How important Employee
Competency model for an organization SHRM
What is Competency?
Each and Every job has its limitation or volume to get it complete or done and person who is performing the job must have specific capacity or ability to undertake the job efficiently. Those ability or capacity that person should have to complete the job, so call as competencies.
(Mansfield, 1999) defines competency as "an underlying characteristic of a person that results in effective or superior performance".
(Rankin, 2002) describes competencies as "definitions of skills and behaviors that organizations expect their staff to practice in their works".
Competency model base HRM means, using employee skills and performance we called as competencies and managing to improve the success of human resource management process inside the organization. In a simple say it is the competency requirement of a Job. This is applying in various HR practices such as recruitments, talent management, training and performance evaluation.
(Amstrong, 2010) describe that “Competency-based HRM uses the notion of competency and the
results of competency analysis to inform and improve the processes of
recruitment and selection, employee development, performance management and
employee reward. It therefore has an important part to play in all the major HR
activities".
Basic type of competency
models
1.
Core Competency
The
basic skill requires by the employee to perform their duties like communication
skill and teamwork. The core competencies are differing according to the
organization goals, culture and values.
2.
Functional Competency
These
are the job specific skills and behaviors which are unique for each role need
to be practiced by the employees to become a top performer.
3.
Leadership Competency
This
includes leadership skills and behavior skills such as decision making which
require an employee to lead others.
How to develop effective
competency models
1. Gather background Information, and research required competencies to
perform each jobs.
2. Develop a draft competency model frame work, through information gathered about competency.
3. Gather feedback from subject experts, design and develop well suit competency model to company
4. Refine the Framework, add or delete competencies as appropriate
5. Validate the frame work, acceptance of target community of users.
What are the benefits of using a competency model to an Organisation HRM?
It’s sets the workforce performance aligns with organizational goals and strategies. Model will enable HR to have a good understanding of all employee abilities and skills and to develop more accurate HR techniques and training process for skill development towards the future skills may be needed. Further this will Provide a consistent and fair system of measurement for performance evaluation.
Conclusions
Competency model has become a technique use by HR people to describe the requirement of skill and knowledge to perform specific jobs and to be success. In a way this benefit the training process of the company by identifying the strength and weaknesses. It asses the competency requirement and performance available in the company and set business strategy to fulfill these gaps.
References
Armstrong, Michael;,
2006. A Handbook of Human Resource Managment Practice. 10th ed. London:
Kogan Page Limited.
Chouhan,
Vikram Singh; Srivastava, Sandeep;, 2014. Rasearchgate. [Online]
Available at: https://www.researchgate.net/publication/269791910_Understanding_Competencies_and_Competency_Modeling_-_A_Literature_Survey
[Accessed 13th August 2021].
Juneja, P.,
2021. Managmentstudyguide. [Online]
Available at: https://www.managementstudyguide.com/what-are-competencies.htm
[Accessed 13 August 2021].
KnowledgeHub,
2021. Valamis. [Online]
Available at: https://www.valamis.com/hub/competency-model
[Accessed 13 August 2021].
Professional
Development, 2013. Training Industry. [Online]
Available at: https://trainingindustry.com/wiki/professional-development/competency-model/
[Accessed 13th August 2021].
Improvement of competencies of of enployees directly impacted on efficiency and productivity. Hence having modern logic of development of competencies will always enhance the organizational performanes as well.
ReplyDeleteAgreed Oshadha, thanks for the comments
DeleteNice blog Sunith.
ReplyDeleteIn other words Competency management is the practice of clarifying skills required for an employee to achieve target performance in their specific role, then developing and maximizing those skills to best align with an organization's business strategy. Through your blog you have justified your conclusion.
Thanks Umemsh for your valuable comments and adding
DeleteNicely written Sunith, Competencies comprise the group of success aspects essential for realizing vital results in a precise job or work role in a specific organization. Competency denotes to the intellectual, managerial, social and emotional competency. Employees are benefitted for their competencies (Spencer & Spencer, 1993)
ReplyDeleteThanks Nadun, Thanks for the adding.
DeleteCompetency management is a strategic tool for HRM and which can drive organization towards a change. In addition, IT skills are critical to achieving success in organizations. The first step in competency based management is to determine the effectiveness of individual characteristics of the job.
ReplyDeleteThanks Rukmali, for the comments made.
DeleteGood article Sunith. I feel Competency management is important for both employees and managers. They must be updated with knowledge and skill from time to time which helps to perform better towards achieving organizational goals and targets efficiently.
ReplyDeleteThanks Gangani, Thanks for the comments..
DeleteInformative article Sunith, Thanks for sharing,
ReplyDeleteOrganizations with well-defined competence models have a greater chance of success in terms of performance. According to a Society for Human Resource Management (SHRM) competence study, 93 percent of 500 C-suite executives said that competency models were critical to their organization's performance achievement (Valamis, 2021).
Thanks Fayaz, Thanks for the comments.........
DeleteAgreed with you Sunith. Competencies are broader than job skills because they include both technical and soft skills such as knowledge, behaviors, and abilities. A competency model is a collection of competencies. A competency model serves two purposes. On one hand, it tells employees what is expected of them. On the other hand, it serves as a benchmark for success.
ReplyDeleteThanks Kanchana, for the comments also.........
DeleteHi Sunith, Employee competency, It is a great way to see their skills and knowledge, and to empower them to manage their career development. The more skills they acquire, the more valuable they will be to your organization. This will lead to increased job satisfaction and a higher level of retention in your organization. thanks for sharing.
ReplyDeleteThanks Thilina for commenting.........
DeleteHi Sunith, you have clearly explained everything. Competency models are used in a variety of HR operations to assist organizations achieve greater success and performance.
ReplyDeleteThank you for providing such an interesting toipc.
Excellent work, and best wishes for your next blog articles.
Thanks Praveen for the comments and whishes
DeleteHi sunith.Proficiency in the skills described in the SHRM Competency version helps the HR professional make contributions to her or his organization's fulfillment in a meaningful way. SHRM advanced the version to offer a clear knowledge of what makes an HR expert a success or where he or she wishes to develop in addition.
ReplyDeleteThanks Bhashitha for your adding
Delete