Group:HRP 01

TISS Library

Definition of Competency

Competency

• A combination of skills, job attitude, and knowledge which is reflected in job behavior that can be observed, measured and evaluated.

• Competency is a determining factor for successful performance

• The focus of competency is behavior which is an application of skills, job attitude and knowledge.

People Management Framework based on Competency

Recruitment &Selection

Training & Development

PerformanceManagement

RewardManagement

CareerManagement

COMPETENCYFRAMEWORK

BUSINESSSTRATEGY

BUSINESSRESULTS

Competency based people Strategy The competency

framework will be the basis for

all people functions and serve as the

"linkage" between

individual performance and business

results

Why Competencies?

Structure and communicate the realignment of key organizational roles

“Raise the bar” on performance Provide clear expectations and stable measures of success Offer an integrating vehicle for HC initiatives, practices and

tools Provide a more focused method for selection, development,

performance management, rewards, etc.

5

Iceberg Model of Competency

Knowledge

Self-Concept

Trait

Motive

Melakukan tugas-tugas fisik atau mental

Informasi / ilmu yang dimiliki tentang area yang spesifik.

Sikap, nilai-nilai, atau self-image

Karakteristik fisik & respon yg konsisten terhadap situasi/informasi

Hal yg mendorong dan mengarahkan utk melakukan sesuatu

Skill

Core Personality – most difficult to develop

Surface – most easily to develop

HR StrategyCulture People Organization Process Technology

Competency ModelingOrganizational Team/Process Role/Job

Business StrategyVision Mission Values Competitive Strategy

Competency-Based HR Programs

AssessmentRecruiting, Selection,

Deployment

Development&

TrainingPerformanceManagement Rewards

Our Approach

Leadership and Process CompetenciesSuccess factors that differentiate performance across levels or functions

(e.g. First-Level, Middle, Executive)

Function-Specific CompetenciesSuccess factors that distinguish functional groups

Sales

Legal

Customer Service

Marketing

Information System

s

Human Resources

Finance

Purchasing

Core/Organizational CompetenciesRequired for excellent performance across all levels and functions

Model of Competency

Develop Competency Model

Step 1.Data Gathering & Preparation

Step 2.Data Analysis

Step 3.Validation

Develop Competency Model… (cont’d)

Step 1.Data Gathering & Preparation

Specific / Distinguished CompetenciesJob-related information; Org-chart

Leadership CompetenciesJob-related information (Job Spec. Job Desc.); Decision making role & authority process troughout the company; Organization Chart

Core CompetenciesCompany’s Vision, Mission, Goals & Strategic Planning

CompetencyData required

Pelajari + Pilah Data

Job Desc. & Job Spec

Visi dan Misi

Identifikasi kompetensi

Crosscheck 360 Degrees

Competency Model

Tahap 1.Data Gathering & Preparation

Methods usually used for gathering competency data :

• Job Analysis – Job Requirements, List of tasks, Job Responsibility & Purpose, Relationship to other Job.

• Behavioral Event Interview – Captured specific evident that shows critical characteristics of top performer

• Critical Incident Observation

Tahap 1.

Tahap 2.Data Analysis

Competency Review

Competency Dictionary

Leveling Competency

Internal Consistency

Validity vs other jobs

Top Management meetings

1.Focus Group Discussion2.Validation exercise 3.Refine and redefine competency definition &

leveling if necessary4.Top management workshop to finalize

competency model and definition

Tahap 3.Validation

Competency Dictionary

Things to be considered for developing competency dictionary :

1. Definition2. Dimensions3. Proficiency levels or scales

Competency Dictionary

1. Definition• Description of behavior or skills or characteristics• Use reference of other competency dictionary• Benchmark with other typical industry

Competency Dictionary

2. Dimensions• Intensity or completeness of action• Size of impact• Complexity• Amount of effort

Competency Dictionary

3. Proficiency levels or scales (usually consist of 3 up to 7 levels)1.Exposed 2.Development 3.Proficient4.Mastery5.Expert disesuaikan / diterjemahkan ke dalam definisi kompetensi

Develop the ModelElements of a Good Model

Focuses on the critical differences of top performers -- not everything in the job or about the person

Simple structure -- 6 to 9 key competency clusters Uses language unique to the company and tied to core vision

and values Specific, observable indicators of the competencies that can be

reliably assessed Focuses attention, easy to remember, action-oriented

Validate, Finalize and Link to Applications

Ensure that the competencies fit the organization’s culture Gain commitment from top management Utilize focus groups and/or surveys to validate model Communicate the model to employees Link to HR applications

- Selection/Assessment- Performance Management- 360 Degree Feedback- Training & Development- Succession Planning- Pay

How Competency ?Konsep Kompetensi:

• Definisi dan levelling yang kurang spesifik mispersepsi/misinterpretasi.

• perilaku yang tampak dan tidak pada intensi / karakteristik yang mendorong perilaku (potensial).

• bersifat ideal dan tidak berdasarkan data kongkret sulit

How Competency ?

Penerapan Kompetensi• Minimnya Komitmen Top

Management.• Minimnya Sosialisasi tidak paham.• Dipandang sebagai program dari SDM• Kompetensi sulit berkembang

karakteristik yang sudah terbentuk• Pengukuran Kompetensi yang kurang

obyektif.

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