Guide Me On How To Design HR Competency Framework & Samp

HR Competency Framework

A competency framework in HR is a tool used to outline the skills, knowledge, and attributes that individuals need to be successful in their roles within an organization. It provides a structured way to assess and develop employees based on specific competencies deemed important for the organization's success.

The HR competency framework typically includes categories such as leadership, communication, problem-solving, and technical skills. By defining these competencies, organizations can better align their talent management strategies with their overall business objectives.

Having a well-defined HR competency framework enables HR professionals to identify skill gaps, tailor training and development programs, and make informed decisions about recruitment, performance management, and succession planning. It serves as a roadmap for both individual and organizational growth and can contribute significantly to overall business performance.

I am sending a file for your reference which should help you in understanding the concept of competency. Hope this helps.

Wishes,
Anupriya

Hi Priti,

One could consider the following aspects while designing a competency framework:

1. Finalize and gain acceptance of the competency structure. Two suggestions here: a) Leadership Competencies at the top followed by behavioral competencies, and then Functional/Tech Competencies. b) Fundamental competencies, which are basic minimum competencies required of all across the organization, Leadership Competencies, and then Functional/Tech competencies. Most organizations follow one of these structures.

2. One could conduct Behavioral Event Interviews to unearth the underlying knowledge, skills, attitudes, etc., which distinguish superior HR professionals from average ones. (Repertory Grid interview method is another method used by some organizations.)

Ideally, a sample size of 20 employees (12 superior and 8 average) in a particular role (e.g., Manager - HR) is considered for the BEI (20 because the number is amenable to valid statistical analyses; otherwise, one can consider 2 superior per 1.5 average 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 into competencies of superior and average performers.

3. The overall findings are collated in the form of a competency model, which depicts competencies, competency definitions, and behavioral 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 codified into competencies).

It will be helpful to start with a Generic competency model and competency dictionary if available and modify/update it to the organization's context after following the above procedure. Otherwise, one would need to prepare a Competency Dictionary too.

Some books you can refer to on this subject are:

- A Handbook of Competency Mapping by Seema Sanghvi
- Competence at Work by Spencer & Spencer
- Competency-based HRM by Ganesh Sermon

Hope this helps.

Regards.

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