identifying the skills, knowledge, attitudes and behavior's necessary to fulfil a task, job or career. All organizations need to be able to match the competency profiles of their people, to their business drivers and strategies. Types of skills listed in a competency profile depends on the job and the work environment.
JOB BASED COMPETENCY
PROFILING
A job competency model is a
comprehensive, behaviorally based job description that both potential and current employees and their managers can use to measure and manage performance and establish development plans. A job competency profile is designed to define a particular job's knowledge requirements, skills and expectations.
Job profiles help organizations ensure that
persons with the right knowledge, skills and abilities are matched with the right job offering. Well-defined profiles also aid in planning for fair and equitable compensation and employee performance management. There are various tools for conducting job profile assessments, job
analysis surveys, observations and bench-marking.
STEPS FOR JOB PROFILING
Conduct a job analysis
by
asking incumbents to complete a Position Information
Questionnaire (PIQ). Direct Observations
The primary goal is to gather from incumbents what
they feel are the key behaviors necessary to perform their respective jobs. Using the results of the job analysis, a competency based job description is developed. With a competency based job description, mapping the competencies can be done. The competencies of the respective job description become factors for assessment on the performance evaluation.
FUNCTIONAL COMPETENCY PROFILING
Functional competencies is a process of
identifying job-specific competencies that encourages high-performance, quality results for a given position. They are often technical or operational in nature (e.g., backing up an Oracle database is a functional competency), taking the form of specific skills, and are often managed at a workgroup level. Functional competencies can be applied to different roles and functions based on the functions maturity and requirement.
These competencies are rarely defined at an
enterprise level, but rather are created at the department level since they often take the form of specific skills (e.g., database administration) and are best managed at a group or functional level.
Functional competencies profiling consist of
three parts: a label, important job tasks, and the knowledge, skills, abilities, and personal characteristics necessary for successful job performance.
Functional Competencies for Administrative Support
Coordination of Work:Ability to follow instructions and standard work processes to perform routine tasks. Ability to determine when tasks are complete. Data and Document Collection:Ability to monitor, collect, record and organize data/documentation for academic, student and personnel/payroll records and reports. Office Administration:Knowledge of appropriate office practices and procedures. Ability to organize file, records and supplies, reconcile budgets and purchasing cards, prioritize work appropriately, order supplies and materials, and prepare correspondence to ensure the smooth operation of the office and timely completion of projects, processes and requests for service.
CORE COMPETENCY PROFILING
Core competencies describe the behaviors
that are key to the success of an organization. In a sense, core competencies define the skills and abilities that all employees must demonstrate in order to drive business results. Core competencies are directly aligned with and support the primary goals and strategies of the organization.
METHODS OF CORE COMPETENCY PROFILING
Core competencies are defined through the
Identification and observation of the organizations top performers. This will work for organizations that have very clear measures of success for performance and also for companies that have the needed performance data available. Values-based line- This means that definition of your core competency / competencies are done by getting tangible examples of your companys values. The most effective way to do this is by installing a champion / role-model that exemplifies all these values.
Strategic approach- Competency definition is
done by having the organizations mission and vision in mind. Thus, having a defined set of core competencies ensures that all employees in an organization are strategically aligned with the companys reason for existing; and they are also united in achieving its long-term goals.