Hello Saurabh:
>I did not understand that "how over depence of competence can lead to job failure"<
I'll try to explain, see below.
>With wat i have read so far compencies provide a very strong base for rating a person. It has been helpful for the entire PMS process. <
New hires need to be competent or they need to be trained, coached, managed, and mentored until they become competent but they need to have a talent for the job in any case.
>Talking about competency, we are also in a process of developing a competency framework for our managers goign for foreign assignment (expats).<
Competency is required for job success but does it predict job success? If it did, most all employers would have nothing but successful employees since they hire for competence.
>Can you provide some more insights in developing the entire process (right from selection to repatriation).<
Hiring for talent is the key to hiring successful employees.
If we want to be sure that all our new hires and employees become long-term successful employees, we need to make sure that all employees are competent and have a talent for their jobs.
For employees to find job success...
- talent is necessary, but not sufficient.
skills are necessary, but not sufficient.
training is necessary, but not sufficient.
orientation is necessary, but not sufficient.
knowledge is necessary, but not sufficient.
competency is necessary, but not sufficient.
qualifications are necessary, but not sufficient.
effective management is necessary, but not sufficient.
successful interviews are necessary, but not sufficient.
Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently." I can send you my review if you'd like.
Most employers don't measure talent so they can't hire for talent even if they do hire the best and the brightest.
Competence and Talent are necessary but they are not the same.
The following ties competence and talent together in a short guide for selecting the right people for a position. Talent and competence are necessary but they are two different things. Selecting for competence and talent avoids many performance problems. There are two conditions, see 3A and 3B below, when competent people should not be hired or selected for a position. Each position has its own talent requirement.
Job applicants can have
1. Excellent Talent ... greater than 85% job suitability
2. Adequate Talent ... 85% to 70% job suitability
3. Inadequate Talent ... less than 70% job suitability
Job applicants can also be
A. Highly Competent
B. Competent
C. Not Competent
The following is the order in which applicants and/or employees should be selected for positions.
1A = Excellent Talent and Highly Competent
1B = Excellent Talent and Competent
2A = Adequate Talent and Highly Competent
2B = Adequate Talent and Competent
The following should be selected if they can become competent.
1C = Excellent Talent and Not Competent
2C = Adequate Talent and Not Competent
The following should not be selected.
3A = Inadequate Talent and Highly Competent
3B = Inadequate Talent and Competent
3C = Inadequate Talent and Not Competent
Talent must be hired since it cannot be imparted or acquired after the hire.
Bob Gately
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