Competency Theory

Job Related Behaviors NeededBehavioral Traits / Personality Traits

ICEBERG MODEL OF COMPETENCIES

Knowledge

AttitudesValue Systems

Personality Traits / TypesPersonal / Professional Background

Basis Detailed Job / Position Descriptions defined with Competencies required

Analysis Analyse Organizations Business Strategy, Vision, Mission, GoalsUnderstand Current Organization Life Cycle StageCritical Competencies required by an Organization at a given life cycle stageCompetency Dictionery - by Spencer & SpencerBehavior Interviews (Psychometric Testing / Analysis)(Thomas Profiling - Disc Profiling softwares can be used)(In BI's 95% employee speaks, 5% interviewer probes, Open Ended Questions only)(Evaluations can be made by taking notes or video recording - recording is better option)Identify Behaviors exhibited by Poor, Average, Good, Excellent, Outstanding employeesUse these behavioral patterns in Selection & Appraisal Process.

Definitions Define & Align Competencies required by each individual, divisions and organizationCompetency Dictionery and Critical Competencies are conflicting techniquesBehavioral Interviews are most effective and realistic techniquesBehavioral Interviewers NEED to be Trained Psychologists / Consultants

Assess current proficiency levels ( rating on scale of 1 --> 5) for each competencyAssess employees current proficiency levelsMap individual, divisional and organizational competencies assessedGAP AnalysisComptency Development Programmes

Prioritize manpower and their attitude towards competency developmentInternal / External Training

Competency Meaning

Competency Mapping

Competency Development

Align Rewards for competency improvementsIncorporate Competency Proficiencies & Ratings in Performance Management SystemCompetecy Based Recruitment & Selection Process

(Recruit candidates showing competency behaviors exhibited by good, excellent & outstanding employees etc.)

Competency Theory

Detailed Job / Position Descriptions defined with Competencies required

Analyse Organizations Business Strategy, Vision, Mission, Goals

Critical Competencies required by an Organization at a given life cycle stage

Behavior Interviews (Psychometric Testing / Analysis)(Thomas Profiling - Disc Profiling softwares can be used)(In BI's 95% employee speaks, 5% interviewer probes, Open Ended Questions only)(Evaluations can be made by taking notes or video recording - recording is better option)Identify Behaviors exhibited by Poor, Average, Good, Excellent, Outstanding employeesUse these behavioral patterns in Selection & Appraisal Process.

Define & Align Competencies required by each individual, divisions and organizationCompetency Dictionery and Critical Competencies are conflicting techniquesBehavioral Interviews are most effective and realistic techniquesBehavioral Interviewers NEED to be Trained Psychologists / Consultants

Assess current proficiency levels ( rating on scale of 1 --> 5) for each competency

Map individual, divisional and organizational competencies assessed

Prioritize manpower and their attitude towards competency development

â     EASILY TRAINABLE & CAN BE ASSESSED & IMPROVED ABSOLUTELY

â    DIFFICULT TO TRAIN / CHANGE

â    CANNOT BE FORCED / IMPOSED

â    EITHER YOU HAVE IT / OR NOT

â   ATTITUDE IS MOST IMPORTANT TO ACCEPT AND CHANGE ONE’S OWN COMPETENCIES

Incorporate Competency Proficiencies & Ratings in Performance Management SystemCompetecy Based Recruitment & Selection Process

(Recruit candidates showing competency behaviors exhibited by good, excellent & outstanding employees etc.)

Competency Mapping against Organizational NeedsOrganization PositioningIndustry / Competitor AnalysisMissionVisionBusiness Strategy

Organization Structure Required

Business Objectives

Organizational Goals & ObjectivesDivisional Goals & ObjectivesValue Chain AnalysisOrganizational Performance BenchmarksDivisional Performance BenchmarksChange Requirements / Gap AnalysisOrganizational DeliverablesDivisional DeliverablesOrganizational Competency AnalysisDivisional Competency Analysis

Competency Mapping against Organizational NeedsPositioning the Business, Value & Capabilities Analysis, Distinguishing from Competitor

Target Competitors / Market Segments / Revenues / ClientsTime Duration, Methods, TacticsCost ReductionVertical Integration (Forward / Backward Integration)Utilize Internal Administrative TransactionsTight Cost ControlControlled BudgetsStructured OrganizationStructured AuthoritiesStructured ResponsibilitiesQuantified Target IncentivesOffensive

