Sample HRM

Competency-based HR Management:
Tool for a prosperous Organization

Timeline
 Introduction
 Definition
 Type Of Competency
 Competency based training framework
 Competency Identification process
 Type of interview
 Defining Career Path
 Key characteristics of successful implementation
 Benefits of using competency model for manager
 Benefits of using competency model for employees.

Our team
 Bharat Rao 17  Diksha Chandekar 21
 David Ghule 18  Diwakar Pal 22
 Dhiraj Jena 20  Durvesh Patil 23
 Dhanashree Patil 19  Faiyazali Shaikh 24

Introduction
Competency is a determining factor for successful performance.
Skills
competency Job Attitude Job Factor
Knowledge
Types Of
Competency
Managerial Competency  Relates to ability to manage job & develop interaction with other
persons.
 E.g. Problem Solving, leadership,communication.
 Relates to functional capacity of work.

Functional Competency  Mainly deals with technical aspect.
 E.g.Market research, Financial analysis, electrical engineering
etc,.
Hard skills VS Soft Skills
 Proficiency in foreign language.  Communication
 A degree Certificate  Flexibility
 Typing speed  Leadership
 Machine operation  Teamwork
 Computer programming  Time management

Competency based Training Framework
Current competency level of Required competency level

Competency gap
employee for certain position
Competency Assesment Training & development

Program
Competency identification Process
Clarify
Competency Generate
Organizational
Identification Competency Models
strategy & context
 Analyse work role & process.

Validate , Refine &
 Gather data through Behavior Implement
Event Interview & Focus Group.
 Conduct Benchmark study.

Types Of Interview
 Conventional Interview :
 Unstructured
 It is a type of interview where the questions

are not designed systematically and are not
properly structured.
 There is no standard format to follow.

Therefore the process of interviewing can go
in any direction.
Types Of Interview
 Competency-based Interview :
 It is a structured type of interview.
 The questions are focused on disclosing

examples of behavior in past.
 The process of interview is intended to

disclose specifically and in detail examples of
behavior in the past
Defining Career path
Categorizing the
Analyzing a Identifying Career
positions that require
position or job paths based on the
similar competencies
based on job family.
into one job family
competency
required.
Competency profile Categorizing  Career path:

(Functional & the job Vertical, Lateral &
Managerial positions into a Diagonal.
Competency) Per job family.
Position  Mandetory training
Key Characteristics Of successful implementation
1.Alignment:
Competencies impact systems that actively support the organization’s vision
strategy and key capabilities.
2.Integration:
Competency initiatives that produce the most significant change are applied
systematically across a range of HR development processes.
3.Distribution:
Competency standards alone produce little effect. They must be actively &
relentlessly communicated and installed with users.
Benefits of using competency model for manager
For managers the benefits are:
 Identify performance criteria to improve the accuracy and ease of hiring &
selection Process.
 Clarify standards Of excellence for easier communication of performance

expectations to direct reports.
 Provide a clear foundation for dialogue to occur between the manager and
employee about performance, development and career related issues.
Benefits of using competency model for employees
For employees the benefits are:
 Identify the success criteria(i.e. behavioral standards of performance

excellence) required to be successful in their roles.
 Support a more specific and objective assessment of their strengths and specify
targeted areas for professional development.
 Provide development tools and methods for enhancing their skills.

Conclusion

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Competency-based HR Management:

Tool for a prosperous Organization

 Competency based training framework

 Competency Identification process

 Defining Career Path

 Key characteristics of successful implementation

 Benefits of using competency model for manager

 Benefits of using competency model for employees.

 Bharat Rao 17  Diksha Chandekar 21

 David Ghule 18  Diwakar Pal 22

 Dhiraj Jena 20  Durvesh Patil 23

 Dhanashree Patil 19  Faiyazali Shaikh 24

competency Job Attitude Job Factor

 Relates to functional capacity of work.

 Proficiency in foreign language.  Communication

 A degree Certificate  Flexibility

 Typing speed  Leadership

 Machine operation  Teamwork

 Computer programming  Time management

Current competency level of Required competency level

Competency Assesment Training & development

 Analyse work role & process.

 Conduct Benchmark study.

 It is a type of interview where the questions

 There is no standard format to follow.

 It is a structured type of interview.

 The questions are focused on disclosing

 The process of interview is intended to

Competency profile Categorizing  Career path:

 Clarify standards Of excellence for easier communication of performance

 Identify the success criteria(i.e. behavioral standards of performance

 Provide development tools and methods for enhancing their skills.

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