Competency management focuses on identifying and optimizing the knowledge, skills, and attributes that enhance employee performance and contribute to organizational success. It addresses challenges such as job misalignment and the identification of competency gaps, providing frameworks for strategic talent management practices. The document also discusses various types of competencies and methods for assessing them, highlighting the need for investment and alignment with business goals.

1. COMPETENCY
MANAGEMENT

2.  Competencies are personal capabilities that are
demonstrated through measurable knowledge, skills,
abilities, and personal attributes, which can
contribute to enhance employee performance and
ultimately, adds to the individual's and organization's
success.

3. Skill is
 Ability accomplish
Talent is
 Inherent ability
Competency is
 Underline characteristics that give rise to skill
accomplishment
 Knowledge, skill and attitude

4.  Competency management is the set of management
practices that identify and optimize the skills and
competencies required to deliver on an organization’s
business strategy. Competency management provides
the foundation to manage strategic talent
management practices such as workforce planning,
acquiring top talent, and developing employees to
optimize their strengths.

5. Research indicates that
 Source of 50% of job performance problems is
that people are in the wrong job.
 25% of on-the-job performance problems is the
inability to identify the ‘gaps’ between the
competencies of the person and the requirements
of the job.

6.  Training
 Job Rotation
 Coaching
 Mentoring

7.  Enriched understanding of expected behaviors and
performance
 Improved talent planning
 Optimized development and mobility strategy
 Enhanced talent pipeline
 Improved operational efficiencies
 Integrated talent processes

8.  Identification of critical competencies is difficult
 Alignment of competency development with
business goals is weak
 Investment in competency management is de
prioritized
 Competency models are exclusive of technical
competencies
 Competencies are too often paper-based

9.  Adaptability
 Commitment
 Creativity
 Motivation
 Foresight
 Leadership
 Independence
 Emotional Stability
 Analytical Reasoning
 Communication Skills

10.  Core Competencies- Internal capabilities that is
critical to the business, to be possessed by all the
individual
 Technical Competencies- Specific knowledge and
skills required to be effective in a job
 Behavioral competencies- Motives, traits, attributes
that shape behavior and reflects how one applies ones
knowledge and skills in order to achieve results

11.  Threshold competencies- characteristics required by
a jobholder to perform job effectively
 Differentiating Competencies- Characteristics which
differentiate superior performers from average
performers

12. Following methods are used:
 Assessment/Development Centre
 360 Degree feedback
 Role plays
 Case study
 Structured Experiences
 Structured Experiences/Simulations/Business Games
 Benchmarking & Case study
 Management Climate Study
 Top Performer Survey