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Competency

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18 views14 pages

Competency

Yzx

Uploaded by

smita01052000
Copyright
© © All Rights Reserved
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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INTRODUCTION TO

COMPETENCY
WHAT IS COMPETENCY?
 Competency is a concept that gives an
indication to the employee about the areas
and levels of performance that he would be
expected to do. It is like a map which shows
the employee the kind of behaviour that
would be valued, recognized and rewarded
as well.

 It refers to the underlying characteristics of


a person, which results in effective or
superior performance on the job.
ICEBERG MODEL OF COMPETENCIES
 Identifies the visible and less visible
competencies
 Visible competencies (easy to observe and
measure)
a. Skills – a learned ability
b. Knowledge- acquiring information in a particular
field.

 Less visible competencies


a. Self-image-attitude and values
b. Traits- why & how we behave in a certain way
c. Motives- what drives us i.e. the need to seek
achievement, power
TYPES OF COMPETENCIES
Motives: something that a person constantly
thinks about or wants and drives him to take
actions.
Traits: physical characteristics and an
individuals consistent responses to situation
or information
Self-concept: a person’s attitudes, values and
self-image
Knowledge – information that a person has in a
specific content area
Skills – ability to perform certain mental or
physical task
GENERAL COMPETENCY
 Competencies which are essentially required
by all human beings irrespective of the type
of the organization, position in
organizational hierarchy, nature of products
and services.

 Eg : ambition, creativity, compassion,


personal learning, self-development, time-
management etc
FUNCTIONAL COMPETENCY
 Specific to a specific department or a type of
job.
 It includes –

a. Technical competency
- computer competencies
- skills required to select the facilities
required to perform a task
- skills to prepare measurable objectives
- Research skill
- Training & development skill
b. Business Competencies( knowledge and
skills required for decision-making and to run
a business)
- business understanding skill
- delegation skill
- Project management skill
- Marketing skill documents and record
management skill
c. Interpersonal competencies
( knowledge and skills to develop the
workforce, maintain relationship ,understand
others and to communicate effectively)
- Negotiation skill
- Coaching skill
- Feedback skill
- Presentation skill
- Relationship building skill

d) Intellectual competencies
(competencies required by leaders for survival and
growth of business in adverse business environment)
- Information collection
- Problem analysis
- Creativity
- External awareness
- Learning oriented
COMPETENCY MAPPING
 It refers to the process of identifying the key
skills required for accomplishing tasks at a
particular position.

 Process
- Understanding the vision and mission of the
organization
- Converting the mission into specific, measurable
and time-bound business goals
- Outlining an organization structure identifying
various levels and positions and reporting
relationships
OBJECTIVES OF COMPETENCY
MAPPING
 To identify the main success factors for each
job to improve performance

 Ensuring that employees obtain greater


transparency about their jobs.

 Providing opportunities for development

 To create a more empowered workforce

 Hire effective workforce


NEED FOR COMPETENCY MAPPING
 This map provides input for other HR processes
like job-evaluation, recruitment , training and
development, performance management and
succession planning.

 Cost of manpower is becoming increasingly high


and they can transform an organization so
companies are becoming aware of the need to
have competent employees

 It is essential to get more from the existing


people rather than hiring more people
NEED FOR COMPETENCY MAPPING
 Competent people are required to identify &
fulfill implied customer needs & expectations

 In this era of competitive business, hunting


for talent and managing them properly is a
crucial task for HR professionals. So, top
management and HRD directors are paying
attention to competencies of the workforce
BENEFITS OF COMPETENCY
APPROACH
 Increases productivity and quality of work

 Helps in designing the training process focused on the


company objectives

 Empowers the workforce

 Treats the employees as partners in their own


performance development

 Monitors the training and development budget- helps


in cost reduction once a clear picture of business
needs and individuals skills are assesses
BENEFITS OF COMPETENCY
APPROACH
 Enhances proper resource utilization where
resources are scarce

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