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.

Outlines

00:00

🔍 Introduction to Competency-Based Human Resource Management

This paragraph introduces the concept of competency-based human resource management, an approach that integrates all HR activities around competences—specific skills, behaviors, or knowledge required for success in a job role. It covers various HR processes, such as hiring, training, evaluation, and promotion, focusing on competencies rather than traditional metrics like job descriptions or tenure. It also distinguishes between two types of competencies: behavioral and technical, providing examples of each.

05:03

👥 Key Competencies in Dealing with People

This section outlines various competencies required when dealing with people in an organizational setting. It emphasizes establishing focus through clear goals, providing motivational support, fostering teamwork, empowering others, managing change, and developing others. The description includes communication skills (oral, written, and persuasive) and interpersonal awareness, highlighting how these skills contribute to leadership and collaborative work environments.

10:05

📊 Business Competencies Overview

Here, the paragraph describes competencies related to business operations, such as diagnostic information gathering, analytical and conceptual thinking, forward-thinking, and strategic thinking. It also discusses technical expertise, initiative, and entrepreneurial orientation. The focus is on skills that contribute to effective problem-solving, decision-making, and driving growth and innovation within a business context.

15:06

💼 Competencies Related to Results and Decision-Making

This section focuses on competencies essential for achieving results, such as result orientation, thoroughness, and decisiveness. It also discusses self-management competencies, including self-confidence, stress management, personal credibility, and flexibility. These skills are necessary for effective leadership, ensuring high performance, and adapting to changing environments.

20:07

🛠 Developing a Competency Framework

The paragraph outlines five key principles for developing a competency framework: involving employees, clear communication, using relevant competencies, creating a competency framework team, and collecting accurate information. It also explains how to group, categorize, and name competencies to create a clear and effective framework for organizational use.

25:13

🏗 Implementing and Applying Competency Frameworks

This final section discusses the implementation of a competency framework, linking competencies to business objectives, recognizing and rewarding employees, and providing coaching and training opportunities. It also covers practical applications such as job descriptions, recruitment, employee performance management, training, and workforce planning. The benefits of a competency framework, including organizational cohesion and better resource allocation, are highlighted.

Keywords

💡Competency-Based Management

Competency-Based Management is a human resource management approach focused on identifying, assessing, and applying specific competencies, including skills, behaviors, and knowledge, necessary for success in a given job role. The system integrates HR activities like hiring, training, and performance evaluations, moving away from traditional methods such as job descriptions and tenure. This approach ensures that organizations focus on aligning employee abilities with business needs.

💡Behavioral Competencies

Behavioral Competencies refer to the expected behaviors that employees must exhibit to succeed in their roles. These competencies focus on how employees achieve outcomes rather than specific technical skills. Examples from the script include teamwork, communication, leadership, and decision-making, all of which are critical for achieving organizational goals.

💡Technical Competencies

Technical Competencies involve job-specific skills or knowledge required to perform tasks effectively. These competencies are directly tied to functional expertise and are crucial for delivering high-quality performance. For instance, an IT professional's technical competency might include proficiency in programming, while an accountant's technical skills could involve financial analysis.

💡Succession Planning

Succession Planning is a process where organizations prepare employees to fill future vacancies by developing the specific skills and behaviors needed for higher-level roles. This approach ensures continuity within key positions and helps employees grow in alignment with business needs. The video mentions how competency-driven approaches can guide this development process.

💡Performance Management

Performance Management is the structured assessment of employee performance based on clear expectations and feedback. Using a competency framework, organizations can set measurable performance goals, recognize achievements, and address areas for improvement. This process helps align individual performance with overall business objectives.

💡Recruitment and Selection

Recruitment and Selection in a competency-based framework focus on identifying candidates whose skills, behaviors, and competencies match the requirements of the job role. The script highlights that this approach leads to better hiring decisions by refining recruitment processes to align with both role-specific and organizational needs.

💡Competency Framework

A Competency Framework is a structured system used by organizations to define the skills, knowledge, and behaviors required for various roles. It helps in organizing and developing the workforce by aligning roles and skills with business objectives. The video explains how to build a framework by grouping similar competencies and linking them to organizational strategies.

💡Strategic Thinking

Strategic Thinking is the ability to formulate long-term goals and align actions with broader organizational objectives. This competency ensures that decisions made in the short term contribute to the company’s overall strategy. In the script, it is presented as a critical skill for leaders to drive organizational success.

💡Training and Development

Training and Development refers to the process of enhancing employee skills and behaviors to meet both current and future organizational needs. The competency-based framework supports this by identifying the specific areas employees need to develop. The script discusses how this structured approach helps align employee growth with business objectives.

