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Designing Competency Model

Presentation by Amisha Mehta

What is a Competency Model?


A system of the knowledge, skills, behaviors, personal attributes and other characteristics that are associated with or predictive of superior job performance that people might want to copy in order to achieve similar results.

Why do we need Competency Models?


Recruitment Performance Appraisal Training and Development Compensation Strategic Alignment

Competency-based HR
Recruitment & Selection Succession Planning Assessment

Mission/ Strategy

Competency Model

Results/ Outcomes

Rewards Compensation Performance Management

Professional Development

Components of Competency Framework


Indicator (1)

Behavioral Indicators
A Competency Competency Clusters

Competency 1 Competency 2

Indicator (2) Indicator (3)

Competency 3

Competency Framework with Mastery Level

Competencies

Mastery Level

Behavioral Indicator
Indicator (1)
Indicator (2) Indicator (3)

Level 1
Competency

Level 2 Level 3

Lets Develop a Competency Model!


The Process of Developing a Competency Model

Phase 1 Planning
A. B. C. D. E. F. State Need or Objective of Model Study Organization Diagnose Organization Identify SMEs Define Scope Roll out Development Plan

Phase 2 Data Collection


A. Study JD, BEI, Focused Group, Survey method, etc. B. Collect Data C. Analysis of Collected Data

Focused Group with SMEs


What are the most important functions of the job? What does it take to be successful in this job? What characteristics distinguish the excellent from the average performers? Why have people failed in the job? Other observations about the job?

Phase 3 Development
A. Define Competencies and their Types B. Decide on Context, Level of Orientation and Degree of Complexity C. Identify Core Competencies D. Identify KSA E. Develop Competency Assessment Scale F. Develop Competency Progression Levels G. Decide Taxonomy H. Competency Typology I. Describe Behavioral Indicators J. Develop Competency Dictionary K. Identify Threshold and Differentiating Competency

Competency Assessment Form


Competency Definition Currently Required (Demand Analysis) Required in the Future (Demand Analysis) Currently Possessed (Supply Analysis)

Adaptability

Adjusting own behaviors to work efficiently and effectively in light of new information, changing situations and/or different environments Identifying and addressing individual strengths and weaknesses, developmental needs and changing circumstances to enhance personal and organizational performance

Continuous Learning

Phase 4 Evaluation
A. B. C. D. E. F. Competency Matrix Develop Interim Model Implement Interim Model Validate Interim Model Update Interim Model Roll out Final Model

Competency Evaluation Form


Competency and its definition No Evidence of Proficiency 1 Marginally Proficient 2 Proficient 3 Exceeds Greatly Proficiency Exceeds Expectations Proficiency Expectations 4 5

Adaptability Adjusting own behaviors to work efficiently and effectively in light of new information, changing situations and/or different environments

Phase 5 Finalize and Integrate


A. Prepare Competency Model Intervention Plan B. Describe Integration of Competency Model C. Refine Steps if necessary D. Update Model when required

GEs Human Resources Competency Model

Best Practices For Implementing Competency-based Applications


Ensure that the competency initiative supports the organizational strategy. Focus on integrating competencies with all HR processes. Focus on organization-wide implementation and ongoing evaluation.

Barriers to Successful Development & Implementation


Lack of Expertise Limited Support Competing Priorities Lack of Staff Resources Lack of Fiscal Resources No set methodology or standard currently exists for developing a competency model BUT this can be overcome with structured data gathering that adhere to job analytic techniques

Development Practices For Competency Models


1. The Job Competence Assessment Method 2. The Modified ]ob Competence Assessment Method 3. Generic Model Overlay Method 4. Customized Generic Model Method 5. The Flexible Job Competency Model Method 6. The Systems Method 7. The Accelerated Competency Systems Method

A Totally Integrated Competency Management System


Development & Career Planning
Performance Management Learning Needs

Competency Model Workforce Planning Recruiting & Selection

Knowledge Management

Succession Planning

Thank You!