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Introduction to Competency

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Chandrakant Thorat
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0 views

Introduction to Competency

PPT

Uploaded by

Chandrakant Thorat
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Introduction to

Competency
Competency Meaning and Definition
• Competency is a set of demonstrable characteristics and skills that
enable, and improve the efficiency of, performance of a job.
• Skills are learned, while competencies are inherent qualities an
individual possesses – collaboration skills, knowledge and ability.
Types of competencies
• Behavioral Competencies – an expression of the softer skills involved
in an employee’s performance.
• Technical Competencies – usually concerned with the effective use of
IT systems and computers, or any hard skills necessary for a job.
• Leadership Competencies – an expression of the qualities that make a
good leader, turned into measurable behaviors.
Components of competency
1. SKILL: capabilities acquired through practice. It can be a financial skill
such as budgeting, or a verbal skill such as making a presentation.
2. KNOWLEDGE: understanding acquired through learning. This refers
to a body of information relevant to job performance. It is what people
have to know to be able to perform a job, such as knowledge of policies
and procedures for a recruitment process.
3. PERSONAL ATTRIBUTES: inherent characteristics which are brought
to the job, representing the essential foundation upon which
knowledge and skill can be developed.
4. BEHAVIOR: The observable demonstration of some competency,
skill, knowledge, and personal attributes. It is an essentially definitive
expression of competency in that it is a set of actions that, presumably,
can be observed, taught, learned, and measured.
Performance Vs Competency
Performance Competency
• A way how the job is carried out. • Peculiar attributes which
differentiate a person from
others.
• Competency assessment is
• Performance appraisals are
carried out to communicate the
carried out to identify skill gap
latest expectations of required
skills
• Performance appraisals help to • There can’t be such a
identify the variance between comparison in the case of
standard and actual performance competency assessment
Competence
• Competence is a standardized requirement for an individual to
properly perform a specific job. It encompasses a combination
of knowledge, skills, and behavior utilized to improve performance.
More generally, competence is the state or quality of being
adequately or well-qualified and having the ability to perform a
specific role.
Levels of competence development
• Novice: Rule-based behaviour, strongly limited and inflexible
• Experienced Beginner: Incorporates aspects of the situation
• Practitioner: Acting consciously from long-term goals and plans
• Knowledgeable practitioner: Sees the situation as a whole and
acts from personal conviction
• Expert: Has an intuitive understanding of the situation and zooms in
on the central aspects
Types of competencies
• Generic competencies apply to a wide range of positions, for
example, for all managers across different organizations and
industries
• Specific competencies (Key competencies) would vary from industry
to industry. The general manager (materials) from an FMCG company
will not fit into a similar role in the steel industry.
• Functional competencies are specific to a specific department or a
type of job.
• Technical competencies include the underlying knowledge and skills,
described in observable and measurable terms that are necessary to
perform a particular task assigned to a person achieving a
quantitative target and conforming to qualita­tive requirements.
• Leadership Competencies:
i. Building Relationships and Fostering Partnerships
ii. Inspirational Leadership
iii. Strategic Planning and Future Orientation
Competency Framework
Need for competency framework
• A well-structured competency framework helps both employees and
the organization. With this framework, employees can understand
exactly what's expected of them and what competencies are needed
to perform in their specific roles. If an employee is lacking in any
specific area, the framework can help them identify what skills they
need to focus on developing.
• Competency frameworks also provide information about the
organization to the employee -- such as what skills the organization
values the most and how their job affects the organization.
What do you learn with the help of a
competency framework
•?

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