HUMAN RESOURCE

MANAGEMENT
Competency Based HRM

RITESH RANJAN
B.ARCH/15027/14
6th SEM
BIT MESRA,PATNA
DEFINITION
• Competency-based human resources planning
serves as a link between human resources
management and the overall strategic plan of an
organization. Competencies are defined as
observable abilities, skills, knowledge, motivations or
traits defined in terms of the behaviours needed for
successful job performance.
TYPES OF COMPETENCIES
• Organizational competencies
• Core competencies
• Technical competencies
• Behavioral competencies
• Functional competencies
• Management competencies
• Organizational competencies: The mission, vision, values, culture and core competencies of the
organization that sets the tone and/or context in which the work of the organization is carried out 
• Core competencies: Capabilities and/or technical expertise unique to an organization, i.e. core
competencies differentiate an organization from its competition (e.g. the technologies, methodologies,
strategies or processes of the organization that create competitive advantage in the marketplace). An
organizational core competency is an organization’s strategic strength.
• Technical competencies: Depending on the position, both technical and performance capabilities
should be weighed carefully as employment decisions are made.
• Behavioral competencies: Individual performance competencies are more specific than
organizational competencies and capabilities. As such, it is important that they be defined in a measurable
behavioral context in order to validate applicability and the degree of expertise
• Functional competencies: Functional competencies are job-specific competencies that drive proven
high-performance, quality results for a given position. They are often technical or operational in nature
• Management competencies: Management competencies identify the specific attributes and
capabilities that illustrate an individual’s management potential. Unlike leadership characteristics,
management characteristics can be learned and developed with the proper training and resources.
Competencies in this category should demonstrate pertinent behaviors for effective management to be
effective.
COMPETENCY
FRAMEWORK
A competency
framework effectively
defines role responsibilities
and organizational
behaviors. A competency
framework is a model that
broadly defines the blueprint
for 'excellent' performance
within an organization or
sector. Generally
the framework will consist
of a number
of competencies, which
can be generically applied to
a broad number of roles
BEHAVIOURAL COMPETENCY MODEL

 Adaptability/Decisiveness
• Ability and confidence to vary between being flexible and holding firm on a decision,
depending on what the situation requires.
• Showing leadership by adjusting one's approach to the demands of a particular task
by taking and maintaining a position in a self-assured manner.

Initiative/Perseverance
• Ability to be willing to take action to address needs without being requested to do so.

• Staying on-task to completion, particularly in the face of obstacles or other trying

circumstances.
Interpersonal Skills
• Ability to work effectively with different people and teams of people by putting others
at ease.
• Acknowledging diverse opinions, addressing relevant concerns, minimizing conflict,
promoting harmony.
• Cooperating with others and working toward consensual solutions to achieve the
group's objectives.

Organizational Skills
• Ability to identify and set priorities, plan and effectively allocate appropriate resources.

• To attend to detail so that relevant issues are addressed and result in high-quality
outcomes.
Stress Management
• Ability to work well under pressure or opposition, while maintaining effectiveness
and self control in the midst of any one or combination of stressors, including
emotional strain, ambiguity, risk to self and fatigue.

Valuing Service and Diversity

• Ability to be sensitive to client and community needs and perceptions by providing
prompt, efficient and equitable service, involving clients and community in the
resolution of problems that affect them.