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I am sending a file for ur reference which should help you in understanding the concept of competency...... hope this helps, Wishes, Anupriya
From India, Gurgaon
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From India, Gurgaon
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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.
From United States
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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.
From United States
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Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ork+&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
An Instant & Easy way to get information is use Quick Search in the site,,
Type the keyword, for which you have a query, the answers will be displayed.
Still if you are unable to get the answer, then post it,,,
Please never loose patience once you have posted it,, give members time to reply,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Acknowledge(0)Amend(0)
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ork+&submit=Go
https://www.citehr.com/search_new.ph...ency&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
An Instant & Easy way to get information is use Quick Search in the site,,
Type the keyword, for which you have a query, the answers will be displayed.
Still if you are unable to get the answer, then post it,,,
Please never loose patience once you have posted it,, give members time to reply,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency mapping-cite hr.xls
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