Comp.TheoryCompetency TheoryCompetency MeaningJob Related Behaviors NeededBehavioral Traits / Personality TraitsICEBERG MODEL OF COMPETENCIESKnowledge Skills EASILY TRAINABLE & CAN BE ASSESSED & IMPROVED ABSOLUTELYAttitudes DIFFICULT TO TRAIN / CHANGEValue Systems CANNOT BE FORCED / IMPOSEDPersonality Traits / Types EITHER YOU HAVE IT / OR NOTPersonal / Professional Background ATTITUDE IS MOST IMPORTANT TO ACCEPT AND CHANGE ONES OWN COMPETENCIESBasisDetailed Job / Position Descriptions defined with Competencies requiredAnalysisAnalyse Organizations Business Strategy, Vision, Mission, GoalsUnderstand Current Organization Life Cycle StageCritical Competencies required by an Organization at a given life cycle stageCompetency Dictionery - by Spencer & SpencerBehavior Interviews (Psychometric Testing / Analysis)(Thomas Profiling - Disc Profiling softwares can be used)(In BI's 95% employee speaks, 5% interviewer probes, Open Ended Questions only)(Evaluations can be made by taking notes or video recording - recording is better option)Identify Behaviors exhibited by Poor, Average, Good, Excellent, Outstanding employeesUse these behavioral patterns in Selection & Appraisal Process.DefinitionsDefine & Align Competencies required by each individual, divisions and organizationCompetency Dictionery and Critical Competencies are conflicting techniquesBehavioral Interviews are most effective and realistic techniquesBehavioral Interviewers NEED to be Trained Psychologists / ConsultantsCompetency MappingAssess current proficiency levels ( rating on scale of 1 --> 5) for each competencyAssess employees current proficiency levelsMap individual, divisional and organizational competencies assessedGAP AnalysisComptency Development ProgrammesCompetency DevelopmentPrioritize manpower and their attitude towards competency developmentInternal / External TrainingAlign Rewards for competency improvementsIncorporate Competency Proficiencies & Ratings in Performance Management SystemCompetecy Based Recruitment & Selection Process(Recruit candidates showing competency behaviors exhibited by good, excellent & outstanding employees etc.)

Comp.AnalysisCompetency Mapping against Organizational NeedsOrganization PositioningPositioning the Business, Value & Capabilities Analysis, Distinguishing from CompetitorIndustry / Competitor AnalysisMissionTarget Competitors / Market Segments / Revenues / ClientsVisionTime Duration, Methods, TacticsBusiness StrategyCost ReductionDifferentiationSpecializationVertical Integration (Forward / Backward Integration)Utilize Internal Administrative TransactionsOrganization Structure RequiredTight Cost ControlFunctional CoordinationControlled BudgetsStrong Marketing & BrandingStructured OrganizationStrong R&DStructured AuthoritiesProduct Development / EnhancementStructured ResponsibilitiesHighly Skilled / Creative PeopleQuantified Target IncentivesSubjective Measurement (Incentives)Business ObjectivesOffensiveDefensiveChallengerAvenues for AttacksReconfiguration Value Chain, Innovation Redefinition Redefining product, services etc. Pure Spending InvestmentsDefensive Strategies 1 (Deterrence)Understand Entry / Exit Barriers, Anticipate Likely Challenges - Unsatisfied competitors - Potential Entrants - Substitutes are they competitors?Forecast likely avenues of Attacks, Tactics to Block Attacks, Manage Firm Toughly, Realistic Profit ProjectionsReconfiguration Product Change - Performance - CostLogistics & Services Change - Efficient Logistical System - Responsive After Sales Support - Enhanced Order ProcessingMarket Change - Spending on Under-marketed Industry - New Positioning - New Sales OrganizationOperation ChangesDownstream Reconfigurations - New Channels - Emerging Channels - Go Direct (Forward Integration)Defensive Strategy 2 (Reacting to Challenger)Respond to the Challenger, Invest in early discoveries- Suppliers Contract - Ad/Media Contacts - Trade Show Attendance - Technical Conferences - Placement Agencies - Adventurous BuyersRespond on Sectors of Attack, Deflect ChallengesTake it seriously, Respond to Gain PositionRedefinition, Focus Strategy (Buyer, Product, Channel)Integration De integration, Geographic Redefinition Horizontal Strategies (Diversification), Multiple RedefinitionsPure Spending, Investment in - Buying Market Share- Brand Building - AdvertisingOrganizational Goals & ObjectivesExternal / Internal BoundariesDivisional Goals & ObjectivesExternal / Internal BoundariesValue Chain AnalysisEfficiency (Cost)Effectiveness (Margin of Profit)Optimization (Cost + Profit)Organizational Performance BenchmarksDivisional Performance BenchmarksChange Requirements / Gap AnalysisOrganizational DeliverablesDivisional DeliverablesOrganizational Competency AnalysisDivisional Competency Analysis

