Building Competencies Ihrd Conf Presentation Chandramowly
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Transcript of Building Competencies Ihrd Conf Presentation Chandramowly
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Conceptual Framework for
M e d h a M e d h a
National Conference on Competency Mapping, Assessment & Development, Bangalore July 23-24
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M e d h a M e d h a
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The Wisdom of the Ancients
North
Power
Presence
Right Action
Responsibility
Wisdom Vision
M e d h a M e d h a
EastWest
South
Wisdom
Clarity, Objectivity
Discernment
Detachment
Vision
Insight, Truth
Creativity
Spirit
Emotion
Attending to that which has heart
and meaning
Impact on others
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HR – Competency Key Events• 1929 Scientific Mgmt … FW Taylor rise of Human
Relations Era of psychological motivation
• 1932 The Hawthorne Studies by Elton Mayo –
Importance of human factors over physical conditions
• 1954 – Maslow hierarchy needs provided a framework for gaining employee’s commitment
M e d h a M e d h a
• 1969 – The Peter Principle- Peter and Hull satirize promotion to the level of incompetence
• 1973 – David McClelland, a Harvard psychologist writes “Testing for Competence Rather than for Intelligence” -
• 1980s – QCs, Attitude Surveys, Team-building pgms, Japanese Style of Management.
• 1964 – JRD Tata’s Tata Mgmt Training Center
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HR – Competency Key Events - 2• 1982 – Boyatzis’s book ‘ The Competent Manger…’,
popularised the term Competency
• 1984 - Raven publishes ‘ Competence in Modern Society extending competency from academics to practitioners
• 1990 - C.K. Prahlad’s “Core Competencies” HBR
• 1987 - Stephen Covey’s 7 HHEP – 7 universal competencies.
M e d h a M e d h a
• 1995 - Daniel Goleman’s Emotional Intelligence based on Competency NeResearch.
• 1993 - ‘ Competence at Work’ a land mark book by Lyle M.Spencer and Signe M. Spencer. Use of competencies in 57 federal organisations,- Peter and Hull satirize promotion to the level of incompetence
• 1990 - C.K. Prahlad’s “Core Competencies” HBR
• 1991 - UK NVQ Movement. ‘core skills’
• 1994 – Australian National Training Board
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David C. McClelland
M e d h a M e d h a
(1917-1998)
What Predicts
Success
in
Life or Job?
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David McClelland –Where are the roots of excellence?
• What predicts success in life or job? Academic/test grades ? or something else?
• What are those variables which would predict job performance ?
M e d h a M e d h a
performance ?
• Criterion samples of HIGHLY SUCCESSFUL with LESS SUCCESSFUL
• Identified those ‘ characters’ associated with success
• Identified ‘thoughts’ and ‘behaviours’ that predict success
• 1970 The First model of McBer :Foreign Service Information Officers
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Desired
DevelopDevelop
EmployeeEmployee
CompetenciesCompetencies
Develop Develop
Competency Competency
Model Model
Competency Framework – Business Model
M e d h a M e d h a
Desired
Objectives
Execute Execute
Actions Actions --
Implement Implement
StrategiesStrategies
Assess Assess
Employee Employee
CompetenciesCompetencies
© Chandramowly
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DEVELOPMENTDEVELOPMENT
DEFINITIONDEFINITION
DICTIONARYDICTIONARY
MAPPING MAPPING
AND AND
MODELMODEL
Competency Framework - overview
M e d h a M e d h a
COMPE-
TENCIES
EXECUTION EXECUTION
THROUGH THROUGH
INTEGRATED INTEGRATED
H R SH R S
COMPETENCY COMPETENCY BUILDING AND BUILDING AND ASESSMENTASESSMENT
© Chandramowly
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The Making of a President/CEOThe Making of a President/CEO
Competencies Frequency Shown
Self-Control 7X
3XEmpathy
M e d h a M e d h a
3X
Teamwork 2.5X
Self-confidence 2x
Achievement Orientation 2x
Number of times those who became president/CEO displayed competency compared with those passed over
Empathy
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SkillSkill
KnowledgeKnowledge
AttitudeAttitude
M e d h a M e d h a
AttributesAttributes
ValuesValues
MotivesMotives
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SkillSkill
KnowledgeKnowledge
AttitudeAttitude
M e d h a M e d h a
AttributesAttributes
ValuesValues
MotivesMotives
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M e d h a M e d h a
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Competencies encompassCompetencies encompass
What is Competency?….Uses MS office
Ability to perform a
physical or intellectual or
emotional task
….PhD. In C.S
Information a person has in
specific context areas
..Experience /Exposure base
Predictable…Characteristics and consistent
responses to situations, Main
frame req. Storage Memory,
Physical Traits, Emotion,
….Controls Emotions
Interplay of a person’s
feelings, cognitions and
behavioral tendencies
M e d h a M e d h a
Physical Traits, Emotion,
Stress, Bio-chemical, Built-in..
