TALENT MANAGEMENT

Session II
11th August 2019
Structure
1. What are competencies, Diff between skills & competence,
attitude, Iceberg model
2. Functional & Behavioural competencies
3. Competency Models
 Who are you?
And why do you do the things you do?

Skills
Knowledge
Behaviors

Social Role
What do I value?

Self-Image
How do I see myself?

Traits
What habits and preferences do I typically show?

Motives
What gives me energy? What do I find satisfying?
 What Is Behaviour?
It is the response of the system or organism
to various stimuli or inputs, whether...
Internal or External, 
Conscious or Subconscious, 
Overt or Covert, and 
Voluntary or Involuntary.
 Types of Behaviour

Cognitive - our thoughts, beliefs, and ideas

about everything

Affective - feelings or emotions that something

evokes.

Conative, or Behavioral - tendency or

disposition to act in certain ways toward
something.
What Is Competency?
What Is Competency?
A combination of
Skills, abilities, and
Knowledge which is
reflected in job
behaviour that can be
observed, measured
and evaluated.
 What Is Competency?
Competency is a determining factor for
successful performance.
 What Is Competency?
The focus of competency is behaviour which is an
application of Skills, job abilities and Knowledge.
 Definition of Competency
Skill
Ability
Knowledge Competencies

Observable
Behaviour

Job
Performance
Attitude
 The Competency Advantage
• Consistency. A competency dictionary defines these types of skills in consistent terms so
that employees can see how their skills, knowledge, and abilities align with their own
position as well as others in the organization.
• Structure. Competencies bring structure to HR activities that conventional skill definitions
can’t match. Competencies were designed to fit into an architecture that spans the entire
organization and lends structure to different departments, teams, and other business units.
• Progression. Unlike skill definitions, multi-level competencies define a specific skill at
different levels of expertise and proficiency. Defining each of these proficiency levels is an
invaluable tool for helping employees understand and take control of their career
progression.
• Coordination. A subset of competencies, called “core competencies,” is designed to
articulate the key values and capabilities that form the organization’s competitive
advantage in the marketplace. Core competencies are shared by every employee in the
company—from entry level to CEO—and bring greater unity, purpose, and coordination to
the organization.
 
Competence vs. Competency
Competency is a cluster of…
 Examples of Competency
Definition
Adaptability – Maintaining effectiveness when priorities
change and new tasks are encountered, when dealing
with individuals who have different views and
approaches. Effectively performing in different
environments, cultures, and locations working with
different technologies and people.
Key Behaviour
Seeking Understanding
Embracing Change
Accommodating
 Examples of Competency
Definition
Analysis / Problem Assessment – securing relevant
information and identifying key issues, from a base
information; relating and comparing data from various
sources; identifying cause effect relationship.
Key Behaviour
Seeking Information
Data Analysis
Identifying Issues and Problems
Seeing Relationships
 Types of Competency
Functional Competency (hard competency) –
This type of competency relates to the
functional capacity of work. It deals with the
technical aspects of the job. E.g. Market
Research, Financial Analysis, Electrical
Engineering, etc.
 Types of Competency
Behavioural Competency (soft competency) –
This type of competency relates to the ability to
manage job and develop an interaction with
other people. E.g. Problem Solving, Leadership,
Communication, etc.
 Classify…
Floor mopping
Brain surgery
Masonry
Accounting

Articulation
Decision Making
Strategic Thinking
 Core Competency
A competency that is necessary to do a
particular job effectively
 Activity
List down five core competencies for the following
combinations:

Amazon – Customer Service Executive

Infosys – Team Leader
Tata Motors – Head of Supply Chain
Maruti Suzuki – Head of Sales
Air India – MD
 Competency Heirarchy
• Easy to Develop
• Difficult to develop
• Very hard to develop
Questions ??
 Management Skills
Conceptual Skills
The mental ability to analyze & diagnose complex situations.

Human Skills
The ability to work with, understand, and motivate other
people both individually and in groups.

Technical Skills
The ability to apply specialized knowledge or expertise.
Top Middle Lower
Management Management Management
Robert Katz
HR Management Framework
Based on Competency
The
competency
framework will
be the basis for
all HR functions
and serves as
the linkage
between
individual
performance
and business
results.
Approaches to Develop Competency Models
Competency Model Design - Spencer
Competency Identification Process
Key Characteristics of Successful
Implementation
1. Alignment: Competencies impact systems that
actively support the organization’s Vision,
Strategy, and key capabilities.
2. Integration: Competencies are applied
systematically across a range of HR processes.
3. Distribution: Competency standards alone
produce little effect. They must be actively and
relentlessly communicated and installed with
users.
Key Characteristics of
Successful Implementation
4. Acculturation: In competency systems that
work, they become part of the culture and
the mindset of leaders through repeated
application and refinement over a
significant period of time.
Typical Competency Framework
 The Eaton Leadership Model
4 Dimensions
(Expectations of Leaders)

14 Leadership Competencies
(Skills, Knowledge, Traits and
Attributes of effective leaders)
What Is Competency?
Questions ??