External / Internal BoundariesExternal / Internal BoundariesEfficiency (Cost)

Avenues for AttacksReconfiguration – Value Chain, Innovation Redefinition – Redefining product, services etc. Pure Spending – Investments

Reconfiguration Product Change - Performance - CostLogistics & Services Change - Efficient Logistical System - Responsive After Sales Support - Enhanced Order ProcessingMarket Change - Spending on Under-marketed Industry - New Positioning - New Sales OrganizationOperation ChangesDownstream Reconfigurations - New Channels - Emerging Channels - Go Direct (Forward Integration)

Redefinition, Focus Strategy (Buyer, Product, Channel)Integration – De integration, Geographic Redefinition Horizontal Strategies (Diversification), Multiple Redefinitions

Pure Spending, Investment in - Buying Market Share- Brand Building - Advertising

Competency Mapping against Organizational Needs

Differentiation Specialization

Functional CoordinationStrong Marketing & BrandingStrong R&DProduct Development / EnhancementHighly Skilled / Creative PeopleSubjective Measurement (Incentives)Defensive Challenger

Effectiveness (Margin of Profit) Optimization (Cost + Profit)

Defensive Strategies – 1 (Deterrence)Understand Entry / Exit Barriers, Anticipate Likely Challenges - Unsatisfied competitors - Potential Entrants - Substitutes – are they competitors?Forecast likely avenues of Attacks, Tactics to Block Attacks, Manage Firm Toughly, Realistic Profit Projections

Defensive Strategy – 2 (Reacting to Challenger)Respond to the Challenger, Invest in early discoveries- Suppliers’ Contract - Ad/Media Contacts - Trade Show Attendance - Technical Conferences - Placement Agencies - Adventurous BuyersRespond on ‘Sectors of Attack’, Deflect ChallengesTake it seriously, Respond to Gain Position

No. Managerial Competencies Meaning % importance1 Integrity Sharing or Not Sharing Confidential Information 64%2 Customer Service Meeting & Exceeding Customer Expectations Regularly 54%3 Stress Management Maintaining calm under stressful conditions 54%4 Accountability & Responsibility Taking responsibility for mistakes, inefficiencies 45%5 Business & Organization Knowledge Understanding & linking Business & Org. Information to performance management 42%6 Persistence Following through during adversities & challenges 40%7 Team Building & Leadership Skills Training, Coaching, Appraising, Guidence, Directiveness 40%8 Interpersonal Skills Relating well to all kinds of people at variety of situations 33%9 Decision Making Quick & Accurate decisions even without enough information 33%

10 Ethics 13%

No. Additional Managerial Competencies1 Analytical Thinking Problem Solving Ability, out of box thinking2 Consensus Building Getting people do what you want to do3 Achievement Orientation Passoinate to succeed and achieve4 Delegation of Work Division & Fair Distribution of Work5 Developing Sub-ordinates Creating successors6 Impact & Influence Motivating staff, Recognitions, Rewards7 Time Management Planning & Priority Setting against realistic deadlines8 Communication Skills Ora, Written, Clarity of Thought, Language etc. 9 Conflict Management Resolve differences in positive manner.

10 Time Management & Personal Effectiveness Punctuality, Commitment, Reliability etc.

HR Scorecard1 Define Business Strategy2 HR Business Case3 HR Strategy Map4 HR Objectives & Deliverables Quantitative / Qualitative5 Align HR Architecture with Deliverables6 Design Strategic Measurement System7 Implement Management by Measurement

Benchmarking ModelPractices Co. 1 Co. 2 Co. 3 Co. 4Practice 1Practice 2Practice 3Practice 4Practice 5

Your PracticeBest Practice

GAP

HR MANAGER PROFILE

Recruitment & Selection

Induction & Orientation

Performance Management & Review Mechanism

Rewards & Recognitions

Competency Mapping

Training & Development

Compensation & Benefits Administration

Employee Relations

HR MANAGER PROFILE

Manpower Planning (Internal Resources / External Resources)GAP Analysis / Future RequirementsBudgeting New Manpower, Cost EstimatesRecruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)Sources of Manpower

Placement ConsultantsJob sitesAdvertisementsCampus RecruitmentEmployee Referrals Head HuntingNetworkingProfessional Institutions

Vendor Relationship Management (Agreements, Contracts, Quotes)Manpower Requisition Process (Authorisation, Documentation, Closures)Selection Methodology

Interview Process (Panel, Evaluation Methodology)Testing Processes (Test Instruments, Administration, Monitoring etc.)

