HRM MOD 5C

Module 5

Training & Development

Competency models

What do we need to consider when developing competency models?

START >

understanding competencies

Definition A competency is a combination of Attitudes, Skills and Knowledge (A.S.K) that can be reliably measured to differentiate the standard of performance required from average performers.

Competency models are a structured way to identify the critical skills, knowledge, and behaviors required for success in different roles within an organization. They are used for recruitment, selection, training, performance management, talent management, and succession planning. By using competency models, EBMOs can create clear job descriptions, interview questions, and candidate assessment tools, as well as identify skills gaps and provide a clear framework for evaluating employee performance. In addition, competency models help employees understand their career progression and provide development opportunities to prepare them for future roles within the organization. Overall, competency models enable a structured and systematic approach to Human Resource Management.

Objective of the Competency Model Competencies clarify the success factors for employees to understand the performance gap of their current roles. Competencies empowers employees to proactively develop the Attitudes, Skills and Knowledge to the standards required by the EBMO.

The United Nations developed Competency Framework for the UN employees offering definition of the Core Competencies and Managerial Competencies expected for employees to develop in their career.

Click here to view it.

Competency Model

Competency models is the most critical knowledge, skills, and attitudes that drive successful performance. They are described in behavioral terms, using behavioral indicators so that the competencies are recognized when demonstrated. Over the years Human Resource Management (HRM) Departments have found Competency Models as an important tool to provide a structured framework of critical skills, knowledge, and behaviors required for success in various roles and job functions within an organization. Firstly for Recruitment and Selection – companies can use Competency models for clear job descriptions, interview questions, and candidate assessment tools to focus on candidates with the experience having the identified competencies for a specific role. Secondly, with competency models, the process of Training Needs Analysis (TNA) can be conducted effectively by identifying the skills gaps that do not meet the competency standards. The skills gap may be further drilled down to the performance measures and critical incidences to specifically improve employees performance.

HR have been also been using Appraisal Forms with general criteria for ratings. The Competency Model provides a clear framework for evaluating employee performance based on a fair and consistent approach from point of recruitment to employee continued performance management. Competency Models also have development paths that inform employees on their career progression. By clearly defining the skills, knowledge, and behaviors required for success in the department or in the company, competency models enables the workforce to contribute more effectively to their jobs and organization results. For the organization, the career progression of employees allows for proactive action on Succession planning and Talent development. Competency models can be used to improve all employee with training as well as identify high-potential employees for development opportunities to prepare them for future roles in the organization. So developing a competency model enables the EBMO to have a structured and systematic approach to Human Resource Management ie:-

Developing Competencies for Critical Positions within the EBMO

Step 1: Identify Key Positions / Roles: Analyze the critical positions within the EBMO that are essential for executing the organization's strategy. Focus on understanding the key tasks and supporting activities that are vital to the EBMO's success. While job descriptions outline the 'what' of each position, they often do not clearly define 'how' the job should be performed.Step 2: Determine the Performance StandardsAfter identifying the critical roles, it's essential to establish performance standards to measure current performance and identify opportunities for improvement. This process should include relevant performance indicators such as financial results, quality, productivity, customer retention, and other metrics that align with the goals of the EBMO. Step 3: Conduct Job / Position Assessment :This step involves analyzing key positions to identify the specific skills, knowledge, and behaviors required to perform essential tasks and meet critical performance standards. It is also important to evaluate critical incidents to develop a set of competencies needed for effectively handling such situations

Video: Watch this video to learn more on competency mapping and view the examples

Competency Based HRM

A well-designed competency model consists of a comprehensive understanding of the skills, knowledge, and behaviors required for success in specific roles or job functions within an organization. The competencies can be grouped as follows:-

Core Compentencies

Job-Specific Competencies

Leadership Competencies

Functional Competencies

Levels of Proficiency

Behavioral Indicators

Competency assessment

• A Competency Assessment can be simplified as a checklist of the knowledge, skills, and attitudes expected from employees.
• The effectiveness of the competency assessment refers back to the organisation, operations, and individual analysis.

• To achieve EBMO's goals, it's important to determine the skills and knowledge necessary for each analysis area. This will help employees develop the abilities needed for a productive work culture and successful business outcomes.
• To identify competency gaps, most organizations use Training Needs Surveys. The HR department then conducts observations and interviews with individual or groups of supervisors and employees.

self-study

Reference: Tool 5 Refer to page 22 - Example Competencies Assessment Checklist and template.

Reference: The United Nations Competency Framework, Regional Office for Asia Pacific

Video: Watch this video on The Compentency Models

Exit this slide and continue with the next activity