The document discusses competency, which refers to the characteristics required to perform a job well. It defines competency and lists the core competencies needed by employees, such as adaptability and communication skills. It also describes behavioral competencies for all employees and managers, including customer service, teamwork, and accountability. Finally, it discusses different types of competencies like core competencies, technical competencies, and behavioral competencies.

1. Competency – Meaning, Characteristics and Types
By Dr. G C Mohanta, Professor, Al-Qurmoshi Institute of Business Management,
Hyderabad, India
Competency Definition:
Competency is any attitude, skill, behaviour, motive, or other personal characteristic that is
essential for an individual to perform a job or, more importantly, differentiates „solid‟ from
„outstanding‟ performance.
Competencies Required by Employees
The following are the competencies required by an employee for excellent performance:
(i) Adaptability, (ii) Commitment, (iii) Creativity, (iv) Motivation, (v) Foresight, (vi) Leadership,
(vii) Independence, (viii) Emotional Stability, (ix) Analytical Reasoning and (x) Communication
Skills.
Behavioural Competencies
The following are the behavioural competencies required by the employees and the managers:

2. Behavioural Competencies
Behavioural Competencies
Core Competencies
(all employees)
Leadership Competencies
(people managers & other leaders)
Customer Service
Teamwork and Cooperation
Results Orientation
Accountability
Judgment and Decision Making
Talent Management
Transformers of Organisation
Additional Behavioural Competencies
Communication
Conflict Management
Creativity and Innovation
Cultural Awareness
Flexibility
Initiative
Negotiation and Influence
Professional Development
Project Management
Teaching Others
Team Leadership
Competency Iceberg Model
We can think of competencies in terms of an iceberg. Technical competencies (Knowledge, Skill)
are at the tip - above waterline, clearly visible & easier to assess. Behavioral competencies (Self-
image, Trait, Motive) are below the waterline and more difficult to assess and often harder to
develop. Behavioral competencies can be understood as manifestations of (a) how a person
views him or herself (self-image) and (b) how he or she typically behaves (traits) or which gives
purpose & direction to his behaviour (motives).

3. Competencies
The following are the competencies of an individual:
Skill - A person's ability to do something well (Excellent in use of Microsoft Word)
Knowledge - Information that a person uses in a particular area (speaks many languages)
Self-image - A person's view of him or herself, identity, personality and worth (leader, or
developer of people)
Trait - A typical aspect of a person's behavior (good listener)
Motive - What drives someone's behavior in a particular area (achievement, affiliation or power)
Types of Competencies
There are five types of competencies:

4. (i) Core Competencies, (ii) Technical/Professional/Functional Competencies, (iii) Behavioural
Competencies, (iv) Threshold competencies and (v) Differentiating competencies.
Core Competencies - Internal capability that is critical to the success of business, to be
possesses by all individuals
Technical/Professional/Functional Competencies - Specific knowledge & skills required to be
effective in a job
Behavioural competencies - Motives, traits & attributes that shape behaviour & reflect “how”
one applies one‟s knowledge & skills in order to achieve results
Threshold competencies - Characteristics required by a jobholder to perform a job effectively
Differentiating competencies - Characteristics which differentiate superior performers from
average performers
Main Competency Components
Definition: It explains what the competency means and provides the common language that
everyone can understand in the same way
Scale: It lays out a behaviour pattern for each level, beginning with basic behaviour and
gradually increases. It represents a logical and progressive development sequence.
The following are the definitions and scales of two important competencies:
Relationship Building Competency
Definition: Ability to develop contacts and relationships which are internal and external to the
organization and to facilitate work efforts or to gain support and cooperation from others.
Scale: The following are the five level scales:
Level 1: Understands the significance of networking
Level 2: Identifies/approaches key stakeholder contacts
Level 3: Actively seeks relationship building opportunities
Level 4: Organizes involvement of key players and
Level 5: Builds a network of contacts
Competency in Written Communication
The following are the definitions and five level scales for writing and transmitting information:

5. Competency Characteristics
The various attributes of a specific competency is known as the characteristics of the
competency. The following are the two important competencies with their characteristics:
Leadership Competencies – Characteristics:
(i) Decisiveness, (ii) Strategic Orientation, (iii) Development of People, (iv) Team Leadership,
(v) Achievement Orientation, (vi) Self-Confidence and Courage of Conviction, (vii) Impact and
Influence and (viii) Relationship Building.
Interpersonal Competencies – Characteristics:
(i) Respect for client, (ii) Listening skills, (iii) Oral communication skills, ((iv) Written
communication skills, (v) Leadership skills, (vi) Negotiation skills, (vii) Coaching skills,
(viii) Presentation skills, (ix) Teamwork skills, (x) Facilitation skills, (xi) Conflict management
skills, (xi) Ability to work in an environment of diversity, (xii) Interviewing skills and
(xiii) Flexibility.