Competency-based HR Management:

Tool for a prosperous Organization

 Timeline
 Introduction

 Definition

 Type Of Competency

 Competency based training framework

 Competency Identification process

 Type of interview

 Defining Career Path

 Key characteristics of successful implementation

 Benefits of using competency model for manager

 Benefits of using competency model for employees.

 Our team

 Bharat Rao 17  Diksha Chandekar 21

 David Ghule 18  Diwakar Pal 22

 Dhiraj Jena 20  Durvesh Patil 23

 Dhanashree Patil 19  Faiyazali Shaikh 24

 Introduction
Competency is a determining factor for successful performance.

Skills

competency Job Attitude Job Factor

Knowledge
 Types Of
Competency
Managerial Competency  Relates to ability to manage job & develop interaction with other
persons.
 E.g. Problem Solving, leadership,communication.

 Relates to functional capacity of work.

Functional Competency  Mainly deals with technical aspect.
 E.g.Market research, Financial analysis, electrical engineering
etc,.
 Hard skills VS Soft Skills

 Proficiency in foreign language.  Communication

 A degree Certificate  Flexibility

 Typing speed  Leadership

 Machine operation  Teamwork

 Computer programming  Time management

 Competency based Training Framework

Current competency level of Required competency level

Competency gap
employee for certain position

Competency Assesment Training & development

Program
 Competency identification Process

Clarify
Competency Generate
Organizational
Identification Competency Models
strategy & context

 Analyse work role & process.

Validate , Refine &
 Gather data through Behavior Implement
Event Interview & Focus Group.

 Conduct Benchmark study.

 Types Of Interview
 Conventional Interview :

 Unstructured

 It is a type of interview where the questions

are not designed systematically and are not
properly structured.

 There is no standard format to follow.

Therefore the process of interviewing can go
in any direction.
 Types Of Interview
 Competency-based Interview :

 It is a structured type of interview.

 The questions are focused on disclosing

examples of behavior in past.

 The process of interview is intended to

disclose specifically and in detail examples of
behavior in the past
 Defining Career path

Categorizing the
Analyzing a Identifying Career
positions that require
position or job paths based on the
similar competencies
based on job family.
into one job family
competency
required.

Competency profile Categorizing  Career path:

(Functional & the job Vertical, Lateral &
Managerial positions into a Diagonal.
Competency) Per job family.
Position  Mandetory training
Key Characteristics Of successful implementation

1.Alignment:
Competencies impact systems that actively support the organization’s vision
strategy and key capabilities.

2.Integration:
Competency initiatives that produce the most significant change are applied
systematically across a range of HR development processes.

3.Distribution:
Competency standards alone produce little effect. They must be actively &
relentlessly communicated and installed with users.
Benefits of using competency model for manager
For managers the benefits are:

 Identify performance criteria to improve the accuracy and ease of hiring &
selection Process.

 Clarify standards Of excellence for easier communication of performance

expectations to direct reports.

 Provide a clear foundation for dialogue to occur between the manager and
employee about performance, development and career related issues.
Benefits of using competency model for employees
For employees the benefits are:

 Identify the success criteria(i.e. behavioral standards of performance

excellence) required to be successful in their roles.

 Support a more specific and objective assessment of their strengths and specify
targeted areas for professional development.

 Provide development tools and methods for enhancing their skills.

Conclusion