HRM PPT Chap 6 Updated V

Summary

This presentation focuses on competency-based human resource management, which integrates various HR activities by defining, assessing, and applying job-related competencies. It distinguishes between behavioral competencies (e.g., teamwork, leadership) and technical competencies (e.g., job-specific skills). The framework helps organizations in recruitment, training, performance management, and succession planning. By focusing on necessary competencies, companies can align their workforce with business goals, improve employee development, and enhance operational effectiveness. Key aspects include managing performance, fostering teamwork, empowering employees, and aligning business strategies with competency-driven approaches.

Takeaways

• 💼 Competency-based management integrates all HR activities, focusing on defining, assessing, and applying job-specific skills, behaviors, and knowledge.
• 🧠 Behavioral competencies emphasize expected behaviors required for success, such as teamwork, leadership, communication, and decision-making.
• 🛠️ Technical competencies relate to specific job skills or knowledge, like programming for IT roles or financial analysis for accounting roles.
• 📈 Competency frameworks help companies organize and develop their workforce, identifying required skills and planning for employee growth.
• 👥 Competencies enable businesses to recruit and select employees whose skills and behaviors align with job roles and company culture.
• 🎯 Competency-based frameworks guide performance management, providing clear expectations and supporting training and development.
• 🔄 Succession planning benefits from competency-based management, ensuring employees are prepared for future roles and responsibilities.
• 📊 Competency frameworks include business-related skills like diagnostic information gathering, analytical thinking, and strategic planning.
• 🧘‍♂️ Self-management competencies, including stress management, self-confidence, and flexibility, help individuals navigate challenges effectively.
• 🔗 Implementing a competency framework involves aligning competencies with business objectives, providing training, and ensuring clarity and simplicity.

Q & A

What is competency-based human resource management?

Competency-based human resource management is an approach that integrates all HR activities—such as hiring, training, evaluation, and promotion—around specific skills, behaviors, or knowledge required for success in a job role. It emphasizes competencies rather than traditional methods like job descriptions or tenure.

What are the two main types of competencies mentioned?

The two main types of competencies are behavioral competencies and technical competencies. Behavioral competencies focus on how individuals achieve outcomes, such as teamwork, leadership, and communication. Technical competencies involve job-specific skills and knowledge required to perform tasks effectively, such as mastery of tools or processes.

How do behavioral competencies differ from technical competencies?

Behavioral competencies focus on the expected behaviors required for success, such as teamwork, communication, and decision-making, whereas technical competencies are related to job-specific skills and knowledge needed to perform tasks effectively, such as programming or financial analysis.

What are some advantages of having a competency framework in an organization?

A competency framework helps organize and develop the workforce, determine which job roles are necessary, align employee skills with business needs, enhance recruitment and selection processes, manage and train employees effectively, and plan for future vacancies.

How does a competency-based framework help with employee training?

A competency-based framework guides the creation of training programs by setting clear expectations for both technical and behavioral skills. It ensures employees develop in line with business needs and prepares them for future roles.

What is the importance of managing performance in a competency-based HR system?

Managing performance in a competency-based system involves setting clear expectations, providing feedback, and holding individuals accountable for their outcomes. This approach helps ensure high-quality results and continuous improvement while recognizing successes and addressing areas of improvement.

What role does communication play in competency frameworks?

Communication is a critical competency in the framework, involving clarity in oral, written, and persuasive communication. It ensures messages are delivered effectively and adapted based on the audience's needs. Competencies such as influencing others, building relationships, and customer orientation also depend on strong communication skills.

What are some competencies dealing with business, and how do they contribute to success?

Competencies such as diagnostic information gathering, analytical thinking, forward-thinking, and strategic thinking help individuals break down complex information, anticipate future trends, and make decisions aligned with long-term organizational goals. These competencies support problem-solving, innovation, and achieving business success.

How does flexibility function as a self-management competency?

Flexibility refers to being open-minded and adaptable to change. Individuals with this competency can adjust their approach when necessary, thrive in dynamic environments, and respond to evolving situations, making them valuable in today's ever-changing workplace.

How does a competency framework support recruitment and selection processes?

A competency framework helps organizations identify candidates who possess the required competencies for a role, providing clear criteria for interviewing, assessment, and evaluation. This leads to better hiring decisions and ensures that the recruited employees fit the role and company culture.