Competency Based HRM Applications

The more standardized the work is, the more easy and efficient the flow goes. Imagine dividing each job into technical and non-technical requirements and summarizing them into a list of competencies, to be your benchmark for any HR Application.

At JOBMASTER Human Capital Solutions, Competency Model is applied across all functions, beside the efficiency of working by a standardized competency framework; it also ensures consistency and fairness among employees.

The most frequent competency based applications are; Selection and Hiring, Performance Management, Succession Planning and Assessment Centers.

In Selection and Hiring: Every organization needs to ensure its hiring the suitable candidates and in the right positions, traditional interviews nowadays are a low prediction indicator for the candidate’s future job performance; conducting a systematic behavioral interviews; like Competency Behavioral Interviews (CBIs) are proved one of the most effective recruitment approaches to evaluate the candidate’s qualifications.

In Performance Management: When trying a new restaurant, every person has his/her own evaluating factors for the place; some care about the food, some about the theme and architecture while others look for the good service and staff. The main point is that everyone has his own evaluating scale, to measure any performance.

That’s how Performance Management works inside any organization; each department has its own functional competencies, from these competencies; KPI’s (Key Performance Indicators) are created, to measure the actual performance of employees upon them.

In Assessment Centers: set of simulation exercises are designed and conducted to measure individual competencies, which is required for the organization’s success. People Assessment is mostly used for either; decisions or development.

In Succession Planning: Competencies required for key positions, matching pool of talents with key positions and development plan needed to achieve required competencies.

The more the business grows the more complicated its applications get, being able to select & evaluate with standardized benchmarks will encourage better performance, and align employees to work towards a well communicated organizational objective through a clear cascaded strategy.

Advertisements

10 Reasons Why you should work in a Competency Based Organization

1) Fairness in performance evaluation

Based on competencies required from each role, key performance indicators are generated; to support a more specific objective assessment for strengths and target areas for development

 2) Outlines employee and career development

Providing development tools for enhancing employees’ skills and training milestones are recorded and acknowledged by the organization, organization ensures funding training activities that are goal-oriented and productive

3) Role clarification that leads to more employee involvement and empowerment

Each role has its detailed description, that entails the competencies required, understanding your job well; encourages you to work better and be more empowered

4) Proper promotional paths within the organization

Identify success criteria and performance excellence required to be successful in each role, and constantly ensure professional development and succession planning across all organization

5) Sets clear performance expectations for employees

Clarifies job standards required; to be successful in a specific role, and out of functional competencies, a reference resource should be offered for all the day-to-day requirements

6) Translates the organization’s vision and values into expected employee behavior

Core competencies are elicited from the company’s vision and strategy to shape the behaviors of all the employees, out of the core competencies, all employees should have an expected behavior reflecting the company’s values

7) Improves the overall organizational performance

As each employee knows what is required from him/her precisely, and on what scale they will be evaluated; employees should be more productive and accountable, that will gradually create work efficiencies and professionalism

8) Provides a mechanism for the recognition of employees’ abilities

Records the employee’s acquisition of the skills, knowledge, and other behaviors relating to each task, documenting any evidence for positive attitudes in the employee’s performance evaluation form

9) Improves communication between employee and management

Now there is a commonly used language inside the organization called “Competencies” employees and managers are being able to effectively interact in terms of competencies required from each job; enabling them to make better decisions and work more effectively

10) Increases the potential for job satisfaction

Fair evaluation, clarified roles, better communication and recognition of employee abilities; all these are enough factors to increase job satisfaction