Developing

Competency
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com

Definition of Competency

A combination of skills, job

attitude, and knowledge which is
reflected in job behavior that
can be observed, measured and
evaluated.

Competency is a determining
factor for successful
performance

The focus of competency is

behavior which is an
application of skills, job attitude
and knowledge.

Compete
ncy

People Management
Framework based on
Competency

The
competency
framework
will be the

Competency based people Strategy

Recruitment &
Selection

BUSINESS
STRATEGY

Training &
Development

Performance
Management

COMPETENCY
FRAMEWORK

Reward
Management

Career
Management

BUSINESS
RESULTS

basis for all

people
functions
and serve
as the
"linkage"
between
individual
performanc
e and
business

Why?
History
Dates back to the late 1960s and early 1970s.
Social psychologists originally interested in
personality traits but found low correlation with
actual job performance.
Academic aptitude and knowledge content did not
predict job performance or success.
Competency variables were predicting job
performance and were not bias to specific groups.
1980s -- performance management and 360
degree feedback.
Late 1980s and 1990s -- alignment, assessment,
change management, and rewards

Why
Competencies?
Structure and communicate the realignment of
key organizational roles
Raise the bar on performance
Provide clear expectations and stable measures of
success
Offer an integrating vehicle for HC initiatives,
practices and tools
Provide a more focused method for selection,
development, performance management,
rewards, etc.
5

Iceberg Model of
Competency
Skill
Knowledg
Surface most
e

Melakukan tugas-tugas fisik atau

mental
Informasi / ilmu yang dimiliki
tentang area yang spesifik.

easily to develop

Self-Concept
Core
Personality
most difficult to
develop

Trait
Motive

Sikap, nilai-nilai, atau self-image

Karakteristik fisik & respon yg
konsisten terhadap
situasi/informasi
Hal yg mendorong dan
mengarahkan utk melakukan
sesuatu

CORE

LEADERSHIP/
MANAGERIAL

SPECIFIC

2/21/15

niken wulandari

Our Approach
Business Strategy

Vision Mission Values Competitive Strategy

HR Strategy

Culture People Organization Process Technology

Competency Modeling
Organizational Team/Process

Role/Job

Competency-Based
Competency-BasedHR
HRPrograms
Programs
Assessment
Assessment

Recruiting,
Recruiting,
Selection,
Selection,
Deployment
Deployment

Development
Development
&
&
Training
Training

Performance
Performance
Management
Management

Rewards
Rewards

Model of Competency
Core/Organizational Competencies
Required for excellent performance across all levels and functions

Leadership and Process Competencies

Success factors that differentiate performance across levels or functions
(e.g. First-Level, Middle, Executive)

Function-Specific Competencies
Success factors that distinguish functional groups

Finance

Human Resources

Information Systems

Marketing

Customer Service

Legal

Sales

Purchasing

What Are
Competencies?

Example Core Competency:

Competenc Results/ Quality Orientation

y:
Definition: Drives to complete work product within

Behaviors:

deadlines and within performance

standards to achieve superior value for the
business.

Sets high standards for the quality of own

and others work.
Adopts or develops techniques for quality
assurance and organizational excellence
Anticipates problems that may interfere
with the quality of results or goal
achievement and develops possible ways
of overcoming them.
Holds people responsible for checking the
accuracy of their work and the work of

What Are
Competencies?
Example Leadership
Competency:

Competenc Developing People

y:
Definition: Champions continuous learning,

Behaviors:

recognizes employee development needs

and opportunities, provides on-going
feedback and coaching.

Recognizes and rewards

accomplishments within the
organization.
Provides challenging and stretching
assignments globally for employees.

What Are
Competencies?
Example Function-Specific
Competency:

Competenc Financial Analysis/ Planning

y:
Definition: Uses key financial information to evaluate

Behaviors:

and select optimal solutions for the

company and identifies financial problems
and opportunities.
Provides timely and accurate data for
financial planning/ analysis.
Uses standards business and financial
analysis instruments and tools in
planning.
Analyzes and solves complex financial
transactions and problems.

Tahap 1.
Data Gathering
& Preparation

Tahap 2.
Data
Analysis

Tahap 3.
Validation

Develop Competency
Model

Develop Competency Model (contd)

Tahap 1.
Data Gathering
& Preparation
Data required

Competency

Companys Vision, Mission, Goals

& Strategic Planning

Core Competencies

Job-related information (Job Spec. Leadership Competencies

Job Desc.); Decision making role
& authority process troughout the
company; Organization Chart
Job-related information; Org-chart

Specific / Distinguished
Competencies

Pelajari + Pilah Data

Tahap 1.
Data Gathering
& Preparation

Job Desc. & Job Spec

Identifikasi kompetensi
Crosscheck
Competency Model

Visi dan Misi

360 Degrees

Tahap 1.

Methods usually used for

gathering competency
data :
Job Analysis Job
Requirements, List of
tasks, Job Responsibility &
Purpose, Relationship to
other Job.
Behavioral Event
Interview Captured
specific evident that
shows critical

Tahap 2.
Data
Analysis
Internal Consistency

Competency Review

Competency Dictionary

Leveling Competency

Validity vs other jobs

Top Management
meetings

Tahap 3.
Validation

1.Focus Group Discussion

2.Validation exercise
3.Refine and redefine competency
definition & leveling if necessary
4.Top management workshop to
finalize competency model and
definition

Competency Dictionary
Things to be considered for developing
competency dictionary :
1. Definition
2. Dimensions
3. Proficiency levels or scales

Competency Dictionary

1. Definition
Description of behavior or skills or
characteristics
Use reference of other competency
dictionary
Benchmark with other typical industry

Competency Dictionary
2. Dimensions
Intensity or completeness of
action
Size of impact
Complexity
Amount of effort

Competency Dictionary
3. Proficiency levels or
scales
(usually consist of 3 up to 7 levels)
1.Exposed
2.Development
3.Proficient
4.Mastery
5.Expert
disesuaikan / diterjemahkan ke
dalam definisi kompetensi

Develop the Model

Elements of a Good Model
Focuses on the critical differences of top
performers -- not everything in the job or about
the person
Simple structure -- 6 to 9 key competency clusters
Uses language unique to the company and tied to
core vision and values
Specific, observable indicators of the
competencies that can be reliably assessed
Focuses attention, easy to remember, actionoriented

Validate, Finalize and Link to

Applications
Ensure that the competencies fit the organizations
culture
Gain commitment from top management
Utilize focus groups and/or surveys to validate
model
Communicate the model to employees
Link to HR applications

Selection/Assessment
Performance Management
360 Degree Feedback
Training & Development
Succession Planning
Pay

How Competency
?
Konsep Kompetensi:
Definisi dan levelling yang
kurang spesifik
mispersepsi/misinterpretasi.
perilaku yang tampak dan tidak
pada intensi / karakteristik yang
mendorong perilaku (potensial).
bersifat ideal dan tidak
berdasarkan data kongkret
sulit

How Competency
?
Penerapan Kompetensi
Minimnya Komitmen Top
Management.
Minimnya Sosialisasi tidak
paham.
Dipandang sebagai program dari
SDM
Kompetensi sulit berkembang
karakteristik yang sudah terbentuk
Pengukuran Kompetensi yang
kurang obyektif.

BERKARYA untuk

1 NDONESIA