HUMAN RESOURCE MANAGEMENT

Competency Based HRM

RITESH RANJAN
B.ARCH/15027/14
6th SEM
BIT MESRA,PATNA
DEFINITION
• Competency-based human resources planning serves as
a link between human resources management and the
overall strategic plan of an
organization. Competencies are defined as observable
abilities, skills, knowledge, motivations or traits defined in
terms of the behaviours needed for successful job
performance.
TYPES OF COMPETENCIES
• Organizational competencies
• Core competencies
• Technical competencies
• Behavioral competencies
• Functional competencies
• Management competencies
• Organizational competencies: The mission, vision, values, culture and core competencies of the
organization that sets the tone and/or context in which the work of the organization is carried out
• Core competencies: Capabilities and/or technical expertise unique to an organization, i.e. core
competencies differentiate an organization from its competition (e.g. the technologies, methodologies,
strategies or processes of the organization that create competitive advantage in the marketplace). An
organizational core competency is an organization’s strategic strength.
• Technical competencies: Depending on the position, both technical and performance capabilities should
be weighed carefully as employment decisions are made.
• Behavioral competencies: Individual performance competencies are more specific than organizational
competencies and capabilities. As such, it is important that they be defined in a measurable behavioral
context in order to validate applicability and the degree of expertise
• Functional competencies: Functional competencies are job-specific competencies that drive proven high-
performance, quality results for a given position. They are often technical or operational in nature
• Management competencies: Management competencies identify the specific attributes and capabilities
that illustrate an individual’s management potential. Unlike leadership characteristics, management
characteristics can be learned and developed with the proper training and resources. Competencies in this
category should demonstrate pertinent behaviors for effective management to be effective.
COMPETENCY
FRAMEWORK
A competency
framework effectively defines
role responsibilities and
organizational behaviors.
A competency framework is a
model that broadly defines
the blueprint for 'excellent'
performance within an
organization or sector.
Generally the framework will
consist of a number
of competencies, which can
be generically applied to a
broad number of roles within
the organization or sector.
BEHAVIOURAL COMPETENCY MODEL

Adaptability/Decisiveness
• Ability and confidence to vary between being flexible and holding firm on a decision,
depending on what the situation requires.
• Showing leadership by adjusting one's approach to the demands of a particular task by
taking and maintaining a position in a self-assured manner.

Initiative/Perseverance
• Ability to be willing to take action to address needs without being requested to do so.

• Staying on-task to completion, particularly in the face of obstacles or other trying

circumstances.
Interpersonal Skills
• Ability to work effectively with different people and teams of people by putting others at
ease.
• Acknowledging diverse opinions, addressing relevant concerns, minimizing conflict,
promoting harmony.
• Cooperating with others and working toward consensual solutions to achieve the group's
objectives.

Organizational Skills
• Ability to identify and set priorities, plan and effectively allocate appropriate resources.

• To attend to detail so that relevant issues are addressed and result in high-quality
outcomes.
Stress Management
• Ability to work well under pressure or opposition, while maintaining effectiveness and
self control in the midst of any one or combination of stressors, including emotional
strain, ambiguity, risk to self and fatigue.

Valuing Service and Diversity

• Ability to be sensitive to client and community needs and perceptions by providing
prompt, efficient and equitable service, involving clients and community in the
resolution of problems that affect them.