It shows various aspects of how to develop competency

COMPETENCY

1. COMPETENCY Presented By: Rajvi Shah

2. COMPETENCY Competency  is a series of knowledge, abilities, skills, experiences and behaviors, which leads to effective performance in an individual's activities.  It is the "means" to achieve the “ends.” Hogg (1993) defined competency as ‘competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an occupational area.’

3. Position Requirement Process Design —The process determines what skills and knowledge is needed. The desired outcomes form the basis of a measurement system for determining qualifications of workers in the process. Job Design —Once the qualification and skill on knowledge is determined the task can be assigned to individuals or teams. Job requirements are used to identify employee competency levels and qualifications.

4. Position Fulfilment Recruitment —Competencies are the basis to determine who should be interviewed and evaluated along with skills and knowledge. Qualification —To determine whether the candidate is qualified to perform the job or can master the requirements of the position, it is necessary to evaluate competency. Selection —While selecting an individual, competency assessment is used to determine the best person to fill the position. Orientation — This refers to developing the general competencies required of an employee, by the organization. Induction Training —This refers to developing the specific competencies where there are gaps, to meet the desired performance standards of the position.

5. Performance Management Measurement— A people-driven process; it is essential to have measurement of workplace competencies. Development— The development activities are relative and are received while on the job. They are designed to support the continuous improvement of workplace competencies.

6. PROMOTION Training: The objective is to prepare individuals for new positions before placing them there in order to be immediately productive. Competencies help to determine when the gap is fulfilled and the candidate is ready to move up. Succession: There is a strong personal link between both the incoming employee and departing employee. The incoming workers need more than baseline competencies and should be able to take over current projects while least disrupting the processes involved.

7. Competency Models Can Enhance HRM Systems Selection Includes position requirements, recruit ment and selection. Training & Development Includes orientation, induction training, performance management. Appraisal Includes performance measurement for performance management. Succession Planning Includes training and succession for promotion.

8. Benefits of Using a Competency-based Selection System Provides a complete picture of job requirements Increases the likelihood of hiring people who will succeed Minimize investment in people who do not meet expectations Ensures a more systematic interview process Helps delineate trainable competencies

9. Benefits of Using a Competency-based Training & Development System Enables focus on relevant behaviors and skills Ensures alignment of training and development Makes the most effective use of training and development Provides a framework for bosses/coaches

10. Benefits of Using a Competency-based Performance Appraisal System Provides a shared understanding of what will be monitored and measured Focuses and facilitates the performance appraisal discussion Provides focus for gaining information about behavior

11. Benefits of Using a Competency-based Succession Planning System Succession planning integrates the various systems of HRM with the model given below: HRM SYSTEMS Selection Training and Development Appraisal System evaluation Elements Criteria for successful performance and identification of those people who are most likely to succeed Clarification of strengths and weaknesses, development, planning skills, training and on-the-job experience Monitoring progress, coaching

12. Benefits of Using a Competency-based Succession Planning System Clarifies required skills, knowledge and characteristics Focuses training and development plans to address missing competencies Provides a method to assess candidates’ readiness Allows an organization to measure its bench strength

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