Session 1: The Concept of Competency

Summary

This video introduces the concept of competency in human resource management, defining it as characteristics linked to superior job performance. It distinguishes between generic and specific competencies, and differentiating and threshold competencies. The script also explains the components of competencies, including motives, traits, self-concept, knowledge, and skills. It uses an analogy of an iceberg to illustrate the observability of competencies and outlines key terms and applications of competency models in areas such as recruitment, performance management, and succession planning.

Takeaways

• 📚 The presentation introduces the concept of competency in HRM, defining it as an underlying characteristic linked to superior job performance.
• 🔍 Two definitions of competency are provided, one by Boise and another by Spencer and Spencer, with slight differences in their emphasis on performance criteria.
• 📈 The script explains the impact of competency on behavior and its subsequent effect on job outcomes, using a diagrammatic representation.
• 🔑 The video outlines different types of competencies, including generic, specific, differentiating, threshold, behavioral, and functional competencies.
• 🔄 The script discusses the five elements that make up competencies: motives, traits, self-concept, knowledge, and skills.
• 🤔 It poses a thought-provoking scenario involving dogs and squirrels to illustrate the concept of competency development versus acquisition.
• 🧊 The script uses the iceberg analogy to explain the ease of observing some competency elements like skills and knowledge, versus the difficulty in identifying self-concept, traits, and motives.
• 📝 Key terms related to competencies are defined, such as job competency, organizational core competency, competency mapping, assessment, dictionary, and model.
• 🛠️ The applications of a competency model are explored across five major areas: learning and development, recruitment and selection, performance management, career planning, and succession planning.
• 🔄 The importance of integrating a competency model into various organizational functions for effectiveness is emphasized.
• 👋 The presentation concludes with a summary of the covered topics and an invitation to follow for the next video in the series on competency mapping.

Q & A

What is the main topic of the 'People Online' video series?

The main topic of the 'People Online' video series is competency-based Human Resource Management (HRM).

Who are the target audiences for the video series on competency-based HRM?

The target audiences are students of MBA in HR, industry practitioners looking to implement competency-based HRM, and those who wish to optimize an existing competency-based HR model.

What does Boise define as 'competency' in the context of HRM?

According to Boise, competency is an underlying characteristic of an individual that is causally related to effective or superior performance in a job.

How does Spencer and Spencer's definition of competency differ from Boise's?

Spencer and Spencer define competency as an underlying characteristic causally related to criterion-referenced effective or superior performance in a job or situation, emphasizing the criterion-referenced aspect.

What are the two types of competencies mentioned in the script, and how do they differ?

The two types of competencies are generic and specific. Generic competencies are applicable across a wide range of positions, while specific competencies are unique to a particular position.

What is the difference between differentiating and threshold competencies?

Differentiating competencies distinguish superior performers from effective or adequate performers, whereas threshold competencies are possessed by both superior and effective performers and are necessary for performing a job.

How are behavioral competencies different from functional competencies?

Behavioral competencies are deeply connected with an individual's behavior, while functional competencies relate to technical, functional, or domain expertise and are cognitive in nature.

What are the five elements that make up competencies according to the script?

The five elements of competencies are motives, traits, self-concept, knowledge, and skills.

Why did the president suggest hiring squirrels instead of training dogs to climb trees in the example provided?

The president suggested hiring squirrels because they naturally possess the ability to climb trees, which is an example of a competency that should be acquired rather than developed through training.

Which competencies are more readily observable according to the script, and which are less so?

Skill and knowledge are more readily observable competencies, while self-concept, trait, and motive are less observable and often require psychometric tests or in-depth interviews to assess.

What are the five major areas where a competency model can be applied for organizational improvement?

The five major areas for applying a competency model are learning and development, recruitment and selection, performance management, career planning, and succession planning.