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8/7/2019 cbm project
http://slidepdf.com/reader/full/cbm-project 1/23
COMPETENCY BASED MANAGEMENT
VJIM Page 1
Contents
OBJECTIVES OF THE STUDY: .................................................................................................................... 2
and aspirations of its employees and shareholders, in addition to discharging its social
obligations to the fullest.
Vasant Chemicals is now poised to take off as a manufacturer of Specialty & Performance
Chemical Products. The focus for the next decade will be to create Value for the Customers
by offering niche products and services while broadening the investor and employee base.
Vasant will continue to dedicate itself for “customer success” while adopting environment
friendly technologies to re-cycle, re-use and conserve the resources.
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BENEFITS OF USING COMPETENCYAPPROACH
There are some useful benefits of using competency approach for the company, managers, and
employees as well.
FOR THE COMPANY
Reinforce corporate strategy, culture, and vision.
Establish expectations for performance excellence, resulting in a Systematic approach to
professional development, improved job satisfaction, and better employee retention.
Increase the effectiveness of training and professional development programs by linking them
to the success criteria(i.e., behavioral standards of excellence).
Provide a common framework and language for discussing how to implement and
communicate key strategies.
Provide a common understanding of the scope and requirements of a specific role.
Provide common, organization-wide standards for career levels that enable employees
to move across business boundaries.
FOR MANAGERS:
Identify performance criteria to improve the accuracy and ease of the hiring and selection
process.
Provide more objective performance standards.
Clarify standards of excellence for easier communication of performance expectations to
direct reports.
Provide a clear foundation for dialogue to occur between the manager and employee
about performance, development, and career-related issues.
FOR EMPLOYEES:
Identify the success criteria (i.e., behavioral standards of performance excellence) required to
be successful in their role.
Support a more specific and objective assessment of their strengths and specify targeted areas
for professional development.
Provide development tools and methods for enhancing their skills.
Provide the basis for a more objective dialogue with their manager or team about
performance, development and career related issues.
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.
Five types of competency characteristics
Motives-
The thing a person consistently thinks about or wants that cause action. Motives “Derive and
Select.” Behavior towards certain actions or goals and away from others.
Eg: Achievement motivated people Consistently set challenging goals for themselves, take
personal responsibility for accomplishing them and use feedback to do better.
Trait-
Physical character and consistent response to situation or information
Eg: Reaction time and good eye sight and physical trait competencies of combating
pilots. Emotional self-control and initiative are more complex.“Consistent responses to
situations.” Some people don‟t “blow up” at other and do act “above and beyond the call of
duty” to solve under stress. These traits competencies are characteristics of successful
manager. Motives and competencies are intrinsic operant or self-starting “master traits” that
predicts what people will do on their jobs lon gterm without close supervision.
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Self-concept-
A person‟s attitude, values or self image.
Eg: Self confidence (a person‟s belief that he or she can be effective in almost any situation)
People‟s values are respondent or reactive motives that predict what he or she will do in the
short term and in situation where others are in charge. For e.g. some one who values being a
leader is more likely to exhibit leadership behavior if he or she is told a task or job will be “a
test of leadership ability” people who value being, “in management” but do not intrinsically
like or spontaneously think about influencing others at the motive level often attain
management position but then fail.
Knowledge-
Information a person has in specific content area. Eg: A surgeon‟s knowledge of nerves and
muscles in the human body.
Job descriptions are a basic tool in communicating to organizational members
The specific duties, responsibilities, and competencies that are required for successful
performance on the job both at job-entry and at full-performance level. By being a complete
description including competencies, the job description is a more useful tool for
communicating job duties to candidates, serving as a tangible guidepost for employees by
providing greater role clarity and a well defined level of performance expectation based on
competency proficiency levels made visible on the job description.
Recruitment
Using competencies in recruitment can be as simple as including a list and a brief description
of the required competencies in the job posting, providing important information to the
candidates both in terms of what the organization expects of its employees and
for candidates to self select for jobs that match their set of competencies based on self-
assessment.
Selection &Testing
It is important to ensure that those selected for a job meet not just the minimum technical
requirements, but also have the essential "soft skills" (e.g. relationship building, teamwork,communication, etc...) that are vital to sustain successful performance on the job overtime.
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Creating a competency-based interview question bank and developing competency-
based validated selection measures will enable an organization to better predict the success of
job candidates on the job.
Training &Development
A conceptualization of a competency is that it is observable, measurable, and can be learned
to achieve desired performance levels.
Hence, an assessment and evaluation of competency proficiency levels either during a
selection interview or as part of performance management process can be used to identify
appropriate developmental training opportunities necessary to achieve desired competency
proficiency levels.
Major tasks of the company
The major task of the company is to identify the competent employees and finding the
competence gap to achieve organizational goals.
JOB DESCRIPTION:
Possible competencies can be readily determined from well written job description. Job
description is a written statement of what a jobholder does, how it does, and why it is done.
Components of job description:
● Job title: it defines and designates the job properly. The department, division, etc. indicates
the name of the department. From the job title we can easily identified the basic competencies
needed for the job. For e.g. the designation computer operator.
We can identify that here a basic computer knowledge is the competency which a person
must require.
Responsibilities: it gives a comprehensive listing of the duties together with some
indication of the frequency of occurrence or percentage of time devoted to each major
duty. It is regarded as the heart of the job.
Authorities: it includes which are the authorities within the employee and how and
why he has to use for the betterment and development of the organization.
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Abilities: abilities refer to an individual‟s capacity to perform various tasks in the job.
It may be physical or intellectual. Both abilities are required for adequate job
performance depends on the ability requirement of the job.