behavioral tendencies
towards ….
that promote higher performance in individuals and organizations
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Defining Competencies
Clear Definitions are key because competencies are used for:
• People Evaluation and Selection
• Diagnose Training and Development Needs
M e d h a M e d h a
• Guide Career Planning Decisions
• Design Training and Dev Programs
• Decide Compensation
• Provide feedback
• Set a common language for HR systems
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BEHAVIORALBEHAVIORAL
What one says KNOWLEDGEKNOWLEDGE
SKILLSKILL
RESULTSRESULTSJOB JOB
PERFORMANCEPERFORMANCE
Defining Competencies
M e d h a M e d h a
MOTIVATIONALMOTIVATIONALHow one feels
about Job,
Orgn. G-Locn
& does resulting
In G/P
Performance
SKILLSKILLWhat one knows
Facts, Tech, Process
Credentials
COMPETENCIES
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Developing Definition
M e d h a M e d h a
Definition
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2 Key Competencies of
Sales Sales
Manage
SubordinateDevelop
Selling Skills
Enhance group performance.
Establish challenging SMART goals
Dev Tracking Sys to monitor Per
Provide effective FB on progress
M e d h a M e d h a
SupervisorSupervisor
Subordinate
PerformanceSelling Skills
Est. +ve Rel. with Team
Dev. through coaching skills
Teach Key phases of Model
Improve team performance
Achieve group objective
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Manage Subordinate Performance
The ability to enhance group performance by setting SMART goals, develop tracking systems that objectively monitor performance, and provide effective feedback to employees on goal process and accomplishment
Develop Selling Skills
M e d h a M e d h a
The capacity to establish positive relationship with subordinates and develop them through application of coaching skills, teach subordinates how to apply the key phases of consultative selling model and improve individual performance through their use of consultative skills
Develop Selling Skills
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Behavioral indicators of Strategic Thinking for each level of proficiency are:
Superior
• Critically evaluates strategies for profit growth and increased revenues
Average
M e d h a M e d h a
Average
• Assesses problems in context of organizational strategies
Marginal
• Considers only immediate issues when making decisions at the expense of long-term issues.
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MAPPING MAPPING AND AND
M e d h a M e d h a
MODELMODEL
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Conceptual Thinking
Ability to understand complex situations and see the relationships between situations that are not obvious. It also involves seeing
complex underlying relationships within situations and the use of creative, conceptual, or inductive reasoning.
1. Relies on past experience:
M e d h a M e d h a
2. Analyzes patterns:
3. Applies theories:
4. Integrates complex data or situations:
5. Creates new concepts for complex issues:
6. Creates new theories:
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Competency grouping
• Functional/Technical, Core, Leadership
• Core, Job, Personal
M e d h a M e d h a
• Core, Job, Personal
• Personal, Team, Operational
• Behavioral, Functional, Core, Role
• Threshold, Differentiating
Source: B.T.Novations
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Assumptions� Competencies result from collaboration
among different partsof an organization. Usually these resources must be integrated with other resources in order to form a capability.
