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COMPETENCY

PROFILING
BySaif Azmi
Surabhi Kumari

MEANING OF COMPETENCY
PROFILING

Competency profiling is a method for


identifying the skills, knowledge, attitudes
and behavior's necessary to fulfil a task, job
or career. All organizations need to be able
to match the competency profiles of their
people, to their business drivers and
strategies.
Types of skills listed in a competency profile
depends on the job and the work
environment.

JOB BASED COMPETENCY


PROFILING

A job competency model is a


comprehensive, behaviorally based job
description that both potential and current
employees and their managers can use to
measure and manage performance and
establish development plans.
A job competency profile is designed to
define a particular job's knowledge
requirements, skills and expectations.

Job profiles help organizations ensure that


persons with the right knowledge, skills and
abilities are matched with the right job offering.
Well-defined profiles also aid in planning for fair
and equitable compensation and employee
performance management.
There are various tools for conducting job profile
assessments,
job

analysis
surveys,
observations and
bench-marking.

STEPS FOR JOB PROFILING

Conduct a job analysis


by

asking incumbents to complete a Position Information


Questionnaire (PIQ).
Direct Observations

The primary goal is to gather from incumbents what


they feel are the key behaviors necessary to
perform their respective jobs.
Using the results of the job analysis, a competency
based job description is developed.
With a competency based job description, mapping
the competencies can be done. The competencies
of the respective job description become factors for
assessment on the performance evaluation.

FUNCTIONAL COMPETENCY
PROFILING

Functional competencies is a process of


identifying job-specific competencies that
encourages high-performance, quality results
for a given position.
They are often technical or operational in
nature (e.g., backing up an Oracle database
is a functional competency), taking the form of
specific skills, and are often managed at a
workgroup level.
Functional competencies can be applied to
different roles and functions based on the
functions maturity and requirement.

These competencies are rarely defined at an


enterprise level, but rather are created at
the department level since they often take
the form of specific skills (e.g., database
administration) and are best managed at a
group or functional level.

Functional competencies profiling consist of


three parts: a label, important job tasks, and
the knowledge, skills, abilities, and personal
characteristics necessary for successful job
performance.

Functional Competencies for Administrative Support


Coordination of Work:Ability to follow instructions
and standard work processes to perform routine
tasks. Ability to determine when tasks are complete.
Data and Document Collection:Ability to monitor,
collect, record and organize data/documentation
for academic, student and personnel/payroll records
and reports.
Office Administration:Knowledge of appropriate
office practices and procedures. Ability to organize
file, records and supplies, reconcile budgets and
purchasing cards, prioritize work appropriately,
order supplies and materials, and prepare
correspondence to ensure the smooth operation of
the office and timely completion of projects,
processes and requests for service.

CORE COMPETENCY PROFILING

Core competencies describe the behaviors


that are key to the success of an
organization. In a sense, core competencies
define the skills and abilities that all
employees must demonstrate in order to
drive business results.
Core competencies are directly aligned with
and support the primary goals and strategies
of the organization.

METHODS OF CORE
COMPETENCY PROFILING

Core competencies are defined through the


Identification and observation of the
organizations top performers. This will work for
organizations that have very clear measures of
success for performance and also for companies
that have the needed performance data
available.
Values-based line- This means that definition of
your core competency / competencies are done
by getting tangible examples of your companys
values. The most effective way to do this is by
installing a champion / role-model that
exemplifies all these values.

Strategic approach- Competency definition is


done by having the organizations mission
and vision in mind. Thus, having a defined
set of core competencies ensures that all
employees in an organization are
strategically aligned with the companys
reason for existing; and they are also united
in achieving its long-term goals.

THANK YOU