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Competency is the measure by which you evaluate the performance potential of employees. Competency indicates the quantum of skills, knowledge and behavioral traits in an employee that increases the probability of better performance in a task or assignment. Competency has substituted the term “skills”, reflecting recent HR thinking, where skills constitute only a portion of competency.
Competency in Web-I HRMP: Competency is made of competency classes, and each competency class consists of competency elements.
Competency class refers to any set of related competency elements that can be grouped under a single name. Knowledge, Skills and Behavioral Traits are some examples of competency classes.
Competency element refers to any unique, identifiable and ratable skill, knowledge or behavioral trait or a constituent element of any other competency class. Initiative, Negotiating Skills, etc., are examples of competency elements.
What you can carry out in the Create Competency activity: The “Create Competency“ activity enables you to define a competency. You can define a competency with a unique code and description. You can enter both a short as well as a long description of the competency for more clarity with regard to what the competency pertains to. You can decide whether the competency must consist of competency classes and elements or otherwise. If the competency you are defining need not consist of competency classes and elements, you can specify only the competency details. If the competency you are defining should consist of competency classes and elements, you are to define it accordingly. To complete the competency definition you need to:
Specify the competency definition unit. It is the organization unit in which the competency component is deployed. Other organization units can access the competency definitions from this organization unit for their use.
Assign a unique code to the competency.
Specify a short description of the competency. For example, if the competency pertains to ‘Skills’, you can specify the short description as ‘skls’ etc. Optionally, you can enter a long description also to make the competency description more clear. For example, if the competency pertains to skills for which you have entered the short description as ‘skls’, you can enter the long description as ‘Technical Skill pertaining to operating a compressor’ etc.
Specify the active/inactive status of the competency details. Note that if you inactivate the details, the competency will not be available for use in other activities.
Specify the minimum desired level of the competency. The proficiency levels of the employee in a competency can be rated on a numeric scale of 0-100, 0-120, 0-150 etc., based on the maximum value set in the process parameters during deployment. The minimum desired level you specify indicates the minimum extent to which the competency must be present in the employee.
Specify whether the competency is “trainable”. A competency that is expected to be inherent in employees, such as “Discipline”, which cannot be imparted through training to employees who do not possess it, is a non-trainable behavioral trait. A competency such as “Communication Skills” could be an example of a trainable skill.
Specify whether the competency is mapped or applicable to all employees in the organization units interacting with competency definition organization unit or otherwise. Example: If the competency is “Punctuality”, it is applicable to all the employees and can therefore be mapped to all the employees. If the competency is “Operating Compressor”, it must be mapped selectively to the required employees only, and not to all the employees.
Any additional comments about the competency.
If the competency you are defining should consist of a three-tier definition comprising competency elements, classes and competency, you can define it accordingly. This helps you to tailor the competency totally for your organization’s needs. To do so, you are to,
Identify the competency classes of which the competency will consist. You need to simply select the required competency classes from the predefined list of competency classes.
Assign weightage for each competency class. The system will convert the weightage to percentage, to indicate the proportion of this competency class in the competency.
For each identified competency class, select the competency elements of which it should consist. Note that you can select the required competency elements from the predefined competency elements.
Specify the minimum desired level and weightage of each constituent competency element. The system converts the weightage into percentage, to indicate the proportion of this competency element in the competency class.
Likewise you can define a given competency intuitively, by fine-tuning the weightage of the constituting competency classes and the competency elements. In effect, the complete profile of the competency depends on the weightage of each constituent competency class, and the minimum desired level and weightage of the various competency elements within each competency class.
Getting familiar with the pages inside
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Create Competency |
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Help on Competency Classes |
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Help on Competency Elements |
Definition of the competency structure to indicate if the competency should constitute competency classes & elements.
What you can do in this activity
Create and define a competency
Activate/Deactivate competency details.
Specify the minimum desired level of the competency.
Indicate if competency is trainable or otherwise.
Map competency classes to competency.
Map competency elements to competency.
Enter any additional comments pertaining the competency details.
You can define the competency with a unique code and specify a short description. Optionally, you can enter a more elaborate description also.
To define competency,
Go to “Create Competency” page.
Specify the details in the corresponding fields.
The system provides the flexibility of activating or deactivating the competency details whenever necessary. If the details are in active status, if means that they can be used in other activities. If you choose to deactivate the details, the competency will not be available for use in other activities.
To activate/deactivate the details:
Go to “Create Competency” page.
Select the “Inactive” check box to deactivate the details.
Note that blank check box indicates that the details are in active status.
The trainable nature of the competency indicates if the employees can be given training to improve their proficiency levels in the competency or otherwise. For example, if the competency is ‘Programming Skills’, you can indicate if it is trainable.
To indicate the trainable nature of the competency,
Go to “Create Competency” page.
Select the “Trainable” check box to indicate if the competency is trainable.
Note that a blank check box indicates that the competency is not trainable.
Minimum desired level indicates the minimum extent to which the employee should be proficient in the competency against a maximum value set in the process parameters during deployment. For example, if the competency is ‘Communication Skills’ and if the maximum value is set as 120 in the process parameters, you can indicate the minimum desired level as 35, 40 etc.
To specify the minimum desired level,
Go to “Create Competency” page.
Specify the value in the corresponding field.
Mapping competency classes to competency
The organization can exercise the choice of having a single level or three level competency structure. In the latter model, competency classes and elements can be mapped to competencies.
To map competency classes to competency
Go to “Create Competency” page.
Specify the value in the corresponding field.
Mapping competency elements to constituent competency classes
The organization can exercise the choice of having a single level or three level competency structure. In the latter model, competency classes and elements can be mapped to competencies.
To map competency elements to competency classes constituting the competency
Go to “Create Competency” page.
Specify the value in the corresponding field.
Specifying additional comments
You can enter any additional comments with regard to the details.
Go to “Create Competency” page.
Enter the comments in the corresponding field.