M e d h a M e d h a
� Typically, competencies reside in a company’s people, not in its assetson the balance sheet.
� A competency model is a blueprint of company’s potentially valuable competitive capability.
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Generic Competency Models
• Customisable Dictionaries and Database offered by consulting firms reduce the cost of research and time.
• Generic model are not been developed for your
M e d h a M e d h a
• Generic model are not been developed for your company and may lose precision in describing behavioural indictors in business context.
• It will lack the language and vocabulary common to the orgnisation.
• The models will be in the ballpark, but not a home run.
Source: Susan Ennis – Leadership
Communication Inc
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Competency Models
• Models developed for services (Public Service, Education..) of most of the States of the US, Canada, Australia…
• 1980 –95 Models developed for most of the
M e d h a M e d h a
• 1980 –95 Models developed for most of the fortune 500 companies. AT&T studies, CCL, DDI, Lominger, SHL….
• 1995 –2000 onwards… Models adapted in Indian MNCs and others
• 2000 onwards Competency Vendors, Consultants, Competency Dictionaries, Libraries..
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SHL Competency Map
Role Role Director/ Senior Manager
Manager
Culture Specific
Individual Specific
Organising
Business Leading
Aligning Organisation
Role Role Director/ Senior Manager
Manager
Culture Specific
Individual Specific
Organising
Business Leading
Aligning Organisation
M e d h a M e d h a
(After Farrell C and Thomson N, Competency Mapping, 1997)
Supervisor
Staff
Technical and
Professional
Organising People and Tasks
Supervisor
Staff
Technical and
Professional
Organising People and Tasks
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The Hay EQ Competency Framework
• Emotional Self-Awareness
• Accurate Self-Assessment
• Self-Confidence
• Empathy
• Organisational Awareness
• Service Orientation
Self AwarenessSelf Awareness Social AwarenessSocial Awareness
M e d h a M e d h a
• Self-Control
• Trustworthiness
• Conscientiousness
• Adaptability
• Achievement Orientation
• Initiative
• Developing others
• Leadership
• Influence
• Communication
• Change Catalyst
• Conflict Management
• Building Bonds
• Teamwork &Collaboration
Self ManagementSelf Management Social SkillsSocial Skills
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Steps in developing a Competency Model
· Create a Competency Systems Team
· Identify Performance Measures and Validation Sample
· Develop a List of Tentative Competencies
M e d h a M e d h a
· Define Competencies and Behavioral Indicators
· Develop an Initial Competency Model
· Cross-Check The Initial Model
· Refine the Model
· Validate the Model
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BUSINESS VISIONBUSINESS VISION/ GOALS
Drives change strategy,Defines organizational needs, Provides model context to Mission
, Human
DRAFTCOMPETENCY
MODEL
List of Competencies, Human Values, Comprehensive Definitions for levels,Behavioral Indictors,
Dictionary
Individual Feedback
INTEGRATEDHRM
Selection: JD, BEIPMP: Measures, T&D: CurriculumDemand PredictionCareer Dev, SP,
Individual Feedback
Execute Actions and Implement Strategies
M e d h a M e d h a
OBJECTIVE
Develop Competency Model, Map across, aligning
HRS to enhance Organisational andPeople Effectiveness
AWARENESS
BEI
AWARENESSWORKSHOP
Awareness WorkshopFor Leaders and ManagersIntroductory Workshop
For cross section,Best Practices, Consultation &
BEI
PILOT - DATA
Pilot group / work unitStar Performers-
Success Factors, DATA main themes/patterns,Define competencies,
Draft model
Evaluate Results with Planning and Strategies
© Chandramowly
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EXECUTION EXECUTION THROGH THROGH
M e d h a M e d h a
THROGH THROGH INTEGRATED INTEGRATED
H R SH R S
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M e d h a M e d h a
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M e d h a M e d h a
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Plan for future talent requirements. Determine which roles, areasof expertise, and competencies are likely to be the most criticalfor immediate future
Pinpoint Organisational Strengths and Gaps Simply compare thecollective Competency levels against the competencies in thedefined model.
