Developing Competency Models For Raw Data

Contents

Data recording Analyzing the data Content analysis of verbal expression Validating the competency models

Data Recording

Study identified jobs

Identify major categories of skills Identify probable competencies

Study identified jobs

This stage deals with the start up to a competency development process:

Identify exhaustive an set of job families in the organization eg: Accounting, brand management, production management, engineering & maintenance etc
Identify job roles within each job families Production management: production manager, works engineer, maintenance, stores in charge, product manager

Obtain role data in regard to each of the jobs Review the job roles for its clarity in regard to job purpose, objectives, key responsibilities, & critical success factors Review for inadequacies, if any, & improve upon the role profile form, to prepare it to be reviewed for competency mapping requirement Conduct a peer review exercise from one role incumbent to another

Identify major category skills

Each job has its minimum skill requirements to perform their role effectively

Determine skills required to perform a job effectively Assign weights to each of the skills on a 5 point scale, to establish relative importance Map the skills on an inter job family comparable basis Enable each job family & jobs within those job families to gain consistency These skills requirements are determined on a functional basis & managerial basis that would enable a role incumbent to perform his/her job

Consequently, has a set of critical or major skills & a set of supplementary skills. Supplementary skills would be a sub set of major skills to make the role incumbent performing the major skills Identification of such skill set, would establish a boundary within which competency should be defined Skills could be in some role profiles called as abilities, attributes etc.

Identify probable competencies

List the skills & evaluate which of them to be emphasized behaviourally Evaluate the relative important scores that have been given to each skill or skill sets

Add or eliminate skills that appear to overlap & may cause conceptual confusion
Clarify additional skills & reason for placing those skills

Relook at a profile now in particular role expectation section & evaluate whether it is reached the expectation

Evaluate the competency have been already mentioned. To study whether they are applicable or not & list all required skills
Probable competency analysis would enable the evaluator to determine, whether all required skills have been listed & defined. This act as a check point

Analyzing the data

Review list of probable competencies Construct competency definition Assign proficiency levels

Review list of probable competencies

The probable competency has now reviewed to check for any internal consistency, validity versus other jobs, exhaustiveness of competencies to fulfill objective & purpose The competencies are now finalized for each job. It has several process namely: top mgt meetings, focus groups, benchmarking, desired set of competency that are futuristic Identify & list meta competencies Have it agreed with mgt teams Perform workshops to communicate

Construct competency definition

Each competency is placed in an individual & multiple boxes with both job family & competency listed. The skill requirement for each of the said competency in each of the levels should be defined because it may differ from one job to another Each of the competency are now defined in the context of role profile Utilize the competency dictionary where required to ensure internal consistency

Assign proficiency levels

This is hard & difficult process involving the top management, focus groups, benchmark information on proficiency levels articulated by other comparable organization Mandate & iterative process to compare & cross-examine on definitions. This is to prevent an ambitious for a lower level of proficiency requirement Define what proficiency means to the organization, what use it be put to within the organization Define levels & differentiate between appraisal ranking & proficiency levels A higher level of competency is not required for each of the organization

Validating

Content validation session Reinforce proficiency of critical competencies Refine competency definitions, if necessary

Content validation session

Bring together an appropriate focus groups consisting of top mgt, cross-section of managers & typical role profile holders, validate the findings done in all the stages in regard to skills & competency profiled Conduct a validate exercise to check possibilities of implementation, time & the process involved to roll out through enterprise Define milestones Tabulate the learning process Evaluate the exercise whether it generated adequate data & information to progress competency

Reestablish the business case for implementing competency development process Run pilot workshops wherever necessary

Reinforce proficiency of critical competencies

Proficiency analysis & validation is essential is necessary it may cause considerable concentration to understand the job value, proficiency levels Illustrate with examples how proficiency levels are expressed, valued, & how they would used Handle insecurities & threat perception in the usage of proficiency levels Run pilot workshops where necessary

Refine competency definitions, if necessary

Focus on competency definitions. Refine them to absorb errors inaccurate conceptual clarity, lack of understanding, etc Apply writing skills in a simple way, capture the fundamental meaning & intend application of competency

Freeze upon definitions

Conduct a top mgt workshop & finalize definitions Run a pilot focus group, if necessary

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