By: Ranjeeta Bonal

A Competency is an underlying characteristic of a

person which enables him /her to deliver superior

performance in a given job, role or a situation.

Competencies are seen mainly as inputs. They consist of clusters of knowledge, attitudes and skills that affect an individuals ability to

perform.

 1.

Competencies are based on Knowledge: - information accumulated in a particular area of expertise (e.g., accounting, selling, servicing, management) Skills: - the demonstration of expertise (e.g., the ability to make effective presentations, or to negotiate successfully)

2.

3.

Motive: - recurrent thoughts driving behaviors (e.g., drive for

achievement, affiliation) Attitude: - self-concept, values and self-image

4. 5.

Traits: - a general disposition to behave in certain ways (e.g.,

flexibility)

Each competency must have associated with it one

to five (maybe more) behavioral indicators.

Behavioral indicators describe actions or behaviors that one can observe an individual taking or using that signify an appropriate application of the competency in a specific performance setting

Competency Map. A competency map is a list of an

individuals competencies that represent the factors
most critical to success in given jobs, departments, organizations, or industries that are part of the individuals current career plan.

Competency Mapping. Competency mapping is a

process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.

HR Functional Role lies in:

Identifying Competencies required by organisations Designing the Assessment/Development Center ( For Selection/promotion and development of managers)

Designing scientific instruments for assessment (Psychological tests, In-Baskets etc)

Developing Internal Assessor capabilities

Facilitating Developmental outcomes/action plans

Institutionalizing the process in the organisation

In this we develop a framework to identify competencies for each job by linking its goal with the Organizations Goal.

Define the Mission of the Organization Develop Vision of the Organization. Set Goals for the Organization. Define Departmental and Sectional Goals.
Define Goals for Individual Jobs.

Define Role of Each Individual Job.

Break the Role into Tasks.

Identify Competencies needed for each Role considering the Tasks.

To spell out the spirit and the core objectives for which the Organization exists.

To show lights on where and how we are moving to realize the vision of the Organization.

Giving a concrete shape of vision Making feasible targets and quantifying them to ensure target in line with the mission and the core objectives of the Organization. Give a time frame for achieving for those targets. Set SMART Goals.
S:Specific M: Measurable A: Achievable R: Relevant T: Time Frame

Organizational Goal=Departmental Goal + Sectional Goal.

They should be SMART. May also be termed as KRA or KPA

Eg. Marketing Manager

Goal
1. Increase sales volume by 30%.

Role
- Penetrate the new marketing segment. -Develop new marketing techniques. -Strengthen Brand Image.

2. Expand sales to 3 new territories of minimum Rs.2 Crores each.

3. Launching of 3 new products in the market.

-Appointment of distributor for each new territory. - Developing Dealers network.

- Conduct market survey.

Goal
Increase Sales Volume by 30%

Role
-Penetrate the new marketing Segment. -Develop new marketing techniques. -Strengthen Brand Image

Task
-Advertising. -Promotion. -Customer Care. -Direct Sales. -Multi Level Marketing. -Promotional Sales. -Branding through Electronic Media. -Branding through Print media. -Branding through Press conference. -Locating perspective distributors. -Finalizing terms of distribution. - Appointing distributors and monitoring distribution. - Appointing area wise dealers. - Conducting survey of each territory. - Monitoring sales through dealers network.

Expand sales to 3 new territories of minimum Rs.2 Crores each.

-Appointment of distributors.

-Developing dealers network.

Increase sales by 30%: Role

1. Penetrate new market segment.
-Advertising -Promotion -Customer care

Tasks

Functional Competencies Required

-Technical Expertise -Analytical Thinking -Market Knowledge

2. Develops new marketing techniques.

-Direct sales -Multi Level Marketing -Promotional Sales -Branding through electronic media

-Customer Focus -Presentation Skills -Decision making -Market Research -Entrepreneurship -Computer Savvy -Team management -Good Product Knowledge.

3. Strengthens brand image

-Branding through Electronic Media. -Branding through Print media. -Branding through Press conference

No matter how formal or informal and organizations

practices are regarding development planning, the important idea for the individual is to map his or her top competencies

that are important to their future career passion and success.

From among those top competencies, the individual needs to identify their current competency strengths, and also their future competency development needs.