Job knowledge and skills: knowledge and skills are the basic necessity of any job. Allthe jobs are defined in the form of Job Description which includes Job Responsibility
and authorities required to perform that particular job.
We analyzed the following basic information from the Job Description:
What level of knowledge do employees need to know and how is that skill acquired?
How should the employees process that knowledge and skill?
What is the scope of the responsibilities as far as decisions are concerned?
What is the flow of interpersonal communication?
What is the impact on results when employees make an error?
What are the control mechanisms to prevent error?
What is environmental level of stress and exposure on job?
METHODOLOGY:
Listing down the departments.
Listing down the positions of sectional heads.
Understanding functions of departments.
Understanding process of departments.
Understanding job responsibilities and authorities of employees.
Understanding the competencies skills required to individual employees.
Identifying the gap between the competence required and actual competence of the
employee.
Suggestions and recommendations for improvement
Methods of competency identification are used in identifying competence skills:
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Job description
The merits and demerits of job description are given below:
Advantage of job description:
Produces very complete job description useful for job design, compensation analysis,
and by inference, some competency analysis.
For e.g. specification of the technical tasks required in a job can be used to deduce
cognitive skills needed for the job.
Provides data to meet uniform guidelines on employee selection procedure
regulation which some interpret to require survey information on the frequency
and importance job tasks.
The basic knowledge, skills, ability and tasks need to be possessed by the middle management in a
production department
Knowledge
1. Raw materials, production processes, quality control, costs, and other techniques for
maximizing the effective manufacture and distribution of goods.
2. Business and management principles involved in strategic planning, resource
allocation, human resources modeling, leadership technique, production methods, and
coordination of people and resources.
3. Arithmetic, algebra, geometry, calculus, statistics, and their applications.
4. Machines and tools, including their designs, uses, repair, and maintenance.
5. Principles and methods for curriculum and training design, teaching and instruction
for individuals and groups, and the measurement of training effects.
6. Principles and procedures for personnel recruitment, selection, training, compensation
and benefits, labor relations and negotiation, and personnel information systems.
7. Structure and content of the English language including the meaning and spelling of
words, rules of composition, and grammar.
8. Principles and processes for providing customer and personal services. This includes
customer needs assessment, meeting quality standards for services, and evaluation of
customer satisfaction.
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9. Practical application of engineering science and technology. This includes applying
principles, techniques, procedures, and equipment to the design and production of
various goods and services.
Skills
1. Giving full attention to what other people are saying, taking time to understand the
points being made, asking questions as appropriate, and not interrupting at
inappropriate times.
2. Considering the relative costs and benefits of potential actions to choose the most
appropriate one.
3. Understanding written sentences and paragraphs in work related documents.
4. Using logic and reasoning to identify the strengths and weaknesses of alternative
solutions, conclusions or approaches to problems.
5. Motivating, developing, and directing people as they work, identifying the best people
for the job.
6. Monitoring/Assessing performance of yourself, other individuals, or organizations to
make improvements or take corrective action.
7. Adjusting actions in relation to others' actions.
8. Managing one's own time and the time of others.
9. Identifying complex problems and reviewing related information to develop and
evaluate options and implement solutions.
10. Talking to others to convey information effectively.
Ability
1. Listen to and understand information and ideas presented through spoken words and
sentences.
2. Communicate information and ideas in speaking so others will understand.
3. Read and understand information and ideas presented in writing.
4. Tell when something is wrong or is likely to go wrong. It does not involve solving the
problem, only recognizing there is a problem.
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5. Combine pieces of information to form general rules or conclusions (includes finding
a relationship among seemingly unrelated events).
6. Apply general rules to specific problems to produce answers that make sense.
7.
Speak clearly so others can understand you.8. Arrange things or actions in a certain order or pattern according to a specific rule or
set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical
operations).
9. Identify and understand the speech of another person.
10. See details at close range (within a few feet of the observer).
Tasks
1. Direct and coordinate production, processing, distribution, and marketing activities of
industrial organization.
2. Develop budgets and approve expenditures for supplies, materials, and human
resources, ensuring that materials, labor and equipment are used efficiently to meet
production targets.
3. Review processing schedules and production orders to make decisions concerning
inventory requirements, staffing requirements, work procedures, and duty
assignments, considering budgetary limitations and time constraints.
4. Review operations and confer with technical or administrative staff to resolve
production or processing problems.
5. Hire, train, evaluate, and discharge staff, and resolve personnel grievances.
6. Initiate and coordinate inventory and cost control programs.
7. Prepare and maintain production reports and personnel records.
8. Set and monitor product standards, examining samples of raw products or directing
testing during processing, to ensure finished products are of prescribed quality.
9. Develop and implement production tracking and quality control systems, analyzing
production, quality control, maintenance, and other operational reports, to detect
production problems.
10. Review plans and confer with research and support staff to develop new products and
processes.
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JOB DESCRIPTIONS
1. Department : Production
Designation : Operation executive
Responsibility:
Overseeing the production process, drawing up a production schedule.
Ensuring that planned efficiency and performance are met.
Ensuring that the production is cost effective.
Develop and track improvement.
Coordinate, set up and implement standard operating procedure for all production operations.
Making sure that the products are produced on time and are of good quality.
Manage the adherence to prescribed procedures to ensure first pass quality meets or exceeds
planned goals.
Working out the human and material resources needed.
Ensure prescribed line parameters are completed timely.
Drafting a timescale for the job.
Estimating costs and setting the quality standards.
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2. Department : Production
Position : Production Engineer
Responsibility:-
Supervises employees at different stages of product to ensure safety, quality and productivity.
Planning – including developing /maintaining a viable plan incorporating hiring, training,