💡Customer Orientation

Customer Orientation is the focus on meeting customer needs and providing exceptional service. This competency involves understanding customer requirements, fostering long-term relationships, and creating satisfaction and loyalty. The video highlights its importance in building effective relationships that benefit both customers and the organization.

Highlights

Competency-based management integrates all HR activities by focusing on specific skills, behaviors, or knowledge required for success in a job role.

The system incorporates every HR activity, such as hiring, training, evaluation, and promotion, centered around competencies rather than traditional methods like job descriptions or tenure.

Behavioral competencies focus on expected behaviors to succeed in various roles, including teamwork, communication, leadership, and decision-making.

Technical competencies are job-specific skills or knowledge needed to perform tasks effectively, like programming for IT roles or financial analysis for accounting roles.

Advantages of competency planning include organizing and developing a workforce strategically, ensuring roles are aligned with business needs and skill requirements.

Competencies help in recruiting and selecting the best employees by matching skills and behaviors to organizational needs, improving the quality of hires.

A competency-driven approach aids in managing employee performance, setting clear expectations, and developing training programs that align with business needs.

Behavioral competencies include empowering others, managing change, developing others, performance management, and communication skills like oral and written communication.

Business-related competencies include diagnostic information gathering, analytical thinking, forward thinking, strategic thinking, and fostering innovation.

Self-management competencies such as self-confidence, stress management, personal credibility, and flexibility are crucial for individual growth and success.

A well-structured competency framework can guide recruitment, assessment, performance management, and employee development, ensuring organizational alignment.

The competency framework helps in identifying employees ready for promotion and in workforce planning by outlining job requirements and skills gaps.

Compensation can be linked to competencies, ensuring fair and motivating rewards based on an employee's skills and value to the organization.

Developing a competency framework involves grouping statements, creating subgroups, refining categories, and aligning them with business objectives.

The benefits of a competency framework include improved resource allocation, better workforce and succession planning, and enhanced performance management.

Transcripts

Hi everyone our topic for today is

Chapter 6 competency

base human resource

management competency based management

is an approach to human resource

management that integrates and examine

all human resource management

activities This is an approach to

managing Human Resources that revolves

around defining assessing and applying

competences specific skills behaviors or

knowledge required for success in the

job role this system integrates every HR

activity such as hiring training

evaluation and promotion with a focus on

competences rather than traditional

methods like job description or

tenure we have different types of

competencies number number one is

behavioral competencies and number two

is technical competences in behavioral

competences this relat To The expected

behaviors required to succeed in various

job rules they focus on how individual

achieve outcomes rather than specific

technical skills

use common behavioral competences

include teamwork communication

leadership and decision

making so for example an employee may be

expected to collaborate effectively in

teams demonstrate strong leadership in

guiding others or make sound decision

that align with organizational

goals What about the technical

competencies this competences are job

specific skills or knowledge needed to

perform task effectively this are Tied

directly to functional expertise and

drive high quality result oriented

performance and a specific particular

role

example it includes mastery of tools

system or process relevant to the job

such as programming for it rules or

financial analysis for Accounting rules

next slide is the advantages of right

competences plan how they will organize

and develop their Workforce having

clearly define competences allow is a

company to strategically organize their

Workforce they can determine which roles

are necessary What skill are required

and plan for employ growth development

and

succession next is determine which job

classes best fit their business needs

competences help in Identifying the

specific job categories or Rules that

align with

organizational goals companies can

make skill sets with the the demands of

their business operations and ensure the

right people are placed in the right

jobs next is recruit and select the best

employees by understanding the

competences needed for each rule

organization

can

refine or engage the recruitment

processes to find candidates Whose

skills and behaviors best fit the rule

and company culture this improves the

overall quality of

hires number four is manage and train

employees

effectively competency-based frameworks

help in managing employee performance by

setting clear expectation It also guides

the creation of training programs to

enhance both technical and behavioral

skills ensuring employees develop In

Line with business need

number five develop Sta to fill future

vacancies a competency Driven approach

help in succession planning by Preparing

employees for future rules staff can be

trained and develop with the specific

skills and behaviors needed to Peel

anticipated vacancies

ensuring continuity and the different

position

we have coverage and content of

competency

framework So this are Uh the competences

dealing with people establishing Focus

providing motivational support postering

teamwork empowering others managing

chains developing others managing

performance attention to communication

oral communication written communication

persuasive communication on

interpersonal

awareness influencing others building

collaborative relationship and customer

orientation the first is establishing

Focus leaders must create a Clear Vision

and directions of the term ensuring that

everyone understand their goals and how

their efforts contribute to the bruder

mission the next one is providing

motivational support this competency

involves encouraging and inspiring

others recognizing their contributions

and maintaining a positive work

environment to keep employees engaged

and

motivated next is postering teamwork

building An effective team means

promoting collaborating and ensuring the

team members work well together and

resolving conflicts with

they

arise number four is empowering others

empowering others involves giving

employees the authority and confidence

to make decision with their rules or

postering a sense of ownership and

accountability this will be done through

different training and empowerment

program of an

organization next is managing chains

effectively leading people to

organizational or operational Changes

requires communication adaptability and

the ability to reduce resistance for

[Musika]

