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What do we mean when we say COMPETENCY ?

A Competency is an underlying characteristic of a person which enables him /her to deliver superior

performance in a given job, role or a situation.

Competencies are seen mainly as inputs. They consist of clusters of knowledge, attitudes and skills that affect an individuals ability to


Hayes (1979) - Competencies are

generic knowledge motive, trait, social role or a skill of a person linked to superior performance on the job.

Albanese (1989) - Competencies are personal characteristics that

contribute to effective managerial performance.

UNIDO (2002)- A Competency is a set

of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job

What is Common in the definitions?

Competencies underlying characteristic of a person inputs. clusters of knowledge, attitudes and skills generic knowledge motive, trait, social role or a skill personal characteristics set of skills, related knowledge and attributes

Job superior performance in a given job, role or a situation individuals ability to perform. linked to superior performance on the job. contribute to effective managerial performance successfully perform a task or an activity within a specific function or job

Relates to information Cognitive Domain

Relates to the ability to do,
Physical domain

Relates to qualitative aspects personal Characteristics or traits


Outstanding Performance of tasks or activities

Behaviour Indicators
A Competency is described in terms of key behaviours that enables recognition of that competency at the work place. These behaviors are demonstrated by excellent performers on-the-job much more consistently than average or poor performers. These characteristics generally follow the 80-20 rule in that they include the key behaviors that primarily drive excellent performance.

Example of a Competency

Analytical Thinking
The ability to break problems into component parts and consider or organize parts in a systematic way; the process of looking for underlying causes or thinking through the consequence of different courses of action.

Key Behaviour Indicators

Independently researches for information and solutions to issues Ability to know what needs to be done or find out (research) and take steps to get it done Ask questions when not sure of what the problem is or to gain more information Able to identify the underlying or main problem Shows willingness to experiment with new things Develops a list of decision making guidelines to help arrive at logical solutions

What is a Competency Model?

Competency Model
A competency model is a valid, observable, and measurable list of the knowledge, skills, and attributes demonstrated through behavior that results in outstanding performance in a particular work context. Typically A competency model includes
Competency titles Definitions of those titles Key Behaviour indicators

Competency - Broad Categories

Generic Competencies
Competencies which are considered essential for all employees regardless of their function or level. - Communication, initiative, listening etc.

Managerial Competencies
Competencies which are considered essential for employees with managerial or supervisory responsibility in any functional area including directors and senior posts.

Competency - Broad Categories

Technical / Functional
Specific competencies which are considered essential to perform any job in the organisation within a defined technical or functional area of work. E.g.: Finance, environmental management,etc


Why Competencies ?

Traditional Job Analysis Vs Competency Approach

Job Analysis leads to long lists of tasks and the skills / knowledge required to perform each of those tasks Data generation fromsubject matter experts; job incumbents Effective Performance
Competency model leads to a Distilled set of underlying personal characteristics Data generation from outstanding performers in addition to subject matter experts and other job incumbents Outstanding Performance23

Distinguish Superior From Merely Satisfactory Performance

The approach allows executives and managers to make a distinction between a person's ability to do specific tasks at the minimum acceptable level and the ability to do the whole job in an outstanding fashion

Behaviour Indicators Based upon what outstanding individuals actually do

The competency definitions are based upon outstanding current performance in the organization. These competencies do not reflect someone's management theory or an academic idea of what it takes to do the job well, but rather are based on what works within the organization and most directly contributes to top performance.

The Competencies are Behaviour Specific

It is one thing, for example, to ask whether an employee "takes initiative," a very general concept, open to interpretation, but it is quite another to ask, "Was it typical of this manager to carry out tasks without your having to request that they be done?," a question which has only two answers, "Yes" and "No".

Holistic Application
help companies raise the Bar of performance expectations help teams and individuals align their behaviours with key organisational strategy each employee understand how to achieve expectations

Alignment of HR systems

Competency Model

Competency based recruitment

Competency based interviews reduce the risk of making a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job

Competency based Performance Appraisal

Competencies enable
establishment of clear high performance standards Collection and proper analysis of factual data against the set standards. Conduct of objective feedback meetings direction with regard to specific areas of improvement

Competency based Training

Competency based appraisal process leading to effective identification of training needs Opportunity to identify/ develop specific training programmes - Focused training investment Focused Training enabling improvement in specific technical and managerial competencies

Competency based Development

contribute to the understanding of what development really mean, giving the individual the tools to take responsibility for their own development give the line managers a tool to empower them to develop people

Competency based Pay

Provide an incentive for employees to grow and enhance their capabilities


Steps in Model Building

Background information about the organisation Decide on the Occupation / Job Position(s) that require competency Model(s) Discuss the application of the competency model Select a data collection method and plan the approach Organize Data collected Identify main themes or patterns Build the model - Defining specific behaviour Indicators Review the model

Data Collection Methods

Resource / Expert Panels Structured process to get the participants (Job holders, managers HR / training staff) to think systematically about the job, skills and personal characteristics needed for success. Critical Event Interviews Structured interviews with superior performers which involves in-depth probing of a large number of events and experiences.

Data Collection Methods

Generic competency Dictionaries
Conceptual frameworks of commonly encountered competencies and behaviour indicators Serve as a starting point to the model building team Can be used in resource panel by asking the participants to select a set of generic competencies related to the job and rate the importance

Competency model building

A detailed approach

A Detailed Approach
Info about the company Decision on the job position(s) Discussion on the CM application Basic data collection on the job responsibilities(using customized menu) Focus group
Review job description understand performance criteria Discuss specific behaviours List top ten competencies

A Detailed Approach
Critical incident technique - interviewing top performers
incidents that lead to effective performance incidents that lead to in effective performance Discuss specific behaviours List behaviours List competencies

A Detailed Approach
Content Analysis
Group behaviours Match behaviours to competencies using competency dictionary as a guideline Evolve new set of competencies if any Match behaviour indicators identified through CIT to the top 10 competencies identified by the focus group Review the model and make corrections