Competence ------->> Competency
Skill based------------->>Behaviour based
Standard attained ----->>Manner of behaviour
What is measured----->> How the standard is achieved
Competency leads to demonstration of skills and abilities, which results in effective performance within an occupational area. It also embodies the capacity to transfer skills and abilities from one area to another. Competencies are components of a job which is reflected in bahaviour that are observable in the workplace.
The common elements most frequently mentioned are knowledge, skills, abilities, aptitudes, personal suitability behaviour and impact on performance at work.
Five types of competency characteristics
Motives : Self development focuses on client success, preserve firm/personal integrity (Drive, direct or select behaviour towards certain action or goals)
Traits : Learns quickly, projects self-confidence, team player, handles ambiguity well, demonstrates initiatives (Physical characteristics and consistent response to situation or information)
Self-concepts : Person’s attitude, values or self-image
Skills : Communicates well, demonstrates leadership (Ability to perform certain physical or mental task)
Knowledge : Job related (Information a person has in certain specific area)
Personal Competency Framework
Personal
- Adaptability
- Independence
- Integrity
- Stress
- Tolerance
- Resilience
- Detail consciousness
- Self management
- Change orientation
Intellectual
- Information Collection
- Problem Analysis
- Numerical Interpretation
- Judgment
- Creativity
- Planning
- Perspective
- Organisational Awareness
- Environmental Awareness
- Learning Oriented
- Technical expertisemmunication
Communication
- Reading
- Written communication
- Listening
- Oral expression
- Oral presentation
Interpersonal
- Impact
- Persuasiveness
- Sensitivity
- Flexibility
- Ascendancy
- Negotiating
Leadership
- Organising
- Empowering
- Appraising
- Motivating others
- Developing others
- Leading
Result Oriented
- Risk taking
- Decisiveness
- Busnes sense
- Energy
- Concern for excellence
- Teancity
- Initiative
- Customer oriented
The competencies, areas of expertise, and roles identified provide a model for understanding the requirements of the profession. Although this is important, the real value of the model is its application to enhance and elevate the profession. Among other things, the competency model can be used to :
- Attract people into the profession
- Evaluate individuals for selection or promotion
- Guide career-planning decisions
- Assess job performance
- Establish a foundation for credentialing programs
Issues related to development of competencies
1. Is the organization serious about it?
2. What is the goal – Quality or excellence?
3. Is the development effort periodic or continuous?
4. Is the assessment a continuous process or is it a one-time endeavour?
5. Are the competencies reflecting current activities or future activities?
6. What should be the time frame for the project?
7. How will the organization use the results?
8. What is the value addition for the organization?
9. What is the value addition for employees?
10. How will the determinants of success be measured?
11. What are the desired outcomes?
12. Who is the owner of the process?
13. Who all be targeted?
14. Who will be involved in development?
15. Who will be assessed and by whom?
16. How to validate the assessments?
17. How will the competency project be communicated to the employees+
Competencies-based HR applications
Position requirements
1. Process Design
2. Job Design
Position Fulfillment
3. Recruitment
4. Qualification
5. Selection
6. Orientation
7. Induction training
Performance Management
8. Measurement
9. Development
Promotion
10. Training
11. Succession
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