change next developing

others this

competency focus on Identifying areas

for employees growth and providing

opportunities for development such as

coaching mentoring and or

training next is managing

performance managing performance

involves setting clear

expectation providing feedback and

holding individuals accountable to

ensure high quality outcomes It also

includes recognizing successes and

addressing areas for

improvement next atten to

communication this involves being

mindful of how Communication is

delivered and receive ensuring Clarity

timing and relevance it includes

adapting the style of communication

based on the aen

needs next is oral

communication the ability to speak

effectively and convey messages clearly

in person or

overalls using telephone adjusting tone

pace and Language to ensure

understanding by the

listener How about written

communication the ability to write

clearly and concisely ensuring that

written messages emails reports or

others are understood accurate and

appropriate for for the intended

audience the next one is persuasive

communication persuading others to see

your point of view or take action

through well structured arguments and

understanding of their motivations and

concerns this involves influencing

decision by presenting compelling reason

and

benefits next

influencing

others the ability to

guide shape or influence The behaviors

decision and opinion of others this open

involves persuasion negotiation and

building

trust the other one is interpersonal

awareness being aware of others emotion

needs and concerns and responding

appropriately it involves reading social

cuse and adjusting communication and

behavior to enhance

interactions next is building

collaborative

relationship developing and maintaining

effective working relationship across

different lev l of

organization or externally this includes

promoting cooperation collaboration and

mutual respect to achieve shared

goals next is customer

orientation this are focusing on meeting

um the needs of customers or clients by

providing exceptional service

understanding the requirements and

building longterm relationship that

creat satisfaction and

loyalty So this are the competences

dealing with business we have

12 number one is

diagnostic information Gathering this

competency involves the ability to seek

and collect relevant information to

understand and address problems or

situation it requires asking probing

questions investigating details and

analyzing data to form a complete

picture next is analytical thinking the

ability to break down complex

information or problems into smaller

parts Identifying patterns and

connection to make well informed

decision it involves a logical reason

and systematic

thinking How about forward thinking This

is about anticipating future

Trends Risk and opportunities it

involves planning for longterm goals

and considering the possible impact of

decision on the future the next one is

conceptual

thinking this ability to

grasp complex ideas or

situations and understand how they

relate to each other this competency

help in understanding abstract concept

and visualizing how different parts of a

system work

together the next one

is strategic thinking

this involves formulating effective

strategies and seeing the bigger picture

strategic

thinking and thinkers align actions and

decision with the organization longterm

goals ensuring that the short activities

contribute to achieving broader

objective How about the technical

expertise having a deep understanding

and mastery of specific technical or job

related skills this ensures that an

individual can apply knowledge

effectively to solve problems improve

processes or perform task at a high

level of Proficiency

next

is

initiative the ability to take proactive

steps and act without waiting for

directions it involves Identifying

opportunities or challenges in taking

actions to address them demonstrating

self motivation and problem

solving number e is neural orientation

this

competency is about Identifying and

exploiting business

opportunities taking Risk and driving

growth and innovation it reflects a

mindset focus on achieving business

success and embracing new

Ventures next is fostering

innovation encouraging and Generating

new ideas approaches or processes that

can improve performance or solve

problems it involves creating an

environment where creative thinking is

valued and

rewarded next is result

orientation focus on achieving high

quality outcomes and delivering results

people with this competency

set challenging goals monitor progress

and ensure that actions lead to tangible

business

success next is

toress the ability to pay attention to

detail and ensure accuracy in work

thoroughness involves following true on

task checking for errors and ensuring

that Nothing is overlooked

the next one is decisiveness

the capacity to make sound and timely

decision even when faced with

uncertainty or incomplete

information decisiveness involves taking

action

confidently and being willing to take

responsibility for those decision

the next one is how to self

manage

competences the first one is

self-confidence stress management

personal credibility and

flexibility

self-confidence refers to having trust

in your own

abilities ideas in

decision people with self-confidence

believe in their potential to succeed

and are willing to stand by their

beliefs in take

stance even when Others may disagree

this helps in navigating challenges in

staying focus on goals despite

opposition next is stress management the

ability to handle pressure and stressful

situation without losing control this

competency allows individuals to stay

calm think clearly and act efficiently

even when based with

hostility or

provocation it ensures that

Emotions don't negatively affect

decision making or interaction with

others

next is personal

credibility This is about being

perceived as

trustworthy responsible and

reliable personal credibility is built

through consistent honest actions and

