1. 1 www.exploreHR.org Competency– Based Human Resource Management

2. 2 www.exploreHR.org Contents 1.Framework for Building Competency-based HR Management System 2.Developing Competency Model 3.Competency-based Interview Method 4.Competency-based Career Planning 5.Competency-based Training & Development 6.Competency-based Performance Management

3. 3 www.exploreHR.org Competency-based HR Management : A Framework

4. 4 www.exploreHR.org HR Management Framework based on Competency Recruitment & Selection Training & Development Performance Management Reward Management Career Management COMPETENCY FRAMEWORK BUSINESS STRATEGY BUSINESS RESULTS Competency based People Strategy The competency framework will be the basis for all HR functions and serve as the "linkage" between individual performance and business results

5. 5 www.exploreHR.org Definition of Competency Competency A combination of skills, job attitude, and knowledge which is reflected in job behavior that can be observed, measured and evaluated. Competency is a determining factor for successful performance The focus of competency is behavior which is an application of skills, job attitude and knowledge.

6. 6 www.exploreHR.org Skill Job Attitude Knowledge Observable Behavior Job Performance Competency Definition of Competency

7. 7 www.exploreHR.org Competency and Job Description what howJob description looks at what, whereas competency model focuses on how. elements of the jobssequences of tasks necessary to perform the jobTraditional job description analysis looks at elements of the jobs and defines the job into sequences of tasks necessary to perform the job the people who do the job well the characteristics and behaviors of these people.Competency studies the people who do the job well, and defines the job in terms of the characteristics and behaviors of these people.

8. 8 www.exploreHR.org Types of Competency Managerial competency (soft competency) This type of competency relates to the ability to manage job and develop an interaction with other persons. For example : problem solving, leadership, communication, etc. Functional competency (hard competency) This type of competency relates to the functional capacity of work. It mainly deals with the technical aspect of the job. For example : market research, financial analysis, electrical engineering, etc.

9. 9 www.exploreHR.org Competency Identification Process Clarify Organizational Strategy and Context Competency Identification Analyze Work Role and Process Gather Data through Behavior Event Interview and Focus Group Conduct Benchmark Study Generate Competency Models Validate, Refine and Implement

10. 10 www.exploreHR.org Examples of Competency DEFINITION Adaptability—Maintaining effectiveness when priorities change and new tasks are encountered, and when dealing with individuals who have different views and approaches. Effectively performing in different environments, cultures, and locations, and when working with different technologies and levels of individuals. KEY BEHAVIOR Seeking understanding—Makes efforts to better understand changes in the environment; actively seeks information or attempts to understand nature of individual differences, logic, or basis for change in tasks and situations. Embracing change—Approaches change or newness with a positive orientation; views change or newness as a learning or growth opportunity. Making accommodations—Makes accommodations in approach, attitudes, or behaviors in response to changing environmental requirements.

11. 11 www.exploreHR.org Examples of Competency DEFINITION Analysis/Problem Assessment—Securing relevant information and identifying key issues and relationships from a base of information; relating and comparing data from different sources; identifying cause-effect relationships. KEY BEHAVIOR Identifying issues and problems—Recognizing major issues; identifying key facts, trends, and issues; separating relevant from irrelevant data. Seeking information—Identifying/Recognizing information gaps or the need for additional information; obtaining information by clearly describing what needs to be known and the means to obtain it; questioning clearly and specifically to verify facts and obtain the necessary information. Seeing relationships—Organizing information and data to identify/explain trends, problems, and their causes; comparing, contrasting, and combining information; seeing associations between seemingly independent problems or events to recognize trends, problems, and possible cause-effect relationships. Performing data analysis—Organizing and manipulating quantitative data to identify/explain trends, problems, and their causes.

12. 12 www.exploreHR.org Approach in Competency-based Interview S What was the Situation in which you were involved? T What was the Task you needed to accomplish? A What Action(s) did you take? R What Results did you achieve?

13. 13 www.exploreHR.org Competency-based Training & Development

14. 14 www.exploreHR.org Competency-based Training Framework Required competency level for certain position Competency Gap Competency Assessment Current competency level of the employee Training and Development Program

15. 15 www.exploreHR.org Competency Profile Per Position

16. 16 www.exploreHR.org Competency Profile Per Position

17. 17 www.exploreHR.org Training Matrix for Competency Development V = compulsory training Training Title

18. 18 www.exploreHR.org Full version of these amazing PPT slides can be downloaded at : https://management-training-guru.com/hr- premium-slides/ You can copy the above link and paste into your browser – to get the full version of our slides