building competencies bma presentation chandramowly
TRANSCRIPT
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Overview
• Competency - Business Linkage
• Strategy - Bifocal Challenges
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• Strategy - Bifocal Challenges
• What is Competency?
• Competency Modeling / Mapping-Benefits
• Competency Based HRM
Business Life Cycle
Growth Phase
Matured PhaseDecline
Phase
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Start Phase
Growth Phase
Renewal
Phase
Era of strategic initiatives
Focus onCurrent Market
ReadinessRe-engg
Re-structure
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Era of strategic initiativesMarket
Create Future
Opportu-nities
Organisation
PoliticalSocial
EconomicFactors
Industrial andTechnological
Factors
Global Competition
Local
Have inherent strength
to discriminateOthers?
Can you influenceand drive
Do you have a Shared Vision
and Values
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Local Leverages
Customer Imperatives
QualityCost
Delivery
and drive your Key
Executives?
Do you have a frameworkto measure
Performance?
2 challenges for Business Strategy
1. Competing with current
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1. Competing with current
market challenges.
2. Creating future markets
Defining the critical skills, behaviors and attributes that are essential for
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that are essential for ongoing and long-term organizational success.
David C. McClelland
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(1917-1998)
What Predicts
Success
in
Life or Job?
Research on ‘self – concept’
Three basic motivational needs of people
1. ACHIEVMENT
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1. ACHIEVMENT
2. AFFILICATION
3. POWER
Competency Based Culture
ContextContext Mission, Vision, Values, Strategy, Culture, Style, Structure
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ContentContent
ControlsControls
Structure
Procedure clarity, guidelines, Documentation, Performance Plan
Objective setting, alignment, feedback, perf-review, dev-opprty Counseling, coaching
SkillSkill
KnowledgeKnowledge
AttitudeAttitude
AttributesAttributes
ValuesValues
MotivesMotives
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MotivesMotives
Surface Personality
Easy to develop
East to Assess
Core Personality
Difficult to develop
Difficult to Assess
Competencies Behaviours
FF
TTAA
Products
ServicesResultsResults
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AA
Competency Practices -IBM
IBM’s local middle management database track of 20 years
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database track of 20 years merged with global database with 40,000 competencies world wide
Best Practices - UNILIVER
• Broader sweep for the past forty years creating 5 talent pools, stretching individual companies
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• Targets for personal development is given from day one.
• Those who show potential to move up are in ‘Development’ list – guided by 3 levels above.
Behavioural Indicators : Decision Making
• Organise and present ideas effectively
• Effectively participate in group discussions
• Prepare concise and logically written materials
• Listen carefully and respond to verbal and non-
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• Listen carefully and respond to verbal and non-verbal messages
• Respond appropriately to positive and negative feedback
• Debate issue without being abrasive to others
Competency Development
1. Know, aware of, acquire
2. Apply, check relevance
1. Develop an idea, concept, insight
Levels Development Stages
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2. Apply, check relevance
3. Reflect on actions and outcomes
4. Individual and collective transformation
5. More learning
2. Investigate idea, collect data
3. Figure, analyse & decide
4. Plan for action, set time
5. Act upon idea plan – apply
6. Transfer learning to others
Competency Enablers
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Change as opportunity
Judgment Managing uncertainty
Competency Enablers
Bigger, broader picture
Balance of contradictions
Process
Knowledge
Conceptualisation
Managing Competition
Managing Complexity
Managing
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Process
Diverse teamwork
Change as opportunity
Openness to surprises
Flexibility
Sensitivity
Judgment
Reflection
Managing adaptability
Managing Teams
Managing uncertainty
Managing learning
Competency Framework
• Org Structure
• Band matrix, career maps,Role profiles, level variation
• ST – LT Dev.
Plans
• Dev Plan
integration
• Analysis of
• M V V connection
• Strategy articulation
• Core competencies
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• Development Center
• Assessment criteria
• Assessment templates
• Analysis of
Assmt. Data
• Assessment
Technics
competencies
• Competency
Dictionary
• C-based People
processes
Strategy to Build Competencies
• Organisation – What knowledge? Strength?
• Vision – Be at top 2 and drop the product line
• Perspective of stake holders
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• Perspective of stake holders
• Evolve strategy, communicate, align systems
• What competencies needed to build specific situation? Define
• Articulate with BI Co – Jo – Be – Te competencies
• Evaluate – Measure - Reward
Why building Competency Model?
• Competency titles with definitions and BIs
• Able to recognise demonstrated competencies Develop
People Excellence -pipe line of talents
Research and experience of other organisations:
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• Link M V V S to executable critical objectives
• Aims at PMS - what is critical for success?
• Know what constitutes superior performance
• Set framework for continuous improvement
• Establish measures that makes a difference
Trends in Building Competencies
• New generation of Leadership Development
• Competency Models have become Global standards for people development
• All most all F500 companies use Competency
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• All most all F500 companies use Competency Model
• Most of of the Indian Companies have started adapting
• PCMM, ISO 9000 makes Competency based people development mandatory
What does it do for Organisation?
• Unifies framework among different People Processes
• Broad overview of the capabilities required to perform successfully within an orgn.
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perform successfully within an orgn.
• Solid foundation upon which various human capital programs can be based.
