...
Business Applications of Repertory Grid<br /><ul><li>Market Research
 Quality Control
Compliance
 Job Analysis and Design
 Decision Making</li></li></ul><li>Example Models<br />Competency models<br /><ul><li>“Organizational” Approaches Models
“HR Systems” Approaches Models
“Team” Approaches Models
Individualistic Models</li></li></ul><li>“Organizational” Approach Model<br />	Elliot Jaques provides a normative model of...
“HR Systems” Approach Model<br />	Dubois focuses on the whole human resources system, but emphasizes competency improvemen...
“TEAM” Approach Model<br />	Campion’s model, which applies to professional work, suggests that teams composed of individua...
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Competency models types and techniques

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  • It was indeed helpful to have insight on different models of competency mapping. Thanks a lot!
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  • great synopsis - thanks
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Competency models types and techniques

  1. 1. Competency Models: Types and Techniques<br />
  2. 2. What is Competency Mapping?<br /> It is about identifying preferred behaviors and personal skills which distinguish excellent and outstanding performance from the average. A Competency is the ingredients (skills, knowledge, attributes and behaviors) that contribute to excellence.<br />
  3. 3. When should Competencies be Used?<br />The use of Competencies can include: assessment during recruitment, assessment during further development; as a profile during assessment to guide future development needs; succession planning and promotion; organizational development analysis. Techniques used to map Competencies include Critical Incident Analysis and Repertory Grid.<br />
  4. 4. What is Critical Incident Technique?<br />Respondents are asked to relate specific incidents, which highlighted exemplary behaviors in critical situations. This is based on the assumption that the best and the worst of a person surfaces in a crisis.<br />
  5. 5. Critical Incident Analysis<br />When analyzing a critical incident, it is useful to ask yourself questions such as:<br /> * Why do I view the situation like that?<br /> * What assumptions have I made about the client or problem or situation?<br /> * How else could I interpret the situation?<br /> * What other action could I have taken that might have been more helpful?<br /> * What will I do if I am faced with a similar situation in the future?<br />
  6. 6. What is Repertory Grid Analysis?<br /><ul><li>Identify important attributes
  7. 7. For each attributes, establish a bipolar scale with differentiable characteristics and their opposites</li></li></ul><li>Business Applications of Repertory Grid<br />Repertory Grid - Constructs <br />Repertory Grid - Elements<br />
  8. 8. Example: Assisting in Selecting a Computer Language<br /><ul><li>Attributes</li></ul>Availability<br /> Easy of Programming<br /> Training Time<br />Orientation<br /><ul><li> Traits</li></ul>high, low, symbolic, numeric<br />
  9. 9. Business Applications of Repertory Grid<br /><ul><li>Market Research
  10. 10. Quality Control
  11. 11. Compliance
  12. 12. Job Analysis and Design
  13. 13. Decision Making</li></li></ul><li>Example Models<br />Competency models<br /><ul><li>“Organizational” Approaches Models
  14. 14. “HR Systems” Approaches Models
  15. 15. “Team” Approaches Models
  16. 16. Individualistic Models</li></li></ul><li>“Organizational” Approach Model<br /> Elliot Jaques provides a normative model of effective hierarchical organizations with an emphasis on competencies. The elements include the present and potential competencies of individuals along the dimensions of cognitive capacity, valuing the work, and non-disruptive personality.<br /> Peter Senge’s approach to a whole organization competency model is captured in his notion of the "learning organization." Its essential characteristics include nurturing the growth of new capabilities, transformational learning for survival, learning through performance and practice, and the inseparability of process and content. <br />
  17. 17. “HR Systems” Approach Model<br /> Dubois focuses on the whole human resources system, but emphasizes competency improvements through training and development strategies and programming: the contingencies are driven by organizational strategy but outcomes are focused on individual employees’ competency enhancement.<br /> Charles Snow’s contingency model links organizational performance to HRM and competency. Strategies depend on extent to which cause-effect relations affecting organizational performance are known and degree of formalized standards of desirable performance.<br />
  18. 18. “TEAM” Approach Model<br /> Campion’s model, which applies to professional work, suggests that teams composed of individuals with complementary competencies are more effective and have higher levels of job satisfaction than teams whose members have the same competency sets. This is especially true for work that is complex and varied in scope. <br />
  19. 19. “Individualistic” Approach Model<br />Traditional Person-Job Match Model<br /> This model assumes that employees have jobs with specific and identifiable tasks. Work is generally standardized and repetitive in an organizational hierarchy. Job performance is readily verifiable. This model works best with organizations defined by stable environments<br />Strategy Based Model<br /> This model assumes that employees have roles defined by the organization’s strategic goals. Work is flexibly defined and often carried out in a flattened, decentralized or matrix structure. Role performance is only partially verifiable. This model functions most effectively in organizations in competitive, complex or highly stressed environments.<br />
  20. 20. “Individualistic” Approach Model (continued..)<br />The Strategy Development Model<br />This model assumes that employees with broad, strategic “attributes” will create their own roles which interact to produce the organization’s strategy. Work is constantly evolving within a network of organizational relationships. This model is described in terms of organizations in chaotic, unpredictable, or very rapidly changing environments.<br />Intellectual Capital Model<br />These models emphasize the linkages and dynamic interaction among human capital, structural capital, and customer (client) capital. These models stress the knowledge that resides in employees and strategies to use it and value it differently.<br />
  21. 21. Which Competency Model is Right?<br />Companies create and use the Competency models to specify the employee behaviors, knowledge, and motivations that they believe are necessary to produce organizationally critical results. <br />But if the model is not quite right, the organization will suffer. To determine the right model it is essential to look at actual data -- assessments of employees‘ competencies and of the results they achieve.<br />
  22. 22. Competencies Equal Critical Success<br />As a conclusion we can say that ,it is through the competencies of its employees executives, managers, and individual contributors -- that an organizationexecutes its strategy and achieves results that are crucial to its success.<br />
  23. 23. Questions?<br />

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