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Competency Management

Competencies are the characteristics of an employee that lead to the demonstration of skills & abilities, which result in effective performance Competency = Intelligence + education + Experience + Ethics + Interest They are a mixture of knowledge, skills, motivation and personal characteristics. In demonstrating the competence one will be showing the skills and the background knowledge necessary to perform a particular task effectively.

Why to use them?

Effectively match individual competencies to position, project team, and job requirements Prioritize competencies by job, project, or position, and track individuals' abilities to fulfill requirements Integrate training and administration applications to focus training efforts Run gap and match analyses between individuals, jobs, teams, and positions Increase skill sets to meet your organization's scope and growth Increase their ability to attract, develop, retain and utilize cocoworkers Lengthen the time that staff stay with a company by allowing staff members to discover individual career paths within the company Increase capacity by achieving a more holistic view of the

Establish an overview of the accumulated resources of the organization and the demand for those resources Find candidates with the right profile, from anywhere in the organization, to fill an unexpected vacancy Check how closely your development activities are aligned with the needs of your business Ensure you are building the appropriate talent pool to support your future needs Align corporate objectives and strategies to each person in the company


CompetencyCompetency-based management (CBM) is an approach that reduces complexity, adds capacity, and increases overall capability. CBM involves identifying the competencies that distinguish high performers from average performers. It defines roles, responsibilities, goals, skills, knowledge, and abilities that determine an employee s effectiveness.

Competency pyramid
Behaviour Knowledge



Values & Motives

Types of competencies
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Organizational competencies unique factors that make an organization competitive Job/Role competencies things an individual must demonstrate to be effective in a job, role, function, task, or duty, an organizational level, or in the entire organization. Personal competencies aspects of an individual that imply a level of skill, achievement, or output

Types of competencies
1. MANAGERIAL Competencies which are considered essential for staff with managerial or supervisory responsibility in any service or program area, including directors and senior posts. Some managerial competencies could be more relevant for specific occupations, however they are applied horizontally across the Organization, i.e. analysis and decision-making, team leadership, change management, etc. 2. GENERIC Competencies which are considered essential for all staff, regardless of their function or level, i.e. communication, program execution, processing tools, linguistic, etc. 3. TECHNICAL/FUNCTIONAL Specific competencies which are considered essential to perform any job in the Organization within a defined technical or functional area of work, i.e. environmental management, industrial process sectors, investment management, finance and administration, human resource management, etc.

Levels of competency
1. Practical competency: An employee's demonstrated ability to perform a set of tasks. 2. Foundational competence: An employee's demonstrated understanding of what and why he/she is doing. 3. Reflexive competence: An employee's ability to integrate actions with the understanding of the action so that he/she learns from those actions and adapts to the changes as and when they are required. 4. Applied competence: An employee's demonstrated ability to perform a set of tasks with understanding and reflexivity.

Element of competence management

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Resource and capacity tracking and planning: Defining the competencies required for particular jobs Rating the performance of individual employees skills Manage skills inventories as well as management and technical competencies Candidate Searches to find the right people for the right assignment Organizational and Gap Analysis to determine recruitment needs

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Interactive Career Development and Training: Compare skills to other job titles to see what a person has to improve Development Plan Summaries showing all of the skills people need to work on Predict Training Demand Identify individuals who are eligible to be considered for promotion Succession planning

Strategic Competence Development 1. Providing an overview of the total competence in the organization. 2. Integrating competence development with business strategies. 3. Identifying shortfalls and surpluses in competence in addition to revealing unexploited resources 4. Assess trends and developments in competency levels over time 5. Giving support to strategic business and personnel planning 6. Helping the company to attract, develop and retain co-workers

Benefits of Competency approach

Increased productivity Improve perf

Competency Mapping
It is process to identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes

Competency mapping method

Questionnaire Assessment centre Psychometric Tests Interview Critical Incidents Technique 360 DEGREE FEEDBACK