The document outlines a comprehensive competency framework that defines the requirements for key jobs within an organization, detailing various types of competencies such as core, business, team, and role-specific competencies. It emphasizes the importance of aligning these competencies with organizational strategy and integrates HR practices for effective performance management and development. Additionally, it describes processes for competency identification, assessment, development, and mapping to enhance competitive advantage.

1. COMPETENCY FRAMEWORK

2. ● Competency frameworks: Define the
competency requirements that cover all the
key jobs in an organization. This consists of
generic competencies.
● Competency maps: Describe the different
aspects of competent behaviour in an
occupation against competency dimensions
such as strategic capability, resource
management and quality.
● Competency profiles: A set of competencies
that are require to perform a specified role.
Armstrong (1999)

3. MACRO VIEW OF COMPETENCY MANAGEMENT
Organizational Strategy
Vision, Mission, Values, Strategic,
Intent, Corporate Governance,
Corporate Social Responsibility &
Ethics
Business Strategy
Business Plan & Goals, Culture
People, Technology
Teamwork Strategy
Leadership, Communication
Conflict Management, Interpersonal
Skills, Project Orientation, Self
Managed Teams (SMT)
Role Strategy
Ability, Autonomy, Multiskilling,
Task identity, Performance
Evaluation & rewards and performance
development
Core Competencies
(Organizational wide)
Business Competencies
(SBU specific)
Team Competencies
(Project driven)
Role Competencies
(Role wise)
Stakeholder Interest
Market Positioning
Achieving Business Targets
Employee Satisfaction
Profit Center Orientations
Team Development & Synergy
Performance Accomplishment
Individual Development
STRATEGIC FRAMEWORK COMPETENCY FRAMEWORK COMPETENCY MODELING
FRAMEWORK

4. COMPETENCY FRAMEWORK
1.
2.
3.
4.
Core competencies
(Organization wide
Business competencies
(SBU specific)
Team Competencies
(project driven)
Role competencies (Role
wise)
COMPETENCY IDENTIFICATION
1.
2.
3.
Identification process (4 steps)
Consolidation of checklist
Rank Order and finalization
4. Validation and Benchmark
COMPETENCY ASSESSMENT
1.
2.
Psycho-metric tool
360 Degree approach
COMPETENCY
DEVELOPMENT
1.
2.
3.
Maturity framework &
matrix
Areas of improvement
Action Plan
COMPETENCY
MAPPING
1.
2.
3.
4.
Strategy-Structure
Congruence
Structure Role
Congruence
Vertical &
horizontal Role
linkages
Positioning to bring
in competitive
advantage
INTEGRATION OF HR
FUNCTION
5. R&S
6. RS
1.
2.
3.
4.
PMS
CP & CD
SP & SD
T&D

5. COMPTENCY DEVELOPMENT
Rol
e
Identified
competencie
s
Assessment
result
Areas of
improvemen
t
Action
plan

6. INTEGRATION OF HR SYSTEMS
(Competency based HR practices
Reward System
Performance
Management System
Recruitment &
Selections
Career Plan & Career
Development
Competency requirement
Competency availability
Competency acquisition/
Development
Succession plans &
Succession
Development
Training
/development Plans
& Programmes