This document discusses people management systems and competency-based approaches. It outlines an agenda for a PE HR forum on competency-based people management systems, including presentations on Volkswagen South Africa's competence-based upgrading model and Cadbury's manufacturing model. It then provides background on profiling jobs and identifying competencies. Finally, it describes how people manager software could be used for competency assessments, individual development plans, and talent management.

1. PEOPLE MANAGEMENT SYSTEMS:
COMPETENCY BASED
PE HR FORUM
1 JUNE 2007

2. AGENDA
09H30 – 09H45: Introduction – People Management Systems: Competency Based
Hein Liebenberg, HR Executive, Barloworld Automotive Coatings
09h45 – 10h15: Overview – Creating a Competency Based People Management
System
Clayton Timms, Consultant, Mazibuko & Timms Consultants
10h15 – 10h45: Case Study 1 – VWSA: Creating a Competence Based
Upgrading/Career Pathing Model
Tiz Bonadei, Human Resources Manager, VWSA
10H45 – 11H15: Tea/coffee
11h15 – 11h45: Case Study 2 – Cadbury: The Cadbury Manufacturing Model
Vanessa Smith, Human Resources Manager, Cadbury
11h45 – 12h30: Closure and tea/coffee and snacks

3. PEOPLE DEVELOPMENT

4. Where are we going?
What is my role?
How am I doing?
Am I being
treated fairly?
Where am I going?
Are my views valued,
appreciated and
recognised?
Key elements of a
Performing Organisation
Create Energy
Structure/Harness
Energy
Focus Energy Release Energy

5. People Management -Background
• During 2006 we Profiled all the jobs in each of the following Job Families:
– Management
– Technical
– Production
– Quality
– Engineering/Maintenance
– HR
– Finance
– Marketing/Sales
– Administration
– Logistics
– IT
• As part of the Job Profiling project we identified the following Job Information:
– Job Outputs / Activities i.e. what the job should be delivering
– Performance Standards i.e. what tells us that the above outputs are being done
to standard
– Competencies i.e. what job related Knowledge/Skills & Attributes are required to
do the job
– Competency Descriptors i.e. what levels of knowledge & skills are required in
each job

6. People Management - Background
• In order to Manage People against this job data we will be introducing a
range of Software to assist Managers in the automation of:
– Assessing Individual and Teams Competency Gaps and Training needs
– Managing of Performance
– Upgrading People to more senior/complex positions (Career Management)
– Screening and Interviewing prospective job candidates
– Creation of Job Adverts
– Talent Management

7. STEP 1
1. CONFIRM JOB PROFILE
REQUIREMENTS
2. DEFINE VALUE CREATORS
March & September
STEP 2
1. ASSESS CURRENT
COMPETENCE GAPS
(Job Knowledge and Skills)
June
2. ASSESS INHERENT TRAITS *
(cognitive and personality)
* for selected Jobs, i.e. Managers
STEP 3
1. DEVELOP INDIVIDUAL
TRAINING PLAN
(based on step 2) June
2. COMPILE TEAM (Dept)
COMPETENCE / T&D MATRIX
STEP 4
1. CONDUCT PERFORMANCE
REVIEW
(against value maintainers & creators)
Re-align value creators
March & September
2. CONDUCT REVIEW OF
INDIVIDUAL DEVELOPMENT
3. ASSESS ‘BEHAVIORAL’
DEVELOPMENT
(based on step 2)
CAT = Competency Assessment Tool
BAT = Behavioral Assessment Tool
PAT = Performance Assessment Tool
PSY = Psychometrics
VCs = Value Creators
VMs = Value Maintainers
IDP = Individual Development Plan
CAT
PSYCAT
IDPCAT
VM
VC
IDP
CAT
VC
VM
VC
BAT
PAT
Individual Development Cycle

8. Using People Manager Software - CAT
• CAT is used for assessments of Competence i.e. Acquired
Job Knowledge and Skills. The application assesses
individual current levels of competence against the
requirements of the job profile. This tool provides the option
of conducting:
 Single Assessments (self or others)
 360 Degree Assessments.
• An integrated report of all the assessments conducted is
automatically generated on completion of an assessment.
The application also provides a Learning Gap Analysis &
Training/Development Plan (IDP) for the person been
assessed.

9. CAT Applications
CAT can be used for:
1. Conducting Single Competence assessments i.e. self assessing
or assessing of subordinates
2. Doing 360 Degree Assessments (NB Not the same as the
Psychometric 360) i.e. a Manager can ask other team members
to assist with the assessment of a team member. This would
usually be done when the manager requires further input on an
individuals development needs
3. Viewing Job Competency Profiles
4. Creating an IDP
5. To Edit a Jobs Competency data e.g. by adding new
competencies, deleting competencies no longer required, editing
existing competencies
6. To Generate Reports on a job or a persons competency records
7. Conducting Person Upgrades

10. CAT Applications
CAT can be used for:
1. Conducting Single Competence assessments i.e. self assessing
or assessing of subordinates
2. Doing 360 Degree Assessments (NB Not the same as the
Psychometric 360) i.e. a Manager can ask other team members
to assist with the assessment of a team member. This would
usually be done when the manager requires further input on an
individuals development needs
3. Viewing Job Competency Profiles
4. Creating an IDP
5. To Edit a Jobs Competency data e.g. by adding new
competencies, deleting competencies no longer required, editing
existing competencies
6. To Generate Reports on a job or a persons competency records
7. Conducting Person Upgrades