Competency Approach To HRM

1. Competency Approach to Human Resource Management

2. What do we mean when we say “COMPETENCY” ?

9. Set of SKILLS Relates to the ability to do, Physical domain Attribute Relates to qualitative aspects personal Characteristics or traits KNOWLEDGE Relates to information Cognitive Domain COMPETENCY Outstanding Performance of tasks or activities

11. Example of a Competency

14. What is a Competency Model?

18. Competency modeling begins the process of building tools to link employee performance to the mission and goals of the organisation .

19. Why Competencies ?

25. Alignment of HR systems Competency Model Recruitment and selection Performance Management Training & Development Compensation

31. Methodology?

35. Competency model building A detailed approach

40. COMPETENCY MAPPING PROCESS 1.0 DESIGNING THE QUESTIONNAIRE While designing the questionnaire following factors are to be taken into consideration: 1.1 Part - I 1.1.1 Purpose of the job. 1.1.2 Critical Success Factors 1.1.3 Key Result Areas 1.1.4 Key Activities

41. Each Critical Success Factor (CSF) is the end result of multiple Key Result Areas. Each Key Result Area (KRA) is the end result of multiple Key Activities. CSF - 1 CSF - 2 CSF - 3 CSF - 4 CSF - 5 KEY RESULT AREAS KRA- 1 KRA - 2 KRA - 3 KRA - 4 KRA - 5 KEY ACTIVITIES KA - 1 KA - 2 KA - 3 JOB CRITICAL SUCCESS FACTORS

42. 1.1.5 Relationship. 1.1.6 Organization Structure. 1.1.7 Empowerment of the position. 1.1.8 Challenges in the job. 1.1.9 Changes expected in the technology, product, process etc in the next 2-3 years. 1.1.10 Budget and Controls. 1.1.11 Investment Plan. DESIGNING THE QUESTIONNAIRE CONTINUED

43. DESIGNING THE QUESTIONNAIRE 1.2 PART - II 1.2.1 Academics, Knowledge Skills Sets Experience 1.2.2 Competencies

44. 2.0 DATA COLLECTION 2.1 Clarity of Organisation Direction 2.2 Clarity of Organisation Structure. 2.3 Interview Job Holder. 2.4 Interview Job Holder's Reporting Officer. 2.5 Discuss with the Focus Group if the job are of the same family.

45. 3.0 C0MPETENCY DRAFTING 3.1 Rank Order of the list of competencies . - Guided / Unguided. 3.2 Comparing good performer and average performer with select list of competencies. 3.3 Use research data and assign competencies to positions.

46. 4.0 FINALISE ROLE DESCRIPTION AND COMPETENCIES - JOB WISE