DESCRIPTION AND RELATIVE IMPORTANCE OF HR COMPETENCY DOMAINS

Presented To: Prof. Arvind Dholakia Presented By: Abhishek Malhorta(FPB1012/002)

Amit Kumar Pandey(FPB1012/006)

Aparna Chaddha(FPB1012/014)
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Arati Behra(FPB1012/015)

11/20/2011

What is Competency
Knowledge, skills, and behaviors that contribute to

success in a job
Skills Behavior competen cy

Observable and measurable Contribute to improved employee performance and

organizational success Demonstrate knowledge and skill Behaviors that reflect motivation and attitude
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Competency and HR
Organizations that have used competencies tend to

define these competencies in their own terms, tailored to their own unique situations. Competencies may be grouped as follows
Skills Knowledge Self-concepts Traits

Motives

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Why Competencies?
Competencies can be used to facilitate change in Human

Resources Competencies can be used to raise the bar on employee performance As a strategy to strengthen the link with organizational culture, results, and individual performance by emphasizing competencies that are needed across occupational specialties; As a tool to help describe work and what is required from employees in jobs in a broader, more comprehensive way; As a method to align individual and team performance with organization, vision, strategies, and the external environment

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COMPETENCY DOMAINS
There are five competency domains in order of

the importance in rank(where 1= highest,5 = lowest). 1. Personal Credibility Rank 1 2. Ability to Manage Change Rank 2 3. Ability to manage Culture -Rank 3 4. Delivery of Human Resource Practices Rank 4 IBA ACADEMIC PURPOSE ONLY of the Business 11/20/2011 5. Understanding -

1.Personal Credibility
SPECIFIC COMPETENCIES(In order of importance) Track record of success Earned trust Instills confidence Chemistry with key constituents Demonstrates high integrity Ask important questions Frames complex ideas Takes appropriate risks Provides candidates observation Provides alternate insights on business issues
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2. Ability to Manage Change

SPECIFIC COMPETENCIES(In order of importance) Establishes trust and credibility Visionary Proactive Role in bringing about change Builds supportive relationships Encourage others to be creative Specific problems in context of the larger system Identifies problem central to business success

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3. Ability to manage culture

SPECIFIC COMPETENCIES(In order of importance)
Shares knowledge across organizational boundaries Champions culture-transformation process Translates desired culture into specific behaviors Challenges the status quo

Identifies the culture required to meet the firms business

strategy and frames culture Encourages executives to behave consistently with the desired culture Focuses the internal culture on meeting the needs of external customers.
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4.Delivery of Human Resource Practices

SPECIFIC COMPETENCIES(In order of importance)
Expresses effective verbal communication Works with managers to send clear and consistent

messages Expresses effective written communication Facilitates the process of restructuring the organization Designs development programs that facilitate change Attracts appropriate employees Designs compensation systems Facilitates dissemination of customer information
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5. Understanding of the business

SPECIFIC COMPETENCIES(In order of importance) Human resource practices Organizational structure Competitor analysis Finance Marketing and sales Computer information systems

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General categories of competencies identified by company

General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer

Knowledge of Business Delivery of HR Management of change Personal credibility

Leadership Knowledge of Business HR strategic thinking Process skills HR technologies

Knowledge of Business Individual leadership Process practices HR practices Other strategic planning

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Competencies related to knowledge of Business

General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer Understands Corporate Business Understands internal and external customers Understands key Business Disciplines Understands Corporate Business Understands health care industry Understands Companys Key Policies and its products

Business Acumen

Customer Orientation External Relations

Understands strategy and Business Planning Process

Understands and applies systematic HR

Understands strategy and Business Planning Process

Applies systematic HR 11/20/2011 Planning Process

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Competencies related to Managing Culture

General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer Understands the Environment Project Management Skills

Continually assess organization issues

Support Sustained Change

Consulting and Coaching New Ways of thinking

Select ,Design and integrate HR Systems

Develops and integrates business HR strategies Knowledge of management process in business

Principles of organizational Design

Displays Systems and Process thinking

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Competencies related to HR technical Expertise

General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer Generalist Perspective on HR Systems Technical Expertise

Organisation Design Selection and staffing Measurement and Reward Negotiation and conflict resolution

Desigh,Integrate and Best in Class HR implements HR Systems practices Designs and Delivers practices Measures effectiveness Of HR systems Designs and Delivers practices Measures effectiveness Of HR systems

Learning and Development

Employee Relations
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Competencies related to Personal Credibility

General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer Nature and styles of leadership Partnership and Collaborative relationships with clients

Credibility

Judgment

Displays leadership at multiple performance levels

Initiates discussion and takes action

Sells ideas and HR approaches

Courage

GE Values

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Competencies related to being able to make change

happen
General Electric Large consumer International products manufacturer Pharmaceutical Manufacturer Competence in companys processes Understands key process skills Demonstrates consulting skills Demonstrates facilitation skills

Change advocacy

Facilitation

Understands principles Demonstrates of organizational change organization change and development Balances ,integrates and manages under uncertainty Demonstrates analytical and problem solving skills Displays verbal and written communication 11/20/2011 skills

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Conclusion
Reveals behaviors required for each competency

domain Highlights ongoing debate in HR Profession Shows how one needs to master HR Technical competencies Most firms expect Technical Proficiency

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THANK YOU

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