Professional Documents
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Copetency Model
Copetency Model
COMPETENCY
MODEL
MODEL
COMPETENCY
COMPETENCY
MODEL
MODEL
COMPETENCY
Competency is described as "a cluster of knowledge, skills, abilities, behaviors, and attitudes related
to job success and failure "
COMPETENCYMODEL
COMPETENCY MODEL
1. Exhibiting job-relatedness
2. Observable and measurable against well-accepted job standards or criteria,
3. Being improved via training and development.
4. Providing insights on determining how capable or fitness a person is to a job and an
organization.
COMPETENCYMODEL
COMPETENCY MODEL
Impact Of Three-level Competencies On Business
Results
Organizational
Vision& Mission
Organizational
structure & culture
COMPETENCYMODEL
COMPETENCY MODEL
2) They are often intended to distinguish top performers from average performers.
3) They often include descriptions of how the competencies change or progress with employee level .
COMPETENCYMODEL
COMPETENCY MODEL
5. Competency models may consider future job requirements either directly or indirectly. They
do not document the status quo but attempt to look into the future.
6. Competency models are usually presented in a manner that facilitates ease of use.
Designing for ease of use often includes the utilization of organization-specific language.
COMPETENCYMODEL
COMPETENCY MODEL
Building Competency models
COMPETENCYMODEL
COMPETENCY MODEL
The competency models are normally linked to organization‘s strategic purposes for achieving results. Valid
competency models help to strengthen HR systems, improve overall performance, and increase business
impacts over time.
A variety of a profile and its applications varies according to a diversity of business results, target groups,
job/ roles, and positions.
COMPETENCYMODEL
COMPETENCY MODEL
1. Core Competency Model (one-size- -closely aligned to vision, values, and mission -helps to catalyze changes
fits-all -applies to all levels/ jobs -can be used with many groups
model) -provides broad, quick, and consistent -modest cost but long last impacts and functions
impacts -not specific to particular job
-more difficult to implement
-best for homogeneous work
2. Functional Competency Model -built around key business areas -focused and specific efforts
-applies to all employees in target functions -considers on technical aspects
-often used for a single job or positions
3. Job/Role Competency Model -applies to specific roles in organizations -unifying, useful in a team-based organizations
- identifies both core and specific competencies -narrow if applied to a single job less cost
effective if outdated
- time consuming
4. Multiple-Job Model -provides a common set of generic competencies -getting popular but most difficult to implement
-can be used with several jobs for a longer period and explain
-applied to a wide range of employee -needs close management supports and HR
groups champions
-a quick, low-cost approach
-customized for individual jobs
COMPETENCYMODEL
COMPETENCY MODEL
Competency modeling is a process of determining what competencies are necessary for successfully
performing a job or a role.
The competency models are normally linked to organization‘s strategic purposes for achieving results. Valid
competency models help to strengthen HR systems, improve overall performance, and increase business
impacts over time.
A variety of a profile and its applications varies according to a diversity of business results, target groups,
job/ roles, and positions.
COMPETENCYMODEL
COMPETENCY MODEL
Methodology
5. Resourcing Activities Be a tool for assessment with indicators and proficiency level.
10. Career, Succession, Support for career mobility and individual development plan.
Placement