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The Rise Of Competency Based Hr Management

By Author: Krishna Yerra
Total Articles: 32

The rise of Competency based HR Management
Competency is the mixture of abilities, skills and knowledge that makes a person or an organization to work effectively on a job or a goal. When applied to Human Resources department competency based HR planning can act as a link between HR management and overall strategic planning of an organization. Competency model is helpful in translating the strategic vision and goals of the organization into observable and measurable quantities, which the employees must display.
A common framework of competencies should have the means for combining all the HR aspects, so employees can be selected, evaluated, improved, promoted and rewarded based on the competencies each individual carry or displays during the job. By doing this, organizations are giving chances to employees to take charge of their individual career, self-development, self-evaluating and improving.
HOW TO GO ABOUT IT?
Planning for Competency model
It requires great effort and commitment to implement full fledged and integrated competency based HR management in the organisation. The elements and parameters should be selected with utmost care; including, but not limited to, abilities, skills and knowledge an employee is carrying, as well as, how organisation can implement these for mutual benefits.
Developing the business need
For implementing the competency based HR management there should be compelling need and willingness to bring and accept the change in the organisation. The initiative should come from the top leaders itself. More importantly, it should be clearly explained to the employees how it will be helpful for them in the present job and future endeavors.
Developing the strategy
Once the organization has identified the business need, it will be in a position to define the exact approach for developing and implementing competency models. Parameters defining Competency model may vary for each employee, each business vertical and even each organisation. No single method can effectively support all the components of HR management. The challenge is to decide at what level the competencies should be decided. The answer depends on how the organizations use their competency.
Direct and effective Communication
Communication is the important factor in all the stages of planning, implementing and development process. Stakeholders should promote the values and benefits of the competency based initiative and at the same time have to make sure that competencies are reflecting what they are expecting from the organization.
MOST COMMON DRAWBACKS
● No noticeable change seen among senior leaders
● Resistance to change by employees
● Losing momentum and changing priorities
● Inadequate managers, trainers, supervisors, employees and HR department.
● Non-supportive Infrastructure
● Inadequate talent
● Not implementing in the right way
● Competencies are too complicated to understand
An online candidate tracking software is also a part of the change in technology as defined in the Competency model. However, it is most easiest tool to understand and is focused primarily to enhance the skills of recruiters and HRs on the floor.

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