DocumentationForms & Formats (Requisition, Application Blanks, Interview Evaluations) Appointment Letter, Provisional Offer, Comp.Sheet, Contract Letters, Consultant Agreements Salary Fitment Benchmarks / Salary MatrixJoining Formalities & DocumentationsDocumentation Coding & Revision Guidelines

Recruiment MIS ReportsCompany Overview (History, Business, Market, Products/Services, Geography)Divisional PresentationsKey Personnel MeetingsTechnical / Domain / Process Training ProgrammesPersonnel File

Position DescriptionCandidate SpecificationExperience Specification (Mandatory/Preferred)Key Performance Indicators (Highest / Ideal Performance Expected)Key Deliverables (Role Definition)Competence RequiredPosition Descriptions Mapping across Organization

Performance AgreementGoals / ObjectivesKey Deliverables (Role Definition)Developmental Deliverables (for Career / Succession Planning)Trainings Required (Objective, Priority, Evaluation Parameters)Organization Support Required

Performance EvaluationGoals / Objectives (Previous Year)Key Deliverables Assessment (3m,6m,9m,Yrly.)Developmental Deliverables (3m,6m,9m,Yrly.)Shortfalls in Deliverables Achievements

Significant AchievementsStrengths & WeaknessesCompetency Ratings (Managerial/Behavioral/Functional)Trainings Received / Required AnalysisPerformance Scores (Deliverables & Competencies Ratings)Final Performance RatingsMiscellaneous DiscussionsRecommendations

What is to be Rewarded/Awarded ? (Frontline, Support, Operations)Overall PerformanceCritical PerformanceSpot PerformancePersonality GrowthLoyalty RecognitionBest of the Best (Individual, Team, Group Recognitions)

Career Planning Developmental Deliverables

Succession Planning Developmental Deliverables

Industry/Competitor AnalysisOrganization Mission / Vision, Business Goals, Strategy, Organization Life Cycle StageOrganization Competency Identification (Key Competencies Required)Competency Dictionary

DefinitionsProficiency Levels Defined

Existing Organization Competency AssessmentExisting Proficiency Levels

Competency PrioritizationGAP AnalysisCompetency Map (Employee Ratings, Observed / Desired / Gaps)Employee Prioritization for Competency DevelopmentCompetency Development Programme.Training Needs Identification

Skill-Gap AnalysisCompetency Map (Employee Ratings, Observed / Desired / Gaps)Individual AnalysisFaculty Feedback & AnalysisEmployee / Supervisor Feedback

Training CalenderPrioritized List of Training Programmes

Training & Development Plans (Technical / Soft Skills / Knowledge)

Competency Development Programme.Skill Development ProgrammePerformance Improvement ProgrammeDeveloping Knowledge Sharing Practices

Training Effectiveness ParametersKey Improvement Indicators Defined (Performance, Skills, Competence)Time Frame for ImprovementReview Mechanism

Salary Structure (Fixed, Variables, Perks) Employee Welfare SchemesInsurance Covers

Retiral BenefitsTax ConsultingLegal Compliances (Employment / Labor / Compensation Acts)Incentives, Motivational AllowancesEmployee Benefit SchemesBirthdays / AnniversariesFestival EventsSports EventsInterGroup Events / Competitions / Games / QuizzesHealth & Safety Measures

Competency Analysis - Sample Scale 1 --> 5

Competencies Current Desired Gaps1 Organizational & Business Awareness 2.00 -- 3.252 Communication 1.00 -- 2.503 Teamwork 1.00 -- 2.504 Planning & Organization 1.00 -- 1.755 Interpersonal Skills 1.00 -- 1.506 Health, Safety, Environment 2.50 -- 3.507 Result Orientation 1.00 -- 1.508 Change & Innovations 2.00 -- 3.509 Customer Focus 1.00 -- 3.50

10 Leadership 1.00 -- 3.5011 Problem Solving & Decision Making 1.00 -- 3.0012 Critical Thinking 1.00 -- 2.00