Competency-Based People Management
Competency-Based People Management
Competency-Based People Management
Competency
for Your
People
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Composed by : Yodhia Antariksa
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Contents
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Competency-based People
Management : A Framework
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People Management Framework
based on Competency
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Definition of Competency
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Definition of Competency
Skill
Job Attitude
Knowledge
Competency
Observable Behavior
Job Performance
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Competency and Job Description
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Types of Competency
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Competency Identification Process
Clarify
Generate
Organizational Competency
Competency
Strategy and Identification
Models
Context
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Examples of Competency
DEFINITION
Analysis/Problem Assessment—Securing relevant information and identifying key
issues and relationships from a base of information; relating and comparing data
from different sources; identifying cause-effect relationships.
KEY BEHAVIOR
• Identifying issues and problems—Recognizing major issues; identifying key facts,
trends, and issues; separating relevant from irrelevant data.
• Seeking information—Identifying/Recognizing information gaps or the need for
additional information; obtaining information by clearly describing what needs to be
known and the means to obtain it; questioning clearly and specifically to verify facts and
obtain the necessary information.
• Seeing relationships—Organizing information and data to identify/explain trends,
problems, and their causes; comparing, contrasting, and combining information; seeing
associations between seemingly independent problems or events to recognize trends,
problems, and possible cause-effect relationships.
• Performing data analysis—Organizing and manipulating quantitative data to
identify/explain trends, problems, and their causes. 11
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Key Characteristics of Successful
Implementation
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Key Characteristics of Successful
Implementation
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Career Planning Flow
Career Planning
System Career Path
Design
Analysis of Employees
Future Plan
Implementation of
Development Program
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Defining Career Path
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Defining Career Path
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CONCEPTUAL FRAMEWORK
Employee Organization
Career Needs Career Needs
Match?
• Assessment of the • Assessment of the
career type of the competency profile
employee required by the
• Assessment of the position
employee • Assessment of the
competency level organization’s need
(for example via of manpower
assessment center) planning
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CONCEPTUAL FRAMEWORK
Employee Organization
Career Needs Career Needs
Match?
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Competency-based
Training & Development
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Competency-based Training Framework
Competency
Training and
Assessment
Development
Program
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Competency Profile Per Position
Required Level
Position Required Competency 1 2 3 4 5
Communication Skills
Public Speaking
Training &
Leadership
Development
Manager Training Need Analysis
Material Development
Training Evaluation
Communication Skills
Interview Skills
Recruitment Analytical Thinking
Supervisor Understand Selection Tools
Teamwork
Customer Orientation
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Competency Profile Per Position
Managerial competency 1 2 3 4
Leadership Required Level
Actual Level
Achievement Orientation
Teamwork
Functional competency 1 2 3 4
Mechanical Engineering
Competency
Position Relevant Training Modules
Requirements
• Leadership I
SUPERVISOR Leadership
• Communication Skills I
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Training Matrix for Competency Development
Service Excellence
Building Productive
Motivation Training
Effective Leader 1
Effective Leader 2
Creative Problem
Communication
Training Title
Seminar Series
On Becoming
On Becoming
Achievement
for Customer
Management
Professional
Productive
Teamwork
Strategic
Solving
Series
Position Managerial Competency
Communication Skills V
Leadership V
Teamwork V
Supervisor
Achievement Orientation V
Customer Focus V
Job Functional Skills V
Communication Skills V
Leadership V
Teamwork V
Achievement Orientation V
Manager
Customer Focus V
Strategic Thinking V
Problem Solving & Decision Making V
Job Functional Skills V
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V = compulsory training 24
Competency-based
Performance Management
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Individual Performance Element
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Individual Performance Element
Overall Score
2. Competencies Score
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Element # 1 : Performance Results
No. Main Performance Target Target to be
Achieved
1 Conduct an assessment of the All employees submit their performance assessment form
employee's performance on time
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Element # 2 : Competencies
Competency : Collaboration
Basic Intermediate Advanced Expert
Actively listens, and clarifies Actively listens, and clarifies Actively listens, and clarifies Actively listens, and clarifies understanding where
understanding where required, in order understanding where required, in order understanding where required, in order required, in order to learn from others.
to learn from others. to learn from others. to learn from others.
Empathise with audience and Empathise with audience and Empathise with audience and Empathise with audience and formulates
formulates messages accordingly. formulates messages accordingly. formulates messages accordingly. messages accordingly.
Shares resources and information. Shares resources and information. Shares resources and information. Shares resources and information.
Responds promptly to other team Balances complementary strengths in Actively builds internal and external Builds internal and external networks and uses
members’ needs. teams and seeks diverse contributions networks. them to efficiently to create value.
and perspectives.
Involves teams in decisions that effect Uses cross functional teams to draw Uses cross functional teams to draw upon skills
them. upon skills and knowledge within and knowledge inside the organization.
organization.
Encourages co-operation rather than Builds and maintains relationships Drives and leads key relationship groups across
competition within the team and with key across The company. The company.
stakeholders.
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Recommended Further Readings
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The Right Destination for Smart people
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