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    Anushka Nigam

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    Anushka Nigam
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    2 views4 pages

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    Anushka Nigam

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    of 4

    Competency-Based Integrated HR Systems

    Integrated Competency-Based HRD Systems (Talent Strategy):


    1. Competency-Based Recruitment:

    o Focus on job-person-culture fit.

    2. Talent Search:

    o Identify high potentials and assess competencies.

    3. Training and Development:

    o Develop high-potential employees.

    4. Career Planning and Fast-Track Growth:

    o Provide clear career pathways and opportunities for accelerated development.

    5. Succession Planning:

    o Prepare for key position transitions.

    6. Performance Management, Rewards, and Recognition Systems:

    o Ensure alignment with competencies and motivate employees effectively.

    Hogan Assessments give you that tipping point


     Psychometric Assessments

     Hogan

     MBTI

     Firo B

     Belbin

     Leadership Style

     Service Excellence Orientation

     Behavioural Event:

    o Interviews

    o Simulations

    o In-basket

    o Role plays

    o Video games

    o Escape rooms
    o Snow White storyboarding

    o AI & online assessment

    Competencies as part of Holistic theory of Personality


     McClelland described a theory of personality as comprised of the relationships among a
    person’s unconscious motives, self-schema, and observed behavioural patterns.

     Goleman (1995) developed the concept of EI (Emotional Intelligence) and, in 2006, Social
    Intelligence.

     A person’s experience overtakes or rewires neural circuits.

    Diagram
     Inputs to Competencies:

     Mission, Strategy, Culture: Define the organization's purpose and direction.

     Core Values, Objectives, Tasks: Guide behavior and performance expectations.

     Role of Competencies:

     Act as a central element connecting organizational objectives to outcomes.

     Outputs of Competencies:

     Targeted Selection (Star Performers): Identifying and hiring individuals with key
    competencies.

     Simplified Performance Management: Streamlining performance assessment processes by


    focusing on competency-based criteria.

     Laser-Focused Career Development: Providing clear pathways for growth and skill
    enhancement based on required competencies.

     Outcomes:

     Increased Productivity: Enhancing workforce efficiency.

     Results: Achieving organizational goals effectively.

     Return on Investment (ROI): Maximizing the value derived from competency-focused


    initiatives.

    Significant Findings:
     Wolff 2008: Research highlights that individuals conducting competency validation studies
    across various countries find that important distinguishing competencies often tend to be
    generic.
     A major development in understanding the effect of competencies on performance came from
    complexity theory. Specifically, McClelland raised the question: "How often do you need to show
    a competency to 'tip' you into outstanding performance?"

    Changes in type of AC DC Content

     Unilever uses a combination of online games and video interviews to assess candidates.

     The online games are designed to evaluate cognitive, emotional, and social traits.

     Video interviews, analyzed by AI, assess candidates' responses and facial expressions to
    determine their fit for the role.

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