際際滷

際際滷Share a Scribd company logo

Competency Management

Download as PPTX, PDF
Nikita Talukdar
Nikita Talukdar

Role and use of competency management. How it is useful in HRD and the methods of competency assessment.

1 of 13
Downloaded 141 times
COMPETENCY MANAGEMENT
Competencies are personal capabilities that are demonstrated through measurable knowledge, skills, abilities, and personal attributes, which can contribute to enhance employee performance and ultimately, adds to the individual's and organization's success.
Skill is Ability accomplish Talent is Inherent ability Competency is Underline characteristics that give rise to skill accomplishment Knowledge, skill and attitude
Competency management is the set of management practices that identify and optimize the skills and competencies required to deliver on an organizations business strategy. Competency management provides the foundation to manage strategic talent management practices such as workforce planning, acquiring top talent, and developing employees to optimize their strengths.
Research indicates that Source of 50% of job performance problems is that people are in the wrong job. 25% of on-the-job performance problems is the inability to identify the gaps between the competencies of the person and the requirements of the job.
Training Job Rotation Coaching Mentoring
Enriched understanding of expected behaviors and performance Improved talent planning Optimized development and mobility strategy Enhanced talent pipeline Improved operational efficiencies Integrated talent processes
Identification of critical competencies is difficult Alignment of competency development with business goals is weak Investment in competency management is de prioritized Competency models are exclusive of technical competencies Competencies are too often paper-based
Adaptability Commitment Creativity Motivation Foresight Leadership Independence Emotional Stability Analytical Reasoning Communication Skills
Core Competencies- Internal capabilities that is critical to the business, to be possessed by all the individual Technical Competencies- Specific knowledge and skills required to be effective in a job Behavioral competencies- Motives, traits, attributes that shape behavior and reflects how one applies ones knowledge and skills in order to achieve results
Threshold competencies- characteristics required by a jobholder to perform job effectively Differentiating Competencies- Characteristics which differentiate superior performers from average performers
Following methods are used: Assessment/Development Centre 360 Degree feedback Role plays Case study Structured Experiences Structured Experiences/Simulations/Business Games Benchmarking & Case study Management Climate Study Top Performer Survey
Competency Management

More Related Content

Competency Management

  • 2. Competencies are personal capabilities that are demonstrated through measurable knowledge, skills, abilities, and personal attributes, which can contribute to enhance employee performance and ultimately, adds to the individual's and organization's success.
  • 3. Skill is Ability accomplish Talent is Inherent ability Competency is Underline characteristics that give rise to skill accomplishment Knowledge, skill and attitude
  • 4. Competency management is the set of management practices that identify and optimize the skills and competencies required to deliver on an organizations business strategy. Competency management provides the foundation to manage strategic talent management practices such as workforce planning, acquiring top talent, and developing employees to optimize their strengths.
  • 5. Research indicates that Source of 50% of job performance problems is that people are in the wrong job. 25% of on-the-job performance problems is the inability to identify the gaps between the competencies of the person and the requirements of the job.
  • 6. Training Job Rotation Coaching Mentoring
  • 7. Enriched understanding of expected behaviors and performance Improved talent planning Optimized development and mobility strategy Enhanced talent pipeline Improved operational efficiencies Integrated talent processes
  • 8. Identification of critical competencies is difficult Alignment of competency development with business goals is weak Investment in competency management is de prioritized Competency models are exclusive of technical competencies Competencies are too often paper-based
  • 9. Adaptability Commitment Creativity Motivation Foresight Leadership Independence Emotional Stability Analytical Reasoning Communication Skills
  • 10. Core Competencies- Internal capabilities that is critical to the business, to be possessed by all the individual Technical Competencies- Specific knowledge and skills required to be effective in a job Behavioral competencies- Motives, traits, attributes that shape behavior and reflects how one applies ones knowledge and skills in order to achieve results
  • 11. Threshold competencies- characteristics required by a jobholder to perform job effectively Differentiating Competencies- Characteristics which differentiate superior performers from average performers
  • 12. Following methods are used: Assessment/Development Centre 360 Degree feedback Role plays Case study Structured Experiences Structured Experiences/Simulations/Business Games Benchmarking & Case study Management Climate Study Top Performer Survey