Competency-based HR

Management
By: Eshetu Mohammed

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 Contents

1. Framework for Building Competency-based HR

Management System

2. Developing Competency Model

3. Competency-based Interview Method

4. Competency-based Career Planning

5. Competency-based Training & Development

6. Competency-based Performance Management

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 HR Management Framework
based on Competency

Competency based People Strategy The

competency
Recruitment &
framework
Selection
will be the
basis for all
Training & Performance
BUSINESS
Development Management
BUSINESS HR functions
STRATEGY RESULTS
and serve as
COMPETENCY the "linkage"
FRAMEWORK
between
Reward Career individual
Management Management
performance
and business
results

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 Definition of Competency

• A combination of skills, job attitude, and

knowledge which is reflected in job
behavior that can be observed,
measured and evaluated.
Competency • Competency is a determining factor for
successful performance
• The focus of competency is behavior
which is an application of skills, job
attitude and knowledge.

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 Definition of Competency

Skill
Job Attitude
Knowledge
Competency

Observable Behavior

Job Performance

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 Competency and Job Description

• Job description looks at what, whereas competency model

focuses on how.

• Traditional job description analysis looks at elements of the

jobs and defines the job into sequences of tasks necessary
to perform the job

• Competency studies the people who do the job well, and

defines the job in terms of the characteristics and
behaviors of these people.

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 Types of Competency

Managerial competency (soft competency)

This type of competency relates to the ability to manage job and
develop an interaction with other persons. For example : problem
solving, leadership, communication, etc.

Functional competency (hard competency)

This type of competency relates to the functional capacity of work.
It mainly deals with the technical aspect of the job. For example :
market research, financial analysis, electrical engineering, etc.

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 Competency Identification Process

Clarify
Generate
Organizational Competency
Competency
Strategy and Identification
Models
Context

• Analyze Work Role and

Process Validate,
• Gather Data through Refine and
Behavior Event Interview Implement
and Focus Group
• Conduct Benchmark
Study

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 Examples of Competency
DEFINITION
• Adaptability—Maintaining effectiveness when priorities change and new
tasks are encountered, and when dealing with individuals who have different
views and approaches. Effectively performing in different environments,
cultures, and locations, and when working with different technologies and
levels of individuals.

KEY BEHAVIOR
• Seeking understanding—Makes efforts to better understand changes in the
environment; actively seeks
• information or attempts to understand nature of individual differences, logic,
or basis for change in tasks and situations.
• Embracing change—Approaches change or newness with a positive
orientation; views change or newness as a learning or growth opportunity.
• Making accommodations—Makes accommodations in approach, attitudes,
or behaviors in response to changing environmental requirements.
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 Examples of Competency
DEFINITION
Analysis/Problem Assessment—Securing relevant information and identifying key
issues and relationships from a base of information; relating and comparing data
from different sources; identifying cause-effect relationships.

KEY BEHAVIOR
• Identifying issues and problems—Recognizing major issues; identifying key facts,
trends, and issues; separating relevant from irrelevant data.
• Seeking information—Identifying/Recognizing information gaps or the need for
additional information; obtaining information by clearly describing what needs to be
known and the means to obtain it; questioning clearly and specifically to verify facts and
obtain the necessary information.
• Seeing relationships—Organizing information and data to identify/explain trends,
problems, and their causes; comparing, contrasting, and combining information; seeing
associations between seemingly independent problems or events to recognize trends,
problems, and possible cause-effect relationships.
• Performing data analysis—Organizing and manipulating quantitative data to
identify/explain trends, problems, and their causes.
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 Competency-based interviews are structured and
use behavioral questions to help the interviewer
assess candidates based on critical competencies
identified for the position

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 Behavioral questions are based on the

theory that past behavior is the

best predictor of future behavior

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 Approach in Competency-based Interview

S What was the Situation in which you were

involved?

T What was the Task you needed to accomplish?

A What Action(s) did you take?
R What Results did you achieve?

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 According to Signe Spencer from the Hay Group,
the 10 most standard competencies being used by
organizations are:
1. Achievement/Results Orientation
2. Initiative
3. Impact and Influence
4. Customer Service Orientation
5. Interpersonal Understanding
6. Organizational Awareness
7. Analytical Thinking
8. Conceptual Thinking
9. Information Seeking
10. Integrity These competencies are not listed by
rank order.

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 Competency-based
Training & Development

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 Competency-based Training Framework

Current Competency Required

competency Gap competency
level of the level for certain
employee position

Competency
Training and
Assessment
Development
Program

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 Competency Profile Per Position

Required Level
Position Required Competency 1 2 3 4 5
Communication Skills
Public Speaking
Training &
Leadership
Development
Manager Training Need Analysis
Material Development
Training Evaluation

Communication Skills
Interview Skills
Recruitment Analytical Thinking
Supervisor Understand Selection Tools
Teamwork
Customer Orientation

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 Competency Profile Per Position
Managerial competency 1 2 3 4
Leadership Required Level
Actual Level

Achievement Orientation

Teamwork

Planning & Organizing

Functional competency 1 2 3 4
Mechanical Engineering

Mechanical Equipment Maintenance

Competency
Position Relevant Training Modules
Requirements

 Leadership I
SUPERVISOR Leadership
 Communication Skills I
 The Art of Motivating Employees
 Providing Effective Feedback

 Goal Setting Technique

Achievement
Orientation  Work Motivation

 Planning & Organizing

 Continuous Self Improevement

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 Training Matrix for Competency Development

Service Excellence

Building Productive
Motivation Training
Effective Leader 1

Effective Leader 2

Creative Problem
Training Title

Communication

Seminar Series
On Becoming

On Becoming

Achievement
for Customer

Management

Professional
Productive

Teamwork
Strategic
Solving
Series
Position Managerial Competency

Communication Skills V

Leadership V

Teamwork V
Supervisor
Achievement Orientation V

Customer Focus V
Job Functional Skills V

Communication Skills V

Leadership V

Teamwork V

Achievement Orientation V
Manager
Customer Focus V

Strategic Thinking V

Problem Solving & Decision Making V

Job Functional Skills V

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