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I am sending a file for ur reference which should help you in understanding the concept of competency...... hope this helps, Wishes, Anupriya
From India, Gurgaon
From India, Gurgaon
Hi Priti,
One could look at the following while designing a competency framework:
1.Finalise and gain acceptance of the competency structure; 2 suggestions here : a)Leadership Competencies at the top followed by behavioural competencies followed by Functional/Tech Competencies b)Fundamental competencies which are basic min competencies reqd of all across the org,Leadership Competencies and then Funictional/Tech competencies.Most orgs follow one of these structures
2.One could conduct Behavioural Event Interviews to unearth the underlying knowledge,skills,attitudes etc which distinguishes superior HR professionals from average ones.(Repertory Grid interview method is another method used by some orgs)
Ideally a sample size of 20 employees(12 superior and 8 avg) in a particular role(e.g. Manager - HR) is considered for the BEI(20 coz the number is amenable to valid statiscal analyses;else one can consider 2 superior per 1.5 avg employees).While conducting BEI one asks the interviewee to focus on the critical incidents(generally 4-6) that the individual has been through and how the individual handled the same.The findings are then codified to competencies of superior and avg performers.
3)The overall findings are collated in the form of a competency model which depicts competencies,competency definitions and behavioural indicators
4)The findings are validated(one way could be to conduct a BEI on a fresh set of candidates and validate whether the competency model derived above gives consistent results when the results of these fresh BEIs are codifed into competencies)
It will be of help to start with a Generic competency model and competency dictionary if available and modify/update it to the organisations context after following the above procedure.Else one would need to prepare a Competency Dictionary too.
Some books you can refer on this subject are :
A handbook of Competency Mapping - Seema Sanghvi
Competence at Work : Spencer & Spencer
Competency based HRM : Ganesh Sermon
Hope this helps.
Rgds.
From United States
One could look at the following while designing a competency framework:
1.Finalise and gain acceptance of the competency structure; 2 suggestions here : a)Leadership Competencies at the top followed by behavioural competencies followed by Functional/Tech Competencies b)Fundamental competencies which are basic min competencies reqd of all across the org,Leadership Competencies and then Funictional/Tech competencies.Most orgs follow one of these structures
2.One could conduct Behavioural Event Interviews to unearth the underlying knowledge,skills,attitudes etc which distinguishes superior HR professionals from average ones.(Repertory Grid interview method is another method used by some orgs)
Ideally a sample size of 20 employees(12 superior and 8 avg) in a particular role(e.g. Manager - HR) is considered for the BEI(20 coz the number is amenable to valid statiscal analyses;else one can consider 2 superior per 1.5 avg employees).While conducting BEI one asks the interviewee to focus on the critical incidents(generally 4-6) that the individual has been through and how the individual handled the same.The findings are then codified to competencies of superior and avg performers.
3)The overall findings are collated in the form of a competency model which depicts competencies,competency definitions and behavioural indicators
4)The findings are validated(one way could be to conduct a BEI on a fresh set of candidates and validate whether the competency model derived above gives consistent results when the results of these fresh BEIs are codifed into competencies)
It will be of help to start with a Generic competency model and competency dictionary if available and modify/update it to the organisations context after following the above procedure.Else one would need to prepare a Competency Dictionary too.
Some books you can refer on this subject are :
A handbook of Competency Mapping - Seema Sanghvi
Competence at Work : Spencer & Spencer
Competency based HRM : Ganesh Sermon
Hope this helps.
Rgds.
From United States
Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ork+&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
An Instant & Easy way to get information is use Quick Search in the site,,
Type the keyword, for which you have a query, the answers will be displayed.
Still if you are unable to get the answer, then post it,,,
Please never loose patience once you have posted it,, give members time to reply,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ork+&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
An Instant & Easy way to get information is use Quick Search in the site,,
Type the keyword, for which you have a query, the answers will be displayed.
Still if you are unable to get the answer, then post it,,,
Please never loose patience once you have posted it,, give members time to reply,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
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