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Stages of Developing of Competency Model: Vijith

The document outlines the typical steps involved in developing a competency model. These include: 1. Planning the objectives, scope, implementation goals, and action plan for the model. 2. Defining performance criteria and identifying high and low performing employees. 3. Gathering and analyzing data on employee competencies from various sources to identify competencies that distinguish top performers. 4. Finalizing and validating the competency model through review, pilot implementation, and validation tools.

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Anu sangeeth
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45 views13 pages

Stages of Developing of Competency Model: Vijith

The document outlines the typical steps involved in developing a competency model. These include: 1. Planning the objectives, scope, implementation goals, and action plan for the model. 2. Defining performance criteria and identifying high and low performing employees. 3. Gathering and analyzing data on employee competencies from various sources to identify competencies that distinguish top performers. 4. Finalizing and validating the competency model through review, pilot implementation, and validation tools.

Uploaded by

Anu sangeeth
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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stages of developing of

competency model
VIJITH
Innovation / core Competency
Flash to Gandhi`s Innovation…>>>>..>>>
1. Why are you doing it?
2. Of what standard and quality you want the model?
3. What resources you have in place?
4. What criteria or measures should be used to define superior or
effective performance in the job?
5. Identify who meet, exceed, or fall below established
performance criteria?
6. Data Gathering.
7. How data from all sources and methods should be analyzed to identify
the competencies that distinguish superior from average performers?
8. How to identify and priorities the development needs?
**Steps in developing Competency Model..>>>

 Competency practitioners and consultants have


followed various combinations of steps in developing
the model and assessing the competencies. Steps have
been added, deleted, modified, refined depending on
both the internal and external factors.
*A very generic and comprehensive integrated competency
modeling will involve the following steps:>>>>>
 GROUNDWORK AND PLANNING:
1. Determine the Objectives and Scope of the Model.
· What are you going to use it for?
· Why are you doing it?
· What positions, titles, title series, jobs, functions, or business units will
you target?
· What methods and approach will you use to develop the model?
2. Clarify Implementation Goals and Standards.
· What is the intended outcome or result in performance?
· On what basis do you measure the achievement of the project?
· Of what standard and quality you want the model?
3. Create an Action Plan.
. What tasks are involved?
· Who will carry out what? When must they be completed?
· What resources you have in place?
· What resources are required?
· What are potential problems?
· What is the likely cause of their occurrence?
· What preventive measures are in place?

DEVELOP COMPETENCY MODEL:


4. Define Performance Effectiveness Criteria
· What criteria or measures should be used to define superior or effective
performance in the job?
· What does successful performance on the job look like?
· What job outputs or results will be examined?
5. Identify a Criterion Sample:
· Identify who meet, exceed, or fall below established performance criteria?
· Who clearly form a group of superstars, a comparison group of average performers
and a third group of poor (ineffective or incompetent) performers?

6. Data Gathering:
· What data collection methodology should be used?
· What sources should be used for collecting the data?
· What should be the data collection format?

7. Data Analysis & developing Interim Competency Model:


· How data from all sources and methods should be analyzed to identify the
competencies that distinguish superior from average performers?
· How to compile report and summarize coded themes to prepare the interim or draft
Competency Model?
· How to determine the relative importance of the competencies and their proficiency
levels? What should be the competency model report format?

8. Finalizing and Validating Competency Model:


· How draft model should be reviewed and revised?
· Where the pilot implementation should be done?
· What tools & methodologies for validation should be used so that competencies
selected are predictor of successful performance?
APPLICATION OF COMPETENCY MODEL:

9. Integration in HR Systems:
· How to develop an overall implementation strategy?
· Which HR system should be competency-based?
· What processes within a HR system should be revised?

10. Assess Individual Competencies (Gaps Analysis):


· What methods should be used to assess employees’ current competencies
relative to the competency model?
· Which available employees possess the desired levels of competencies?
· What format should be used for assessment?
11. Develop Strategies to Address the Gaps:
· How to identify and priorities the development needs?
· What methods should be used to address the gap?
· How to create individual development plans?

12. Evaluate Return on Investment (OPTIONAL):


· What additional beneficial results have been achieved?
· What is the monetary return on the investment in model?
Thank You

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