Competency Based Human Resource Management

The foundation of any company lies within its vision, mission, core values and strategy.

Vision represents what an organization’s future goals are, mission provides guidelines on what an organization is supposed to do, to reach this vision, and core values shape how to reach the what.

The Competency Based Human Resources Management is an approach that standardizes and integrates all HR activities based on competencies that support organizational goals.

Competencies are any observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviors needed for successful job performance.

From the competency framework, the main types of competencies are created, and they consist of core, functional and leadership competencies.

Core Competencies, are fundamental to the organizational success and are applied across the whole organization from the board of directors, and middle management, down to fresh graduates and juniors. These competencies decide how organizations want to shape their employees, the company’s image and its professional characteristics. They are one of the company’s strengths, competitive advantage and could affect its profitability and growth.

Functional Competencies are the Business’ Front Wheel Competencies, no vehicle can function or move forward without its front wheels; the same goes for business, no organization can perform without its Functional or its Job Specific Competencies. These competencies drive high performance and quality results for each function in the organization. It can be technical or non-technical knowledge, skills, and abilities required to fulfill job tasks, duties or responsibilities.

Leadership competencies are basically leadership skills and behaviors that contribute to superior performance, used to assess an individual’s ability and skills to be a leader. By using a competency-based approach to leadership, organizations can better identify and develop their next generation of leaders.

Finally, applying the Competency Based HRM in any organization is the most effective approach nowadays; as competencies act as an effective benchmark for measuring employees’ qualifications and suitability of filling a specific position.

Applying the approach across the organization, should lead to more fairness in evaluation, proper career development, improve hiring decision, increase operating effectiveness and most important to supporting the achievement of strategic and business goals.

Over the coming weeks, we’ll be tackling more Competency Based Applications

petency Based Applications

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Recruit and Evaluate

Talent Management is a vital practice in any firm, it refers to applying a management to hire and sustain talents. Yet, for Talent Management to actually happen, as a prerequisite “Recruitment” must take place.

Recruitment, in essence, is Talent Acquisition, Staffing, Hiring, or People resourcing; but what do all these terms actually mean? Well, simply put, it is “The process of attracting individuals on a timely basis, in sufficient numbers and selecting the most appropriate qualifications and characteristics required.” While this process may seem straightforward, it is not an easy one to undertake, it requires time, patience, resources and a skill for picking the matching criteria.

At JOBMASTER Human Capital Solutions, our recruitment of candidates begins with search for talents. This typically is conducted through a well-developed process, which starts with planning and forecasting demands, and ends with reviewing the entire process periodically. In between the initial and final steps, there is a lot of planning, aligning, analyzing, and strategizing, in order to yield
optimal results.

With that being said, the process of hiring candidates, will lack efficiency if there isn’t proper and continuous monitoring, through performance management systems. Constant evaluations and recordings of the candidates’ performance is a must.

There is immeasurable value that the Performance Management System process provides, including: analyzing the business and culture, designing the process accordingly, validating from HR and Top Management, and finally, implementation which is aligned with the organization’s policies. The Performance Management must be developed subsequent to the Recruitment, to ensure consistency of decisions and long term productivity.