Professional Documents
Culture Documents
Competency Mapping
RCU Syllabus
Meaning of Competency. Competencies Developing competency models. Issues related to developing competency models. Sources of competency Information. Origin of assessment centre. Essential features of an assessment centre. How can assessment centers be used as a developmental tool?
Meaning of Competency
A competency is an underlying characteristics of a person, which enables him to deliver superior performance in a given job, role or a situation. This characteristics may be called an attribute bundle, consisting of knowledge, skills, traits, social role, self-image and motive.
Competencies
Competencies are the characteristics of a manager. This goes along with our promise that competency is a characteristics of a person.
*Self Concept: A person's attitude value or self image. A person's values are reactive or respondent motives that predict what a person would do in the short run.
*Knowledge (Information a person has in a specific work area) . * Skill (is the ability to perform certain mental or physical tasks) Example: Mental competency includes analytical thinking.
Change Competence: Acting in new ways when it will promote the purpose of the organization or community and make the preferred future come to life.
Types of competencies 1. Organizational competencies 2. Job/Role competencies 3. Personal competencies
Competence
Competency
1. 2. 3.
Based on the work task or job outputs. Describes the attributes of the job. Consists of the various skills and knowledge required to perform a job.
1. 2. 3.
Based on behavior. Describes the attributes of the person. Consists mainly of underlying characteristics of a person which result in effective and/or superior performance on a job. Are transferable from one sphere to another. Measured in terms of behavior. Are typically result-centric.
4.
5. 6.
Are not transferable since each competence is specific to a 4. single job or a specific range of jobs. 5. Measured by performance on 6. the job. Are specifically process centric
Visible
Skill Knowledge
Hidden
Observable Behaviour
SELF-CONCEPT
TRAIT MOTIVE
ATTITUDES VALUES KNOWLEDGE Surface Personality Most easily developed Core Personality Most difficult to developed
Data Analysis
Construct competency definitions:
Job family Works manager Sales manager Production manager Treasurer
Data Analysis
Review list of competencies: Review the competencies that are identified, to check if they fulfill the purpose or objective of the job.
Competencies are finalized for each job role. Identify and list meta competencies. Have it agreed with the management teams. Each role profile in turn would now have a detailed set meta and sub competencies
Data Analysis
Each of the competencies are now defined in the context of the role profile.
Assign proficiency level: Define what proficiency means to the organization and what use would it be put to within the organization. Define levels and differentiate between appraisal ranking and proficiency levels.
work.
Tabulate the learning process. Evaluate whether the exercise has generated adequate data and information to progress with the competency definition and proficiency mapping exercise. Reestablish the business case for implementing a competency development work process. Run pilot workshops where ever necessary
Assertiveness
Ability to take command during face-to-face situation while displaying appropriate tact and diplomacy.
2. 3.
Competitiveness Self-Sufficiency High Emotional Stamina High Energy Level Mental Ability Divergent Thinking Quantitative Reasoning
Ability to work independently and maintain ones motive. Ability to maintain focus and effectiveness under stressful and frustrating situation.
4.
5.
ABILITY
1.
2.
3.
Ability to deal with multiple issues and details., alertness and, learning capacity. Ability to see and think beyond obvious and formulate original solution Ability to reason with, analyse and draw conclusions from members.
2.
3.
4.
Competitive Environment
Understanding the financial impact of decision on the customer, the costumers satisfaction and the company. Basic computer skills for application to mktg pgmes, incl prospects list computer contacts and relevant economic data, Expertise related to companys product and services, as well as, other crucial aspects of business. Knowledge of company for ce and how company stacks up against competitors and their products.
SKILLS
1.
2.
Problem-Solving Skills
Establishing rapport, determining customers needs, relative benefits to product features, handling objectives and closing. Anticipating problem- inviting ideas, distinguishing symptoms from causes, modifying proposals and implementing solutions.
In general, all the practitioners or consultants have addressed the following six issues while developing the model. Strategize Assess business needs, evaluate contextual drivers, engage stakeholders and set goals. Initiate Identify methodologies, develop project plans, review existing data, benchmark competencies, and collect competency data.
Model Analyze and synthesize data, identify competencies and develop models, and validate models.
Pilot Develop implementation and evaluation plans, develop and initiate competency applications, and continuously communicate activities.
Link
Link to all human resources system components, and phase in implementation of other competency based applications.
Evaluate
Establish and evaluate measures, and continuously improve the system.
Multiple observations made for each dimension. Multiple assessors used for each candidate. Assessors trained to a performance standard. Systematic methods of recording behavior Assessors prepare behavior reports in preparation for integration
Integration of behaviors through: Pooling of information from assessors and techniques; consensus discussion Statistical integration process
Multiple measurement techniques without data integration nor is . . . labeling a building the Assessment Center
6. Qualification Screens. 7. Structured Interviews. 8. Job Simulation. 9. Knowledge and Skills Tests. 10. Talent Measures. 11. Culture Fit and Values Inventories. 12. Background Investigation. 13. Integrity Tests. 14. Physical abilities test. 15. fact-finding and Analysis exercises. 16. Business Games. 17. Role-play exercises.