What is competency?
Competency is observable mixing ability
that is comprised of combining
knowledge, skill and high performance.
Competency is definition of measurable
work habit and personal ability while
realizing purpose of works.
Classification of Competency
Behavioral Competency : That is expected that behavioral
competency has to be in all of employee.
- Being flexible for innovations and changes
- Having analytical thinking
- Taking initiative and risk without hesitation
- Being proactive
- Using sources effectively
Classification of Competency - 2
Cognitive Competency : Having cognitive competency is
expected to employee who is applicant to be manager.
- Having positive interpersonal communication
- Being innovative and creative
- Having planning and organizing skills
- Thinking strategically
Classification of Competency - 3
Technical Competency : This type is including knowledge,
ability and behavior for doing job.
- Marketing knowledge
- Solving customer’s problems and provide assistance
- Development of strategy
- Being convincing
- Review goodsservices quality
Features of Competencies
- Competencies must overlap with strategies
- Competencies must be observable and measurable
- It must focus on behaviors
- It can change depending on company and sector
What is Competency Modeling
“...We define competency model as an
overarching representation of multiple success
profiles. We’ll define success profiles as the unique
combination of competencies that describe the skill
set of the ideal person for a specific level or key job.”
By J. Evelyn Orr, Craig Sneltjes, and Guangrong Dai, 2010 The Korn/Ferry Institute, The Art and Science of Competency Modeling:Best Practices in
Developing and Implementing Success Profiles
Proper Model Selection
Questions to consider while developing a
Competency Model include:
What level of detail is needed to meet our human
How different is our environment from other
successful organizations like ours?
To what extent do the competencies of today's
employees reflect the competencies required of
What is our timeframe to accomplish this effort?
What are our resources to invest in this effort?
Retrieved from http://www.dusenbury.com/competency_analysis.htm
Some of Competency Models
LeBleu and Roger ( flexibility )
McLagan ( less dependence on experts )
Shoonover ( need, simple, compliance with
organizational culture )
Testing the Validity of the
Evaluation of employees are not taken into account
in the design phase of the model and collecting new
Developing tests and applying to another group
Determination and training
Implementations of Competencies
in Human Resources Management
• Competency-based Job Analysis
• Performance Management
• Employee Training
• Competency-based Pay
• Career Planning
• Competency-based job
analysis is defining of job in
terms of skills, abilities,
behaviors and motivations
It generally includes 2
1) Definition of
2) Comparison of those
Competency Based Interviewing System: 'STAR'
S – Situation And Circumcantes
T –Tasks And Goals
R – Results Achieved From The Action
• Give an example of a significant decision you made in your last
• Tell me about a time when you had to go above and beyond
the call of duty ?
• Give an example of a change you initiated in your
• As a manager, do you direct the project or the people?
• Tell us about a time in which you developed an
unconventional approach to solve a problem. How did you
develop this new approach? What challenges did you face and
how did you address them?
Oral and written examinations
It may be given before an applicant gets a job offer or
throughout the worker's employment. An interview is an
example of an oral examination: The applicant must
answer how the experience on her resume is a good fit
for the job, among other questions.
Many hands-on positions require the employee to
possess competencies that can only be measured by
observation. For example, professions such as
aeronautics and athletics, and positions in
manufacturing, require an observational approach. “
On-the-job monitoring gauges competency based on routine
surveillance of the worker while he is performing the job. This
type of competency assessment is often conducted without the
Peer assessment is another competency instrument used in
circumstances where group projects and collaborative ventures
are common. Peer assessment may arise after the project's
cessation or occur periodically throughout the task.
360 Degree Feedback
360 Degree Feedback is a system or process in which employees
receive confidential, anonymous feedback from the people
who work around them. This typically includes the employee's
manager, peers, and direct reports.
SCANS’ 5 Competencies
Resources: Identifies, organizes, plans, and allocates
Interpersonal: Works with others
Information: Acquires and uses information
Systems: Understands complex inter-relationships
Technology: Works with a variety of technologies
• Performance management
deals with not only outcomes,
but also how to do jobs.
• The purpose is not to
distinguish between the best
and the worst.
• In this stage, HR determines
what is required to improve
Competence-based training is
Measurable and observable
behaviors are tried to
develop, and it take places in
three stages basicly.;
competencies to be
2.The creation of suitable
3.The implementation of
and behaviors which
are critically important
to the organization
Why Do We Use Competency-Based
•The primary objective is to
maximize employee motivation.
We want to keep our competent
employees, and rewarding the
success provide employee
• How do we fill in the gaps that may occur in the
Areemployeesworking in their suitable
“Career planning assessment results are used to evaluate the degree of fit
between current dimensions/competencies and possible new jobs/roles. New
jobs/roles can be sought as an end in themselves (e.g., for the types of
activities or quality of life provided) or as a development step in a planned
Byham William C. & Moyer Reed P. , Using competencies to build a successful organization, Development Dimensions International