Competency

T.Sivasankaran Advesh consultancy services Chennai india [email_address] Mobile +91 9790971951 COMPETENCY MODELLING

“ Knowing is not enough; we must apply. Willing is not enough we must do.” - Goethe

Brief History: A Precursor of Competency Modeling ,[object Object],[object Object],[object Object],[object Object]

Brief History: The Concept of Competency ,[object Object],[object Object],[object Object],[object Object],[object Object]

Brief History: Competency Modeling Matures ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

34 years after the first competency model, more than half of the Fortune 500 companies are using competency modeling. TODAY!

KNOWLEDGE TALENTED SKILL EXPERT ABLE CAPABLE INTELLIGENT

COMPETENCY Vs. COMPETENCE ,[object Object],[object Object],[object Object]

CONCEPT OF COMPETENCY ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

DEFINITION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object],[object Object]

WHAT IS COMPETENCY? ,[object Object],[object Object],[object Object],[object Object],[object Object]

THE ICEBERG ONLY 10% OF ANY ICEBERG IS VISIBLE. THE REMAINING 90% IS BELOW SEA LEVEL.

THE ICEBERG SEA LEVEL VISIBLE ABOVE SEA LEVEL INVISIBLE BELOW SEA LEVEL 90 % 10 %

THE ICEBERG ,[object Object],[object Object],[object Object],[object Object],[object Object]

THE ICEBERG SEA LEVEL KNOWLEDGE & SKILLS ATTITUDE UNKNOWN TO OTHERS KNOWN TO OTHERS

THE ICEBERG SEA LEVEL BEHAVIOR VALUES – STANDARDS – JUDGMENTS ATTITUDE MOTIVES – ETHICS - BELIEFS

[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

They consist of clusters of knowledge, skills, and personal attributes that AFFECT an individual’s ability to PERFORM

How do competencies differ from skills and knowledge? ,[object Object],[object Object],[object Object],[object Object]

Components of Competency ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object]

JOB AND COMPETENCY ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Competencies Distinguish Exemplary Performers from Average Performers

IN A NUTSHELL… ,[object Object],[object Object],[object Object],[object Object]

TYPES OF COMPETENCIES ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPERTENCIES DEALING WITH PEOPLE ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCIES DEALING WITH BUSINESS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCIES DEALING WITH SELF MANAGEMENT ,[object Object],[object Object],[object Object],[object Object]

What is a competency model? ,[object Object]

Competency mapping is a process of identifying key competencies for a particular position in an organisation, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. COMPETENCY MAPPING

What is a global competency dictionary? ,[object Object]

ESTABLISHING FOCUS ,[object Object],[object Object],[object Object],[object Object],[object Object]

PROVIDING MOTIVATIONAL SUPPORT ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

ORAL COMMUNICATION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

WRITTEN COMMUNICATION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5 LISTENS CAREFULLY AND PRESENTS INFORMATION FOSTERS TWO WAY COMMUNICATION ADAPTS COMMUNICATION TO OTHERS COMMUNICATES COMPLEX MESSAGES COMMUNICATES STRATEGICALLY LISTEN ACTIVELY WITHOUT INTRUPTING ELICIT COMMENTS/FEEDBACK ON WHAT HAS BEEN SAID ADAPTS CONTENT AND TONE TO SUIT THE TARGET AUDIENCE HANDLES ON THE SPOT COMPLEX QUESTIONS COMMUNICATES STRATEGICALLY CHECKS OWN UNDERSTNDING OF OTHERS OPENLY DISCUSS DIFFERENT PERSPECTIVES ANTICIPATE REACTIONS DELIVERS DIFFICULT MESSAGES WITH CLARITY, TACT AND DIPLOMACY IDENTIFIES AND IMPLEMENT POLICIES

LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5 PLANS TASKS AND ORGANISES OWN WORK APPLIES PLANNING PRICIPLES TP ACHIEVE WORK GOALS DEVELOPS PLAN FOR THE BUSINESS UNIT INTEGRATE AND EVALUATE PLANS TO ACHIEVE BUSINESS GOALS PLANS AND ORGANISES AT A STRATEGIC LEVEL IDENTIFIES REQUIREMENTS AND USES AVAILABLE RESOURCES ORGANISES WORK ACCORDING TO PROJECT AND TIME MANAGEMENT PRICIPLES CONSIDERS A RANGE OF FACTORS IN PLANNING PROCESS ESTABLISHES ALTERNATIVE COURSES OF ACTION EN SURES RESOURCES ARE AVAILABLE TO ACHIEVE SET OBJECTIVES COMPLETES TASK IN ACCORDANCE WITH PLANS PRACTICES AND PLANS FOR CONTINGENTS IDENTIFIES ACTIVITIES THAT WILL RESULT IN OVERALL IMPROVEMENT. ENSURES THAT SYSTEMS ARE IN PLACE SETS AND COMMUNICATES PRIORITIES WITHIN THE BROADER ORGANISATION

Stages of Competency Catalogue Development

ROLE COMPETENCIES ,[object Object],[object Object]

IDENTIFICATION OF ROLE COMPETENCIES ,[object Object],[object Object],[object Object],[object Object]

DEFINITION OF ROLE: STEPS ,[object Object],[object Object],[object Object],[object Object]

JOB DESCRIPTION: STEPS ,[object Object],[object Object],[object Object],[object Object]

COMPETECNY IDENTIFICATION: STEPS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCY IDENTIFICATION TOOLS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCY IDENTIFICATION TOOLS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCY ASESSMENT ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCY MAPPING ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

COMPETENCIES APPLICATIONS ,[object Object],[object Object],[object Object]

Competency Flow Model COMPETENCY Competencies are to performance what DNA is to people

Job Description vs. Competency Model ,[object Object],[object Object],[object Object],[object Object]

SAMPLE CORE IDEOLOGIES OF SELECTED COMPANIES ,[object Object],[object Object],[object Object],[object Object]

WHY USE COMPETENCIES? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

What are the benefits of implementing a competency-based approach to developing professionals? ,[object Object],[object Object],[object Object],[object Object]

For The Company, ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

For Managers ,[object Object],[object Object],[object Object],[object Object]

How will Career Development Framework benefit the company in terms of training? ,[object Object]

How is competency linked to Training and Development? ,[object Object]

How do I use the Competency Dictionary? ,[object Object],[object Object],[object Object],[object Object],[object Object]

Competency

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Competency