• Use of extensive experience in developing competency model tailored to the Organisation needs and goals
PersonPerson PurposePurpose
5 P Competency Model ©
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PerfectionPerfection
ProcessProcessPeoplePeople
© Chandramowly
PersonPerson PurposePurpose
5 P Dimensions
Who am I? Self knowledge -Management
My life roles and goals
Ensuring right track, 360dfb
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PerfectionPerfection
ProcessProcessPeoplePeople
© Chandramowly
How do I relate world? EI, Commn., Inspiring
PMS, BEI, Six PMS, BEI, Six sigma Corp. sigma Corp.
systemssystems
track, 360dfb
Learning log Cont.Imp
1. Employee job specification – broad banding
2. Average to superior – simpler level identification
3. Constant up gradation to win extl. challenges
4. Common language for people processes
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4. Common language for people processes
5. Employee career planning
6. Employee development
7. Moving up on the dual ladders
8. Training areas and budget
9. Competency dictionary and employee dev.
10. Target hiring - selection process
11. Model provides roadmap to organl. success
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12. Competency based P M S leverages dev.
13. Competency practices promote employee coaching
14. Leadership development through 360 DFB
15. Validates for ISO process requirements
Band 3
Band 2
Band 1 – GM/VP
Building Team Spirit
Composure
Decision Quality
Innovation Management
Motivating Subs. & Others
Dealing With Paradox
Learning on the Fly
Interpersonal Savvy
Perspective Range/Interests
Strategic Agility
Developing Subordinates
Broad
Banding
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Band 4
Band 5Functional/Technical Skills
Perseverance
Personal Learning
Planning
Total Quality Management
Action Oriented
Listening
Peer Relationships
Problem Solving
Results
Developing Subordinates
Conflict Management
Priority Setting
Process Management
Timely Decision making
Defining Levels of performance
1. Exposure
2. Development
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2. Development
3. Proficient
4. Master
5. Expert
Competency BARS of “Interpersonal Relations”
01 Perceives strengths, needs, challenges, and feelings of others.
Shows respect and tolerance for each; relates well to others, possesses good listening skills, and demonstrates trust, sensitivity, and mutual respect; recognizes the contributions diversity brings to job performance and creativity.
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02 Uses understanding based on listening and observation to anticipate and
prepare for others’ reactions.
03 Recognizes emotion-laden issues or situations and handles them with
sensitivity.
04 Understands and values diversity and different styles of perceiving,
learning, communicating, and operating.
Passage 4
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Passage 1
Passage 2
Passage 3
Source: The Leadership Pipeline by Ramcharan, Stephen Drotter & James Noel
Assessment of individuals on
key
Feedback toindividuals
Training /Development
planning
Implementationof training /Dev.plans
Feedback toindividuals
Reassessment
of
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key competencies
Analysisof training
effectiveness
Analysisof group results
Identificationof common
training needs
Developmentof trainingcurriculum
Implementation
of trainingcurriculum
of individual
Career Map
Level 2
Section
Head
Clusters
(Manufacturing)
Competency Framework
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Organisation
Competencies
Competency
Elements
CANDIDATE: INTERVIEWER: DATE:
APPROACHABILITY (3):
Is easy to approach and talk to; spends the extra effort to put others at ease;
can be warm, pleasant, and gracious; is sensitive to and patient with the
interpersonal anxieties of others; builds rapport well; is a good listener; is an
early knower getting informal and incomplete information in time to do
something about it.
SAMPLE QUESTIONS OBSERVATIONS
• What do you do to putpeople at ease?
• What do you do to putpeople as ease whenthey come to you with awork problem?
• How do you setboundaries so majorchunks of time aren'teaten away?
Attracts others without any effort ontheir partMakes others feel at ease quicklyOptimisticProtecting others' feelings, whetherhe/she agrees or notRevealing a lot of selfSharing information/feelingswillingly
COMPETENCYCOMPETENCY
INTERVIEW INTERVIEW
FORMFORM
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eaten away?
PROBES1. Can you give me more details?
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2. How did you handle it?
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3. Why did you choose that way/method/step?
� � � � � � � � � �4. What did you learn from .... ?
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5. Could you give me a few examples of how you've used or applied your learnings?
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RATING
� 1 (lower) � 2 � 3 (higher)
Spectator / Passive Reactive,
Always has Rehearsed
Answer,Won't Face Weaknesses,
Focus on Self
Player /
Participant,Initiating,Candid,Comfortab
le with Weaknesses,Focus on Others
BUSINESS VISIONBUSINESS VISION/ GOALS
Drives change strategy,Defines organizational needs, Provides model context to Mission
, Human
DRAFTCOMPETENCY
MODEL
List of Competencies, Human Values, Comprehensive Definitions for levels,Behavioral Indictors,
Dictionary
Individual Feedback
INTEGRATEDHRM
Selection: JD, BEIPMP: Measures, T&D: CurriculumDemand PredictionCareer Dev, SP,
Individual Feedback
Execute Actions and Implement Strategies
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OBJECTIVE
Develop Competency Model, Map across, aligning
HRS to enhance Organisational andPeople Effectiveness
AWARENESS
BEI
AWARENESSWORKSHOP
Awareness WorkshopFor Leaders and ManagersIntroductory Workshop
For cross section,Best Practices, Consultation &
BEI
PILOT - DATA
Pilot group / work unitStar Performers-
Success Factors, DATA main themes/patterns,Define competencies,
Draft model
Evaluate Results with Planning and Strategies
© Chandramowly