What are competencies


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What are competencies

  1. 1. What are Competencies<br />
  2. 2. What are Competencies<br />Competencies are the human capabilities and work-related behaviors that provide a competitive advantage to an organization<br />Any quality or characteristics of a person which underpins successful performance<br />
  3. 3. How do Competencies differ from Skills and Knowledge<br />Competencies only include behaviors that demonstrate excellent performance<br />They do not include knowledge, but do included “applied” knowledge or the behavioral application of knowledge that produces success<br />Competencies do include skills, but only the manifestation of skills that produce success<br />Competencies are not work motives, but do include observable behaviors related to motives<br />
  4. 4. How do Competencies differ from Skills and Knowledge<br />
  5. 5. Observable<br />Behavior<br />Aptitudes<br />Attitudes / Traits<br />Competencies<br />Skills<br />The Behavioral Iceberg<br />Knowledge<br />
  6. 6. Natural ability that prepares the person to fulfill the responsibilities<br />Aptitudes<br />Way of thinking or behaving needed to fulfill the responsibilities<br />Attitudes<br />Acquired ability or experience needed to fulfill the responsibilities<br />Skills<br />Information and understanding needed to fulfill the responsibilities<br />Knowledge<br />Types of Competencies<br />
  7. 7. Competency Clusters<br />Business Knowledge<br />Customer Focus<br />Communication<br />Result Focus<br />Leadership<br />Proactivity<br />Innovation<br />Collaboration<br />Stamina & Adaptability<br />Conceptual Thinking<br />
  8. 8. Recruitment & Selection<br />Job Design & Grading<br />Performance Management<br />Career Pathing<br />Succession Planning<br />Training & Development<br />Potential Assessment<br />Reward Management<br />Benefits of Competency Framework<br />
  9. 9. Role Clarification<br />Competencies reqd. for the Job<br />Competencies a Job Holder has<br />Competency Mapping<br />Bridging the Competency Gap<br />Competency Mapping: Flow Chart<br />Job Description<br />
  10. 10. Methods to Identify Competencies<br /><ul><li>In Basket Exercises
  11. 11. Stress Interviews
  12. 12. Focused Behavioral Event Interview
  13. 13. Presentation Vision / Strategy Speeches
  14. 14. Leaderless Group Exercises
  15. 15. Role Play
  16. 16. Business Games
  17. 17. Structured Group Discussion
  18. 18. Psychometric Tests
  19. 19. Case Studies
  20. 20. Peer Coaching & Counseling Exercises</li></li></ul><li>WRITTEN COMMUNICATION<br />Write and transmit information<br />1<br />2<br />3<br />4<br />5<br />Write in a simplified manner complex messages in order to sustain the choices of the reader<br />Write in a simplified manner complex messages in order to influence the reader<br />Write structured and developed notes and documents<br />Write standard documents<br />The Five-level Scale<br />
  21. 21. Competency Mapping: Competency Identification Worksheet<br />Example: Regional Sales Manager<br /><ul><li>To achieve Sales objectives of approx.
  22. 22. Plan, develop & control the regional sales strategy for a specific range of products
  23. 23. To manage a team of 6 Area Managers and 40 Sales Reps
  24. 24. To ensure efficient regional field force support systems
  25. 25. Interaction with 80-90 distributors and 5 Clearing & Forwarding Agents
  26. 26. To establish timely effective communications within the region and with Corporate Marketing /Sales
  27. 27. To maintain harmonious industrial relations</li></li></ul><li>Competency Mapping: Competency Identification Worksheet<br /><ul><li>Pay for the Person
  28. 28. Develop Competency Pay Scale</li></li></ul><li>Business Knowledge<br />Understands the Industry<br />Financial acumen<br />Knowledge of company products<br />Overview of business<br />
  29. 29. Leadership<br />Sets out clear standards and goals<br />Motivates others to achieve and maintain high standards<br />Works to reach consensus and agreement wherever possible<br />Welcomes constructive criticism<br />Identifies and shares success stories<br />
  30. 30. Result Focus<br />Takes on challenging but achievable goals<br />Identifies knowledge and skill gaps and seeks to overcome them<br />Sets targets, monitors efficiency and effectiveness<br />Decides on optimum work approach<br />Maximizes use of available technology<br />
  31. 31. Customer Focus<br />Anticipates and forecasts customer requirements<br />Defines quality standards for customer service<br />Develops partnership with the customer<br />Enhances long term relationship with customer<br />Creates new solutions to meet customer needs<br />
  32. 32. Collaboration<br />Builds effectively team within a function/ country<br />Encourages and supports colleagues to achieve goals<br />Develops information-sharing networks<br />Creates team effectiveness using people skills<br />
  33. 33. Proactivity<br />Seizing opportunities as they arise<br />Handling crises swiftly and effectively<br />Exceeding the bounds of one’s formal authority<br />
  34. 34. Conceptual Thinking<br />Develops concepts/ patterns perceived in a set of facts<br />Rapidly identifies key issues/ actions in a complex situation<br />Seeing connections or patterns<br />Using vigorous, original analogies or metaphors<br />
  35. 35. Innovation<br />Adapts and applies different new approaches to situations<br />Modifies standard approaches for more effective outcomes<br />Develops original approaches to non-routine situations<br />Encourages innovation and creativity in others , <br />supports new ideas<br />
  36. 36. Communication <br />Listens carefully to others, tries to help people with problem<br />Adapts language and style to meet the needs of the <br />audience<br />Structures information in a way that addresses others’ issues<br />Encourages open discussions through questioning<br />
  37. 37. Stamina & Adaptability<br />Sustain and work long hours<br />Flexible and adapts to change<br />Maintain high performance under stress<br />
  38. 38. Search for alternative position<br />Consider for transfer or promotion<br />Train for current position<br />H<br />Pay below<br />Reference Salary<br />Pay at<br />Reference Salary<br />Pay below<br />Reference Salary<br />YEARS IN POSITION<br />High flyer - Develop Career Plan<br />Pay at Ref. Salary - Consider market premium<br />L<br />COMPETENCY<br />H<br />L<br />Competency Matrix<br />
  39. 39. Questions?<br />