Mgrl.ComptenciesNo.Managerial CompetenciesMeaning% importance1IntegritySharing or Not Sharing Confidential Information64%2Customer ServiceMeeting & Exceeding Customer Expectations Regularly54%3Stress ManagementMaintaining calm under stressful conditions54%4Accountability & ResponsibilityTaking responsibility for mistakes, inefficiencies45%5Business & Organization KnowledgeUnderstanding & linking Business & Org. Information to performance management42%6PersistenceFollowing through during adversities & challenges40%7Team Building & Leadership SkillsTraining, Coaching, Appraising, Guidence, Directiveness40%8Interpersonal SkillsRelating well to all kinds of people at variety of situations33%9Decision MakingQuick & Accurate decisions even without enough information33%10Ethics13%No.Additional Managerial Competencies1Analytical ThinkingProblem Solving Ability, out of box thinking2Consensus BuildingGetting people do what you want to do3Achievement OrientationPassoinate to succeed and achieve4Delegation of WorkDivision & Fair Distribution of Work5Developing Sub-ordinatesCreating successors6Impact & InfluenceMotivating staff, Recognitions, Rewards7Time ManagementPlanning & Priority Setting against realistic deadlines8Communication SkillsOra, Written, Clarity of Thought, Language etc.9Conflict ManagementResolve differences in positive manner.10Time Management & Personal EffectivenessPunctuality, Commitment, Reliability etc.There are ten steps to take in implementing a competency-based supervisory or managerial development program.1Identify the skills and the level of proficiency needed by supervisors and managers.2Determine existing skills levels of incumbent supervisor and managers.3Compare the current skills of your managerial workforce to future needs.4Identify supervisors and managers who best match the needs of the organization.5Align training with your organization's immediate needs and strategic plan, as well as meeting the personal interests and skills of each individual.6Gain commitment from each supervisor and manager by giving him or her the responsibility to develop an individual performance development plan.7Develop and provide training opportunities based on the skill gaps and future needs identified.8Establish quantifiable objectives wherever possible and tie compensation to meeting them.9Provide on-going feedback and opportunities for coaching.10Recognize management development is an on-going process and needs to be evaluated and adjusted continuously to accommodate organizational needs and objectives.Competency Based Performance EvaluationsFocus employee reviews on behavioral examples , rather than general information.Communicate the specific behaviors you expect employees to demonstrate on the job.Use job-related, behavioral questions and target behaviors designed to elicit specific, behavioral examples from employees of how they have performed during the review period.Set specific, behavioral goals for the coming review period to increase core competencies.

ScorecardsHR Scorecard1Define Business Strategy2HR Business Case3HR Strategy Map4HR Objectives & DeliverablesQuantitative / Qualitative5Align HR Architecture with Deliverables6Design Strategic Measurement System7Implement Management by MeasurementBenchmarking ModelPracticesCo. 1Co. 2Co. 3Co. 4Practice 1Practice 2Practice 3Practice 4Practice 5Your PracticeBest PracticeGAP

