This seller has earned a 4 of 5 Stars rating from Biblio customers. First edition. This is an exhaustive reference for building organizational competency in order to meet challenges that exist in the present day work environment. This book, written by an eminent human resources specialist, contains very valuable material on competency, the competency mapping process, assessment centers as well as behavioral descriptions. It is a treasure chest of templates for assessments, interview questionnaires, metrics and more importantly concepts, that explain to a professional the know-how to integrate various HRM activities with a competency based system. The starting point of this book is that a competency development initiative must flow from the core business competencies.

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The Process of Competency Based Assessment The Process of Competency Based Assessment The increasing competition and changing business needs demand that the HR professionals responsible for the management of human resources of an organization upgrade and modify their roles and become strategic business partner and an important stakeholder in the growth of the organization.

This further translates into the fact that, all the HR strategies, processes and policies need to support the interim and future business objectives of an organization. Therefore, competency based human resource management was accepted and implemented by a large number of organizations. It addressed, this need of changing times where the technical know-how and expertise of one job was replaced by competencies which were more flexible, forward looking and developable to be used across the organization for more than one role.

When competency based assessment is adopted as a central strategy it is then further linked to the other HR processes of the organization like selection and hiring, performance management and learning and development. But, before implementing competency based assessment in the organization, it becomes important that the HR department does a comprehensive groundwork. Let us explore what are the critical considerations for the same: Assessing the feasibility of the process is important as it depends on the buy in and involvement of a large number of people and critical resources It is also important to assess the extent of desirability of people to be open and accepting to a new strategy or approach.

It becomes all the more important when the organizational culture has not been very performance oriented The exact goals to be achieved by the strategy needs to clearly understood and shared with all the people who would be affected by it An elaborate plan of how these goals shall be achieved and what role would the competency based assessment would play with a special emphasis on how people would be affected also needs to be shared While these may be a few important points, however, introducing a new strategy or approach in the organization which has a lasting impact on a large number of people is never easy.

Once the premise for competency based assessment is clearly established it becomes comparatively easier to initiate the change in other HR processes. The next step of the process then becomes identifying critical organization competencies, developing a framework and cascading the framework in the organization.

This is to ensure, that the employees are well aware of the competencies for different level with a clear understanding of desired behaviors to be displayed in their specific job roles.

The cascading of the competency framework can be done internally by the HR team members or external consultants can be called in to conduct workshops and seminars to introduce and promulgate the competency framework within the organization. Once the competency framework becomes known and is accepted by the employees, the next step becomes integrating it with the assessment processes used in the organization.


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McGraw Hill Publications – Competency Based HRM – By Dr. Ganesh Shermon



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