Individual development Behavioral data around each of thecompetencies collected on an ongoing basis enhances the specificityand effectiveness of feedback for individual development.
M e d h a M e d h a
Job Banding Competencies and areas of expertise can be usedas the basis for job descriptions and Band Profile Levels forOrganisation and Groups
Identify Work Expectations :The most effective performancemanagement process uses both quantitative goals ( “what” and“how many”) and behavioral competencies (“how”).
for immediate future
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CompetencyCompetencyBasedBased
IntegratedIntegrated
PerformancePerformanceManagementManagement
ProcessProcess
EmployeeEmployeeDevelopmentDevelopment
PlansPlans
Training &Training &
RecruitmentRecruitmentSelection &Selection &
CompetencyCompetencyModeling Modeling EngineEngineDrivingDrivingHR SystemsHR Systems
Indl. Dev Needs
Training Curriculum
Group Trg Needs
Beh. Categorisation
Self-Dev Planning
Job Profile
Tests
Selection
Promotion
BEI – S T A R
Achievement objective
demonstrated
Competencies
Results
Individual Dev.
Areas
360 DFB, Dev Plan
Changed
Behaviours
-Criteria for elevation
- Linked to level
of proficiencyKey Positions
M e d h a M e d h a
`IntegratedIntegratedHRSHRS
Training &Training &DevelopmentDevelopment
strategiesstrategies
SuccessionSuccessionPlanningPlanning
CompensationCompensationandand
BenefitsBenefits
Selection &Selection &PromotionPromotion
of proficiency
-Pay for Knowledge
And Skill
Define levels
Assess degree of
Match
Target gaps for Dev
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CUSTOMER FOCUS
Is dedicated to meeting the expectations and requirements of internal and external
customers; gets first-hand customer information and uses it for improvements in products
and services; talks and acts with customers in mind; establishes and maintains effective
relationships with customers and gains their trust and respect.
Sample Questions :
���� Tell me about when you lost an internal/external customer.
M e d h a M e d h a
���� Who are your internal customers? What’s different about dealing with themthan external?
���� When are exceptions to customers warranted and not warranted?
Observations :
� Investigation of root causes/understands principles of business
� Understands customer policies, problems – has a framework rather than a one at a time approach
� Learning from other organizations
� Likes talking with/listening to people
� Can deal with conflicts – irate customers, sales objections, etc.
� Going out of one’s way customer service
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The organization shall…
�Determine the necessary competence for personnel performing work affecting quality
Provide training or take other actions to
M e d h a M e d h a
�Provide training or take other actions to satisfy those needs
�Evaluate the effectiveness of the action taken
�Maintain appropriate records of the training, skills and experience
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COMPETENCY COMPETENCY BUILDING & BUILDING &
M e d h a M e d h a
BUILDING & BUILDING & ASESSMENTASESSMENT
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HR Generalist Competencies
Developmental Stages
1. LEARN 2. APPLY 3. MASTER4.LEAD/
STRATEGIZE
Focus of Stage Learning related Technical and operational Human Relationship
orientedConceptual and business related
Some Key Behaviors/ Milestones
Learns activities/tasks
associated with
competency related to own
work/role.
Learns to work/cooperate
Demonstrates
understanding of
competency in own areas
of work
Makes significant
Demonstrates full mastery
of competency.
Shares own expertise in
this competency for the
good of the organization.
Provides strategic
leadership and vision related
to this competency to the
organization.
Promotes growth and
M e d h a M e d h a
Learns to work/cooperate
with colleagues in this
competency.
