Competency Based HRM Best Practice (PowerPoint PPTX)

Competency Based HRM Best Practice

Contents
1. HR Management Framework based on Competency
2. and Job Description
3. Competency Identification Process
4. Examples of Competency
5. Benefits of Using Competency Model
6. Key Characteristics of Successful Implementation
7. Competency-based Interview for Selection
8. Competency-based Interview (CBI)
9. STAR Approach in Competency-based Interview
10. Bias in the Interview Process
11. Competency-based Career Planning
12. Assessing Employee Career Plan
13. Employee Development Program
14. Competency-based Training & Development
15. Competency-based Training Framework
16. Competency Profile Per Position
17. Training Matrix for Competency Development
18. Competency-based Performance Management
19. Assessing Competency through Assessment Center
20. Competency Assessment and Rating

Competencies are the knowledge, skills, abilities, and behaviors that contribute to individual and organizational performance. Knowledge is information developed or learned through experience, study or investigation. Skill is the result of repeatedly applying knowledge or ability. Ability is an innate potential to perform mental and physical actions or tasks. Behavior is the observable reaction of an individual to a certain situation. The target proficiency level for each competency will vary based on an individual's position and the organization's needs.

HR Management Framework based on Competency – this serves as the foundation for all Human Resource functions and is also deemed as the linkage between the performance of an individual and the results of the business. Competency refers to the following:
1. It pertains to the determining factor for an outstanding performance.
2. Competency is a consolidation of know-how, job attitude and skills which are manifested in a job behavior that can be evaluated or measured and of course observed.
3. The primary focus of competency is behavior. This is regarded as the application of knowledge, job attitude and skills.

Competency and Job Description
a. Competency model concentrates on "how" while job description looks at "what".
b. Competency models are practical measurement tools which aid workers to agree on a common language and fully understand what is understood by higher performance. Furthermore, competency-based human resource management is regarded as a root strategy to aid coordinate skills and internal behaviors with the crucial direction of the firm as a whole.
c. Competency models interpret organizational values, goals and strategies that if appropriately designed and exquisitely managed this can lead to organizational and individual performance developments and thus aids in the promotion and assimilation of all human resource management practices.
d. Typically, a competency model comprised of competency titles, the titles' definitions and the key behavior indicators.
e. Competency studies the individuals who perform the job well and it also determines the jobs with regards to the behaviors and traits of these individuals.
f. Conventional job description analysis views at job elements and determines the job into series of tasks required to execute the job.

Types of Competency
1. Managerial competency also known as Soft Competency- this refers to the type of competency that links to the capability to handle job and develop synergy with other people. For instance: communication, leadership and problem solving.

2. Functional Competency also known as Hard Competency- this links to the functional capacity of job. In addition to this, it particularly deals

with the technical facet of the job. For instance: electrical engineering, financial analysis and market research.

Regards,

UJ Consulting