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Ridwan Saptoto
Faculty of Psychology
Universitas Gadjah Mada
History: McClelland
Outstanding vs Secure
Inquiry Question
Expert Panel ≠ Employee
Validity: Concurrent
Competency
Competencies can be defined as skills,
areas of knowledge, attitudes and
abilities that distinguish high performers
(Sanghi, 2007)
Competency
A combination of skills, job attitude, and
knowledge which is reflected in job
behavior that can be observed,
measured, and evaluated
Focus: behavior, which is an application
of skills, job attitude and knowledge
People Management Framework
Based On Competency
Competency = Experience?
Competency Categories
Threshold competencies: These are the
essential characteristics that everyone in
the job needs to be minimally effective,
but this does not distinguish superior from
average performers.
Differentiating competencies: These
factors distinguish superior from average
performers.
Developing Competency
Model
Use generic model
Build from scratch
Example
Assertiveness:
Ability to take command
during face-to-face situations while
displaying appropriate tact and diplomacy
5
4
3
2
1
0
References
Sanghi, S. (2007). The Handbook of
Competency Mapping (2nd Ed.). New
Delhi: Response Books.
Center for Professional Learning and
Development. (2010). Competency Based
Recruitment and Selection: A Handbook
for Managers. Nottingham Trent University.
Image Credits
http://www.nwlink.com/~donclark/hrd/case/Mc
Clelland.html
https://www.griffith.edu.au
www.eduworks-uk.com
www.talentclick.com
www.awakenthedawn.ca
www.successthrougheducationprogram.com
www.adimasterclass.co.uk
www.halogensoftware.com
ctsi.mcw.edu
en.hdyo.org