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Competencies- The Core of Human Resource Management!!

organizations with a commitment and will to align human capital development with the goals of the organization will succeed in the global marketplace of the

What Do We Mean By Competence?


Competence is the ability to do something well or effectively. It is a persons skills, knowledge or ability to or capacity to complete a specific task.

What Do We Mean By Competencies?


Competency is an underlying characteristic of an individual that is causally related to criterion referenced effective and/or superior performance in a job or a situation. ( Mc Clelland).

Competencies.
The definition can be broadly divided into three parts: A. Underlying Characteristic B. Causal Relationship C. Criterion Referenced.

Competencies (contd..)

Example:Competencies Required For HR Professionals


1) Understanding the business of the Company 2) Personal Credibility 3) Knowledge of best practices 4) Ability of Manage Change 5) Ability to manage Culture 6) Implementation of technology 7) HR & Delivery

Characteristics of Competencies:
Competencies describe employee job behaviour. Competencies are observable. Competencies translate vision into behaviour. Competencies are an extension of KSAs. Competencies can be behavioural or technical.

Difference Between Competence and Competencies?


An ability based on work tasks or job outputs tends to be referred to as a competence.
An ability based on behaviour tends to be referred to as a competency.

What Is Competency Framework?


. Competency Framework address the fundamental need for reinventing HR processes in the modern organization. They provide tools that will ensure full integration and reinforcement within the whole system of attracting, motivating, and retaining the best contributors.

In addition, a competency-based approach to HR systems enables initiatives that will:


Support and communicate the organization's strategies and values Contribute directly to the achievement of defined business objectives Enable employees to respond intelligently to current and foreseeable conditions in the work environment. Minimize expenditure of time and resources on non-strategic HR initiatives ..

Continue.
Integrate HR systems and focus them on achieving strategic objectives Provide a framework and focused direction for individual employee growth and development Encourage optimum employee involvement and ownership of results.

Uses Of Competency Framework


A framework for: Restructuring a role. Assessing/measuring performance of individuals or groups. Improving work procedures. Conducting a training need analysis. Career development Recruitment etc.

Competency Management Based Approach


Step 1. Identify the goals and mission of the organization Step 2. Conduct a job task analysis Step 3. Set performance standards Step 4. Assess individual skill gaps and identify learning resources Step 5. Observe and measure changes.

Organizations that have adopted competency-based systems can point to:


Increased overall levels of performance and performance expectations . Alignment of the employee behaviors and performance with business strategies. Implementation of a new employer employee contract in which the organization gives employees opportunities to develop in exchange for their value-added contribution

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