The document defines competencies as the human capabilities and behaviors that provide a competitive advantage to an organization. Competencies include observable behaviors that demonstrate successful job performance, and may include skills and applied knowledge, but not general knowledge alone. Competencies differ from skills in that they represent behaviors, not just abilities, and from knowledge in that they represent applied behaviors rather than theoretical understanding. The document discusses frameworks for identifying competencies and mapping them to jobs, individuals, and development activities.

1. What are Competencies

2. What are CompetenciesCompetencies are the human capabilities and work-related behaviors that provide a competitive advantage to an organizationAny quality or characteristics of a person which underpins successful performance

3. How do Competencies differ from Skills and KnowledgeCompetencies only include behaviors that demonstrate excellent performanceThey do not include knowledge, but do included “applied” knowledge or the behavioral application of knowledge that produces successCompetencies do include skills, but only the manifestation of skills that produce successCompetencies are not work motives, but do include observable behaviors related to motives

4. How do Competencies differ from Skills and Knowledge

5. ObservableBehaviorAptitudesAttitudes / TraitsCompetenciesSkillsThe Behavioral IcebergKnowledge

6. Natural ability that prepares the person to fulfill the responsibilitiesAptitudesWay of thinking or behaving needed to fulfill the responsibilitiesAttitudesAcquired ability or experience needed to fulfill the responsibilitiesSkillsInformation and understanding needed to fulfill the responsibilitiesKnowledgeTypes of Competencies

7. Competency ClustersBusiness KnowledgeCustomer FocusCommunicationResult FocusLeadershipProactivityInnovationCollaborationStamina & AdaptabilityConceptual Thinking

8. Recruitment & SelectionJob Design & GradingPerformance ManagementCareer PathingSuccession PlanningTraining & DevelopmentPotential AssessmentReward ManagementBenefits of Competency Framework

9. Role ClarificationCompetencies reqd. for the JobCompetencies a Job Holder hasCompetency MappingBridging the Competency GapCompetency Mapping: Flow ChartJob Description

10. Methods to Identify CompetenciesIn Basket Exercises

11. Stress Interviews

12. Focused Behavioral Event Interview

13. Presentation Vision / Strategy Speeches

14. Leaderless Group Exercises

15. Role Play

16. Business Games

17. Structured Group Discussion

18. Psychometric Tests

19. Case Studies

20. Peer Coaching & Counseling ExercisesWRITTEN COMMUNICATIONWrite and transmit information12345Write in a simplified manner complex messages in order to sustain the choices of the readerWrite in a simplified manner complex messages in order to influence the readerWrite structured and developed notes and documentsWrite standard documentsThe Five-level Scale

21. Competency Mapping: Competency Identification WorksheetExample: Regional Sales ManagerTo achieve Sales objectives of approx.

22. Plan, develop & control the regional sales strategy for a specific range of products

23. To manage a team of 6 Area Managers and 40 Sales Reps

24. To ensure efficient regional field force support systems

25. Interaction with 80-90 distributors and 5 Clearing & Forwarding Agents

26. To establish timely effective communications within the region and with Corporate Marketing /Sales

27. To maintain harmonious industrial relationsCompetency Mapping: Competency Identification WorksheetPay for the Person

28. Develop Competency Pay ScaleBusiness KnowledgeUnderstands the IndustryFinancial acumenKnowledge of company productsOverview of business

29. LeadershipSets out clear standards and goalsMotivates others to achieve and maintain high standardsWorks to reach consensus and agreement wherever possibleWelcomes constructive criticismIdentifies and shares success stories

30. Result FocusTakes on challenging but achievable goalsIdentifies knowledge and skill gaps and seeks to overcome themSets targets, monitors efficiency and effectivenessDecides on optimum work approachMaximizes use of available technology

31. Customer FocusAnticipates and forecasts customer requirementsDefines quality standards for customer serviceDevelops partnership with the customerEnhances long term relationship with customerCreates new solutions to meet customer needs

32. CollaborationBuilds effectively team within a function/ countryEncourages and supports colleagues to achieve goalsDevelops information-sharing networksCreates team effectiveness using people skills

33. ProactivitySeizing opportunities as they ariseHandling crises swiftly and effectivelyExceeding the bounds of one’s formal authority

34. Conceptual ThinkingDevelops concepts/ patterns perceived in a set of factsRapidly identifies key issues/ actions in a complex situationSeeing connections or patternsUsing vigorous, original analogies or metaphors

35. InnovationAdapts and applies different new approaches to situationsModifies standard approaches for more effective outcomesDevelops original approaches to non-routine situationsEncourages innovation and creativity in others , supports new ideas

36. Communication Listens carefully to others, tries to help people with problemAdapts language and style to meet the needs of the audienceStructures information in a way that addresses others’ issuesEncourages open discussions through questioning

37. Stamina & AdaptabilitySustain and work long hoursFlexible and adapts to changeMaintain high performance under stress

38. Search for alternative positionConsider for transfer or promotionTrain for current positionHPay belowReference SalaryPay atReference SalaryPay belowReference SalaryYEARS IN POSITIONHigh flyer - Develop Career PlanPay at Ref. Salary - Consider market premiumLCOMPETENCYHLCompetency Matrix

39. Questions?