Core Competen Cies

Core Competen cies

Competen Competencycies is a reliable measurable,

A relatively enduring(stable) characteristic of a person, team or organization that causes and statistically predicts a criterion level of performance.

ØCompetencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization

Idea Generation ØWhile the general idea of

core competency has been around for a number of years, the process of core competency was first defined by C.K. Prahalad and Gary Hamel in 1990.

Types of Competencies Threshold They are the Characteristics which any job holder needs to have to do that job effectively . These distinguish people who can do the job from those who can

Differentiated

They Statistically Differentiate Superior from average performers. These are the characteristics which are not there in average

What is Competency Mapping is about identifying

It preferred behaviors and personal skills which distinguish excellent and outstanding performance from the average. A Competency is the ingredients (skills, knowledge, attributes and behaviors) that contribute to

Competency Mapping : Flow Chart Job Description Role Clarification Competencies reqd. for the Job Competencies a Job Holder has Competency Mapping Bridging the Competency Gap

Methods to Identify Competencies n

In Basket Exercises

n

Stress Interviews

n

Focused Behavioral Event Interview

n

Presentation Vision / Strategy Speeches

n

Leaderless Group Exercises

n

Role Play

n

Business Games

n

Structured Group Discussion

n

Psychometric Tests

n

Case Studies

n

Peer Coaching & Counseling Exercises

Compone nts

Components of Competencies Aptitude s

Natural ability that prepares the person to fulfill the responsibilities

Attitudes

Way of thinking or behaving needed to fulfill the responsibilities

Skills

Acquired ability or experience needed to fulfill the responsibilities

Knowledge

Information and understanding needed to fulfill the responsibilities

The Behavioral Iceberg Observable Behavior

Competenci es

Aptitudes Attitudes / Traits Skills Knowledge

Competency Clusters Business Knowledge Customer Focus Communication Result Focus Leadership Proactivity Innovation Collaboration Stamina & Adaptability Conceptual Thinking

Benefits of Competency Framework

Job Design & Grading

Recruitment & Selection

Career Pathing

Potential Assessment

Performanc e Managemen

Succession Planning

Reward Managemen t

Training & Developme nt

Competenc 2y Benchmarking Stages: Modelling What Criteria

Measures of superior performance are: such as; lowest cost per unit, fastest cycle time, highest quality, largest profit margin of best performing

How Criteria

The study of the processes, materials, equipments and human resources the best performing organizations use to

Steps in developing a valid competency

Source: - Handbook by Lance A. Ber

The steps to develop a competency model are: •Define performance criteria. •Analyze criterion sample. •Collect data. •Develop competency model. •validate competency

METHODS TO COLLECT DATA

Validate Competency Model

Concurrent validation Cross validation Predictive validity

THANK YOU !!!