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DEFINITION OF A “COMPETENCY”
A competency is an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior performance in a job or situation. Underlying characteristic means the competency is a fairly deep and enduring part of a person’s personality and can predict behavior in a wide variety of situations and job tasks. Causally related means that a competency causes or predicts behavior and performance. Criterion-referenced means that the competency actually predicts who does something well or poorly, as measured on a specific criterion or standard. ... ”
Five types of competency characteristics
1. ... Knowledge is a complex competency. ...
The type or level of a competency has practical implications for human resource planning. ... Behavior without intent doesn’t define a competency. ... A characteristic is not a competency unless it predicts something meaningful in the real world. A characteristic or credential that makes no difference in performance is not a competency and should not be used to evaluate people.
The criteria most frequently used in competency studies are:
Superior performance. ...
COMPETENCY MAPPING
Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i. ... Workforce planning helps us to analyze such gap and develop a competency model. A competency model when developed and documented helps in managerial decision making, as it is well aligned with the vision, mission, objectives and strategies of an organization. ...
THE PROCESS
Competency mapping is always done in the defined job context following a set of approaches:
I. ...
Data collection methods vary according to which style of competency model is being used. ...
The advantages of this method include:
Quick and efficient collection of a great deal of data
Panel members become knowledgeable in competency concepts and assessment methods.
The disadvantages include:
Possible identification of folklore or motherhood items
Omission of critical competency factors for which panel members lack psychological or Technical Vocabulary
III. ... Expert panel members and others in the organization rate competency items according to importance in effective job performance, how frequently the competency is required, and the like. ... Critical inputs from demand analysis contribute to development of competency model for workforce of the future. ... New recruitment, restructuring, training and retraining, redeployment and rightsizing are all conducted in the light of the new competency model.
VALIDATION OF THE COMPETENCY MAP
The competency map should be validated, as it is essential to the sustenance of an organisation. ... BEI stories from the second sample are then scored to see if the competency map based on the first study predicts the superior and average performers in the second sample. This approach is called “concurrent cross- validation”, meaning the competency model is tested by seeing if it predicts the performance of people in a second group at a current point in time. ... Tests can be developed to measure the competencies described by the competency model and used to test people in a second criterion sample of superior and average performers. ... This is called "predictive validity" because the competency model is expected to predict how people will perform. ... Competency based selection methods are based on the following hypothesis:
“The better the fit between the requirements of a job and competencies of the jobholder, the higher job performance and job satisfaction will be”
Successful job-person matching depends on
Accurate assessment of individual competencies
Competency models of a job
A method of assessing the goodness of fit between a person and a job.
Competency assessment methods
Recent reviews list the following assessment methods in descending order of criterion validity correlation with job performance:
Assessment method r
Assessment centers 0. ... Ratings of subjects by managers, peers, subordinates, customers and even family members are an increasingly popular methods of measuring competencies
In competency based HRMS, selection and placement decisions are based on the "fit" or "match" between job competency requirements and person competencies. ... A PMS that combines planning, management, and appraisal of both performance results and competency behaviors is called a “mixed model”.
Approximate Word count = 3375
Approximate Pages = 13.5
(250 words per page double spaced)
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