Depends on others for
instructions, guidance, and
direction.
Makes significant
contribution in this
competency to the work
team.
Is independent; works
without significant
guidance.
good of the organization.
Develops, mentors, and
coaches others.
Promotes growth and
development of the
organization.
Primary Focus Operational Tactical Tactical Strategic
Direction of Influence
The organization influences the Individual.
The organization influences
the Individual.
The Individual influences
the Organization.The Individual influences the Organization.
Psychological Issues
Learning how to work. Applying and further
developing skills in
competency area.
Empowering others and
"letting go" of hands on
delivery.
Coping with the unknown.
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M e d h a M e d h a
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2: My Real Self-
Who am I?
1: My Ideal Self-
Who do
I want to be?Practicing the
new behaviour
Building new neural path-
Ways through
to mastery
5. Developing
Trusting relationships
M e d h a M e d h a
My Strengths-
where my Ideal
& Real Self are
Similar
4. Experimenting
With new behaviour,
thoughts and feelings
My Gaps-
where my Ideal
and Real Self differ
3. My Learning
Agenda- Building on
my Strengths while
reducing Gaps
That help, support and
Encourage each
Step in the
process
5 Discoveries
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2: My Real Self-
Who am I?
1: My Ideal Self-
Who do
I want to be?Practicing the
new behaviour
Building new neural path-
Ways through
to mastery
5. Developing
Trusting relationships
M e d h a M e d h a
My Strengths-
where my Ideal
& Real Self are
Similar
4. Experimenting
With new behaviour,
thoughts and feelings
My Gaps-
where my Ideal
and Real Self differ
3. My Learning
Agenda- Building on
my Strengths while
reducing Gaps
That help, support and
Encourage each
Step in the
process
5 DiscoveriesSource: The New Leaders
– Goleman & Boyatzis
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States of Career Growth
M e d h a M e d h a
States of Career Growth
Defining Career Path Stages for an individual
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Four States of Career Growth
• Stage 1 – Depending on others
• State 2 – Contributing independently
M e d h a M e d h a
• State 2 – Contributing independently
• Stage 3 - Contributing through others
• Stage 4 - Organisational Leadership
Source: B.T.Novations
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M e d h a M e d h a
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Development Activities: How do we
make it happen?
• New leader who is still becoming acquainted with his team determines that two of his direct reports inefficiently manage their time.
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reports inefficiently manage their time.
• Instead of focusing on addressing the specific needs of the two individuals, he sends his entire team through a time-management course.
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• A company sends all of its leaders through a multiple-course leadership development program.
Development Activities: How do we
select Participants?
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Higher-Level leaders, who have been in leadership positions for some time, gain little in the way of new skills they actually can use.
They view their time spent in training as wasted time. Training Effectiveness is Last
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Development Activities: How do we
make it interesting?
M e d h a M e d h a
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M e d h a M e d h a “I’m going to spend the next three days teaching you things that you already know.”
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Competency Based Workshop Competency Based Workshop ModulesModules
� Execution – Competencies for Getting things done
� Developing Emotional Intelligence Competencies
� Developing Leadership and Managerial Competencies
� Building Competencies for success
� Building Value Based Competencies
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� Building a Competency model
� Competency based Performance Management Process
� Competency Based Selection (BEI)
� Coaching Pilot - Building coaches to develop Competencies
� Team Building and Team Fitness Competencies
� Cutting Edge -Competency based 5 P model
1997..2004
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Knowledge
Skill
The 5 Competency LayersThe 5 Competency Layers
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Attitude
Motives
Attributes/Values
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Vital (PrAna)
Material (Anna)
The 5 SheathsThe 5 Sheaths
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Mental (ManO)
Bliss (Aananda)
Wisdom(VijnAna)
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M e d h a M e d h a
cm cm o w l y @ o w l y @ gmail.comgmail.com