Human Resource Management By Dr. Debashish Sengupta

Competency Based Performance Management 9 CHAPTER Human Resource Management

Key Terms Behavioural Competencies Communication Skill Competency Competency Based Performance Systems Competency Buckets Competency Dictionary Competency Mapping Process Functional Competencies HR Processes Individual Development Organizational Strategy Performance Management System Human Resource Management

Competency and Organizational Strategy Competency based performance systems are thought to be better as they are connected to the strategy that an organization has chartered for itself. The mission, vision, values drive the strategy of an organization. The strategy execution is then drafted in form of departmental and individual objectives. Such objectives help articulate the nature of various tasks in a job, various kinds of job demands and the challenges that are to be confronted to make the strategy successful. This in turn helps identification of competencies required to perform a job successfully. Human Resource Management

Competency and Organizational Strategy Human Resource Management

Competency and other HR Processes The Competency Directory is used as a basis for various HR processes. Recruitment This Competency Directory is a tool for short listing and selecting the most appropriate candidate by mapping the role competency with the displayed competencies of the candidates. Performance Management System The Role Competencies (both Behavioral and Functional) facilitate the goalsetting and performance evaluation process by making possible for both the appraise and appraiser to define better goals and set measurable performance standards. Human Resource Management

Individual Development If the desired and displayed competencies are mapped for each employee, the areas of improvement are clearly visible, and steps may be taken to address the performance gaps. Succession Planning The Role Competencies of a top management role may help in identifying the successors (candidates with a competency set closest to the role competency set). Leadership Development The process of identifying and grooming potential leaders can be made more robust by identifying competencies required for leadership position in various functions. Human Resource Management

Competency Dictionary The Competency Dictionary is designed as a resource for managerial, supervisory as well as other employees in the organization. The primary purpose of the competency dictionary is to bring more detailed and clear definition to the behaviors that are important for the organization to achieve its strategic goals. Competency dictionary creates a common language for understanding competencies required for various jobs in the organization. Human Resource Management

Competency Buckets The competency buckets are set of competencies required for a specific role. Competency buckets are used by the supervisors as well as by the employees for: 1. Performance planning: identifying KRA and KPIs and setting performance goals. 2. Setting performance expectations. 3. Managing appraisals. 4. Identifying competency-gaps and developing competencies. Human Resource Management

Preparing Competency Buckets The preparation of competency buckets typically follows three stages: 1. Sensitization Introduction to Competency – concept, basic terminology, process and outcomes. Restating the competency mapping exercise objectives. 2. Identification of Functional and Role Competencies a. Detail various steps in competency bucket preparation. b. Identification of functional Groups: if two jobs are approximately 60% identical, they may be put in the same group. Human Resource Management

Accountability The functional groups are identified. The competency bucket for the functional groups is identified by Unit head or his next line of command or both. The unit head may seek verification by one of more people in the functional group. The functional groups are divided into Roles by Unit head or next line of command. Human Resource Management

Competency Gap The difference between the competency of a person and those required for the job is called competency-gap. Human Resource Management

Types of Competencies Functional Competencies Functional Competencies are set of Competencies required by a person to successfully complete a specific job in a particular functional or operational area. Behavioural Competencies Behavioural competencies refer to personal attributes or characteristics that describe how a job or task is performed as opposed to the particulars of the job or task. Human Resource Management

Human Resource Management Competency Mapping Process Competency Mapping involves linking roles with relevant behavioral and functional competencies, identifying desired proficiency levels for each role competency (on a scale of 1 to 5) and then matching the job-incumbents (displayed level) against proficiency level to identify the competency gaps. Human Resource Management

Steps in Competency Mapping Human Resource Management

Functional Competencies 1. Project Management: Planning, development and deployment of IT projects for client organizations. 2. Budgetary Planning: Allocation of financial resources. 3. Competitive Analysis: Determination of other IT solution players in the global markets, to enhance the company’s position. Human Resource Management

Behavioural Competencies 1. Time Management: Management of time through scheduling of company activities. 2. Quality Management: Quality Control/Quality Assurance mechanism implementation. 3. Team Development: Management of intra- organizational teams/work groups. Human Resource Management