Sunveer Singh

Section C
21/1309
Human Resource Management
Role Specific and Competency Based
Training
Role Specific Training
✧ In organizations, managers have to play multiple roles
while managing the human physical and technological
resources . They have to act as decision makers,
planners organizers, leaders and controllers in the
organization . All those roles require specific skills .
Training of the executives to impact skills to enable
them to play various roles is known as roles-specific or
skill based training .
Types of role specific skills :-
✧ 1. Decision making skills
✧ 2. Planning skills
✧ 3. Organizational skills
✧ 4. Leading skills
✧ 5. Controlling skills
Decision making skills
✧ Ability to identify
and define the
problem, develop
alternatives , select
alternatives to
solve the problem,
and implement it .
Planning skills
✧ Ability to think ahead ,
define organizational
objectives , develop plans
and strategies policies ,
procedures , budgets etc.
Organizational skills

✧ Ability to organize
departments and
jobs , develop
structure of
relationship and
delegate authority .
Leading skills
✧ Ability to identify perception and
values of the employees . Leading
skills are skills you use when
organizing other people to reach a
shared goal . Whether you are in a
management position or leading a
project , leadership skills require you
to motivate others to complete a
series of tasks .
Controlling skills
✧ Ability to decide and
take actions to
ensure that actual
results are consistent
with the desired
results .
Competency
✧ A competency is a set of knowledge,
skills, behaviors , attitudes and
characteristics that distinguish one
person from another . To achieve career
growth and development, employees
should be a focusing attention on
competencies .
Competency based training covered four
areas
✧ 1. Personal Attributes
✧ 2. Leadership and Management
✧ 3. HR Role Specific Competencies
✧ 4. HR Core Competencies
Personal Attributes
✧ Vision
✧ Result and Orientation
✧ Continuous Learning
✧ Commitment
✧ Honestly and Integrity
Leadership and Management
✧ Visioning
✧ Strategic Thinking
✧ Goal Setting
✧ Resource Management
✧ Performance
✧ Teamwork
✧ Coordination
HR Role Specific Competencies
HR Strategist
✧Strategic Thinking
✧Change Management
HR Generalist
✧Staffing
✧Training and Development
✧Appraisal
✧Reward System
HR Core Competencies
✧ Focus on Human Resource
✧ Coaching and Counseling
✧ Talent Management
✧ Technology Expertise
✧ Knowledge Management
✧ Virtual Teamwork
4 Types of Competency Model
✧1. Organizational Core Competency Model
Most organizations have a baseline set of skills that they require all
employees to have. With an organizational competency model, you
can understand and keep track of these essential core competencies
and strive toward a workforce that has each of those abilities.
✧ 2. Functional Competency Model
In addition to company-wide competency expectations, there are
also functional competencies that are needed for an employee to
perform positively within a function. The skills within a functional
competency model might be needed within a specific department of
your company.
 3. Job Competency Model
✧Unlike a functional competency model, the job competency model includes skill sets
that are specifically needed within a job or role. This competency model clearly
defined needs within a role so that each employee can perform to the best of their
ability.
4. Leadership Competency Model
✧When hiring for leadership roles within your organization, there are typically some
key competencies which are absolutely essential. Skills such as self-management and
development, coaching and mentoring or understanding and enforcing ethics are
examples of skills anyone in a leadership position would need to be effective in their
role.
Characteristics of Competency Based
Training
✧ Competencies are carefully selected .
✧ Detailed training materials are keyed to the competencies to be achieved and
are designed to support the acquisition of knowledge and skills .
✧ Flexible training approaches including large group methods, small group
activities and individual study are essential components .
✧ A variety of support materials including print, audiovisual and simulations
models keyed to the skills being mastered are used .
✧ Satisfactory completion of training is based on the achievement of all
specified competencies .
Benefits to the business
✧ Trained workers are more
efficient
✧ Trained workers show superior
performance .
✧ Training makes employees more
loyal and they will be less
inclined to leave the unit where
there are growth opportunities ,
Benefits to the employees
✧ Training makes an employee
more skilled .
✧ Trained employees can avoid
mistakes or accident on the job .
They are confident , more
satisfied and high on morale .
✧ Training enables employees to
cope with organizational, social
and technological changes .
Approaches to Competency Based
Training
✧ Development of competencies is based on national standards .
✧ Quality of performance is built into the training process .
✧ Emphasis of the training is an development of qualified providers, not on
the number of clinicians undergoing training .
✧ Training builds competency and confidence because participants know
what level of performance is expected , how knowledge and skills will be
evaluated, that progression through training is self-paced and that there
are opportunities for practice until mastery is achieved .
 Implications for using CBT
✧ Organization must be committed to providing adequate resourced and training
materials .
✧ Training activities need to match the objectives .
✧ Continuous participant interaction and feedback must take place .
✧ Trainers must be trained to conduct competency based training courses .
✧ Individuals attending training must be prepared for CBT as this approach is likely
to be very different from their past educational and training experiences .
✧ Presentation of a statement of qualification which identifies the specific service
the individual is qualified to provide .
THANK YOU