Dear Kavita,
Please Don't mind. I have added few thoughts in the concept.
"If you don't keep score, you're only practicing." -
Vince Lombardi
Competency profiling is business/company specific. Competency profiling cannot be bought ‘off the shelf ‘. Before undertaking competency profiling HR Professionals should pose certain objectives relating to the following issues:
- Have clear understanding of my company's business environment vis-à-vis competencies required to survive in the fast changing business scenario.
Perceptions of the word competency (Definitions).
Perceptions of executives and employees on their own competencies?
Purpose of competency profiling.
Process of assessment of the competencies.
Validity of assessment process the +ve and -fe qualities of executives..
Logic for identifying and establishing the difference (criticality) in competence requirements for managers at different levels of work.
Methodology for developing / customizing competency profiling.
Integrate competencies with the HR systems in the organsiation.
Organizational change management approach to support the introduction of competencies.
Likely issues that may come up as resistance with executive associations and trade unions while introducing the competency profiling.
Link the competencies to the work product outcomes or tasks those employees must be able to perform to be successful in the job.
Competencies by definition reflect the knowledge, skills, abilities or other attributes employees require for effective or successful performance
It is imperative to know the
levels of competency such as [color=red]
practical competency [/color](An employee's demonstrated ability to perform a set of tasks)
Foundational competence (An employee's demonstrated understanding of what and why he / she is doing)
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) and
Applied competence (An employee's demonstrated ability to perform a set of tasks with understanding and reflexivity)
Interestingly losey opens competency as a function of Intelligence, education, experience, ethics and interest. His equation is:
Competency = Intelligence + education + Experience + Ethics + Interest.
In order to integrate competencies with business process the following steps are to be taken.
First Step
Activities of any organisation have to result into economic value to the customer directly or indirectly. In the business world, organisations are interested only in the products and services required by the customers. Therefore organisations have to define their OUTCOMES.
Second Step
Then organisations have to define their business process to enable them to deliver outcomes to customer requirements in a brief time at an economical cost with out sacrificing quality.
Third Step
Then companies have to define the time, cost and quality standards of each task of the business process.
Fourth Step
Then define the competencies required for each task in terms of knowledge, skills and attitudes to complete the task within the quality standards defined.
Fifth Step
The crucial element of defining competencies is the one that relates to behavioural indicators for each competency. Behaviour indicators essentially talk about the evidence of competence or otherwise.
Arvind Singh
9213998535