fulfilling

commitments individual with high

personal credibility are seen as

dependable which enhances their

professional relationship and leadership

potential next is

flexibility it repairs to being

openminded and adaptable to change

people with this competency are willing

to consider new ways of doing things and

can modify their approach when necessary

they tribe in Dynamic in environment and

can adjust to evolving situation making

them valuable in

today's ever changing work

landscape next

is developing a competency

framework we have five principles in

developing framework

number one is Involve the people doing

the

work engaging employees for a directly

involved in task ensures the framework

is realistic and reflects actual job

requirements number two is communicate

clear communication throughout the

development process is um critical to

ensure understanding and buy in From all

stakeholders also transparent

communication helps everyone understand

the purpose benefits and implementation

of the competency framework postering

cooperation and alignment number three

use relevant competences the framework

should Focus in competences that

directly related to the specific job

roles and organizational goals number

four is create a competency framework

team A divers Team made up of HR

professionals managers and employees

ensures different perspective are

represented this team collaborates to

develop a balanced comprehensive

framework that aligns with organizations

is strategic goals number five is

collect

information Gathering data from job

analysis employee

feedback perform review and industry

standard is essential to ensure the

framework is evidence

base accurate information will help

define the key competences required for

each rle and makes the framework more

effective and

credible next is building the framework

Okay number one is group the

statement after collecting information

from job analysis interviews and others

group similar competency statements

together for

example statement related to leadership

communication or problem solving would

be grp to form broader

categories that's it number two is

create subgroup

break the Larger group into smaller

subgroups for more

precision for example If one group

focuses on communication the subgroup

could be oral

communication written communication and

listening skills So this um ensure each

areas of competency is Well defined and

specific number three is refine

subgroup review and fine tune the

subgroup to ensure Clarity and relevance

remove redundancies and make sure each

subgroup captures the essential aspect

of the

competency the next one is identify and

name the competencies

once the subgroup clear give h one A

name that accurately present its content

y for example a subgroup of problem

solving and decision making Might Be

name analytical

thinking naming the competences helps to

create a standard language that everyone

in the organization can understand and

use

consistently next is

how to implement competency

framework number one is link to business

objective align the competences with the

organization's overall goal and

strategies number two re the

competencies

recognize and reward employees so

exhibit the desired

competences

number provide coaching and

Training opportunities

to develop the required competences this

could include formal training programs

mentoring or on the job

coaching number four Keep it

simple ensure that competency framework

is easy to understand and

apply number five is communicate clearly

communicate the purpose and benefits of

the competency framework to all

employees

regular communication ensures that

everyone understand how the framework is

used for performance management

development and career

progression the next one is application

of competency framework so we have job

description recruitment assessment and

Selection employ performance management

system training and development career

and work Workforce planning and

compensation for the job description

competency framework helps to be clearly

define the skills knowledge and

behaviors required for each

role number two recruitment assessment

and

Selection a competency framework ensures

that recruitment processes focus on

Identifying candidates who possess the

required competences for a

rule it provides clear criteria for

interviewing assessment and

evaluation leading to a better hiring

decisions number three is employee

performance

management competency framework provide

a structured

approach for assessing employee

performance managers can use the

framework to give feedback based on how

well employees exhibit the required

competencies

next is training and development using

competency framework helps identify the

specific skills and behavioral employees

need to develop This is like the

assessment or the training need

assessment

next is career and Workforce planning

competency framework assists and

Identifying employees are ready for

promotion or development into new job

rules number six is

compensation a competency-based approach

to

compensation ensures that employees are

rewarded based on their

skills behaviors

and

value they bring to the

organization This help in creating fair

and motivating compensation package that

are aligned with both individual and

contribution and

organizational

goals we have different benefits of

competency framework um this are the

linking objectives can align

organizational personal goals enhancing

overall

performance appraisal and

recruitment improve appraisal and

recruitment system and competency

comparison organizational cohesion and

this um attracting and retaining

stuff competency frameworks um

significance enhance ability to attract

number six Workforce and succession

planning as they

aid to um Workforce planning by

Identifying

job

requirements and number seven is

effective Resource

allocation competency framework allow

for more

strategic targeting of limited training

and development resource

us

need that's the end of our discussion

Thank you