HR Mgr.RoleHR MANAGER PROFILERecruitment & SelectionManpower Planning (Internal Resources / External Resources)GAP Analysis / Future RequirementsBudgeting New Manpower, Cost EstimatesRecruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)Sources of ManpowerPlacement ConsultantsJob sitesAdvertisementsCampus RecruitmentEmployee ReferralsHead HuntingNetworkingProfessional InstitutionsVendor Relationship Management (Agreements, Contracts, Quotes)Manpower Requisition Process (Authorisation, Documentation, Closures)Selection MethodologyInterview Process (Panel, Evaluation Methodology)Testing Processes (Test Instruments, Administration, Monitoring etc.)DocumentationForms & Formats (Requisition, Application Blanks, Interview Evaluations)Appointment Letter, Provisional Offer, Comp.Sheet, Contract Letters, Consultant AgreementsSalary Fitment Benchmarks / Salary MatrixJoining Formalities & DocumentationsDocumentation Coding & Revision GuidelinesRecruiment MIS ReportsInduction & OrientationCompany Overview (History, Business, Market, Products/Services, Geography)Divisional PresentationsKey Personnel MeetingsTechnical / Domain / Process Training ProgrammesPersonnel FilePerformance Management & Review MechanismPosition DescriptionCandidate SpecificationExperience Specification (Mandatory/Preferred)Key Performance Indicators (Highest / Ideal Performance Expected)Key Deliverables (Role Definition)Competence RequiredPosition Descriptions Mapping across OrganizationPerformance AgreementGoals / ObjectivesKey Deliverables (Role Definition)Developmental Deliverables (for Career / Succession Planning)Trainings Required (Objective, Priority, Evaluation Parameters)Organization Support RequiredPerformance EvaluationGoals / Objectives (Previous Year)Key Deliverables Assessment (3m,6m,9m,Yrly.)Developmental Deliverables (3m,6m,9m,Yrly.)Shortfalls in Deliverables AchievementsSignificant AchievementsStrengths & WeaknessesCompetency Ratings (Managerial/Behavioral/Functional)Trainings Received / Required AnalysisPerformance Scores (Deliverables & Competencies Ratings)Final Performance RatingsMiscellaneous DiscussionsRecommendationsRewards & RecognitionsWhat is to be Rewarded/Awarded ? (Frontline, Support, Operations)Overall PerformanceCritical PerformanceSpot PerformancePersonality GrowthLoyalty RecognitionBest of the Best (Individual, Team, Group Recognitions)Career PlanningDevelopmental DeliverablesSuccession PlanningDevelopmental DeliverablesCompetency MappingIndustry/Competitor AnalysisOrganization Mission / Vision, Business Goals, Strategy,Organization Life Cycle StageOrganization Competency Identification (Key Competencies Required)Competency DictionaryDefinitionsProficiency Levels DefinedExisting Organization Competency AssessmentExisting Proficiency LevelsCompetency PrioritizationGAP AnalysisCompetency Map (Employee Ratings, Observed / Desired / Gaps)Employee Prioritization for Competency DevelopmentCompetency Development Programme.Training & DevelopmentTraining Needs IdentificationSkill-Gap AnalysisCompetency Map (Employee Ratings, Observed / Desired / Gaps)Individual AnalysisFaculty Feedback & AnalysisEmployee / Supervisor FeedbackTraining CalenderPrioritized List of Training ProgrammesTraining & Development Plans (Technical / Soft Skills / Knowledge)Competency Development Programme.Skill Development ProgrammePerformance Improvement ProgrammeDeveloping Knowledge Sharing PracticesTraining Effectiveness ParametersKey Improvement Indicators Defined (Performance, Skills, Competence)Time Frame for ImprovementReview MechanismCompensation & Benefits AdministrationSalary Structure (Fixed, Variables, Perks)Employee Welfare SchemesInsurance CoversRetiral BenefitsTax ConsultingLegal Compliances (Employment / Labor / Compensation Acts)Incentives, Motivational AllowancesEmployee RelationsEmployee Benefit SchemesBirthdays / AnniversariesFestival EventsSports EventsInterGroup Events / Competitions / Games / QuizzesHealth & Safety Measures

Sheet1Competency Analysis - SampleScale 1 --> 5CompetenciesCurrentDesiredGaps1Organizational & Business Awareness2.00 -- 3.252Communication1.00 -- 2.503Teamwork1.00 -- 2.504Planning & Organization1.00 -- 1.755Interpersonal Skills1.00 -- 1.506Health, Safety, Environment2.50 -- 3.507Result Orientation1.00 -- 1.508Change & Innovations2.00 -- 3.509Customer Focus1.00 -- 3.5010Leadership1.00 -- 3.5011Problem Solving & Decision Making1.00 -- 3.0012Critical Thinking1.00 -- 2.00