| overview Once upon a time, not so very long ago, organizations based their
human resources decisions on such factors as employee longevity, brief performance
reviews, or sheer expediency. Today the move is toward measurable, competency-based HR
applications – those that objectively determine job requirements and the
qualifications of employees to meet them.
But while most organizations are eager to implement some
form of competency modeling and reporting (CMAR), many are struggling with the complex
process. The one-of-a-kind book/CD-ROM package will get you on the competency-based fast
track and keep you there. Based on field-tested practices, it shows how to construct and
troubleshoot an entire CMAR system.
Detailed guidelines and comprehensive worksheets, forms,
and checklists lead you step-by-step through every phase of the competency modeling and
reporting process. Whether you're working with a small design team or a global task force,
you’ll learn how to:
Define key terms so as to avoid misunderstandings that can derail your efforts later on.
Work through pivotal decisions that must be made at the start of the project, using the
Design Decision Checklist.
Make sure that no pertinent information is
overlooked when creating position competency models, using the Competency Source
Checklist.
Measure employee competencies accurately and reliably, using the author’s
skills-based assessment instrument.
Target subsequent training and development programs to remediate competency gaps.
Use competency assessments to coach and counsel employees toward better performance.
Build on your competency-based findings to improve recruitment, hiring, promotion, and
succession throughout the organization.
To give you a launching point and ease your progress, Effective
Competency Modeling & Reporting uses a working model that you can follow at each
step. The accompanying CD-ROM contains reference files that you can copy and adapt for
your own modeling and reporting – plus a full-function, limited-save version of Competency
Coach® for Windows, a hands-on program created by the author.
By loading these tools into your own desktop PC and
experimenting with them, you’ll discover the full power and flexibility of competency
modeling. And if you’re looking to develop your system on the Web or company
intranet, you’ll find the necessary concepts and examples here as well.
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book table of contents
1. Introduction to competency-based HR applications
Organizational vs. individual competencies
A quick history
of competency
Competencies and
the quality movement
Reengineering
and the “case worker”
Competency-based
applications
Experiences of
early adopters
Defining
competence
Defining
individual competencies
A competency
modeling vocabulary
Using the
definitions
Competency
Coach® definitions
Learning points
2. Initial design
decisions
Does the
organization really mean it?
Is the goal
quality or excellence?
Is the
development effort periodic or continuous?
Is assessment a
rolling process or a batch one?
Does the model
reflect what is or what should be?
What should the
expectations be for competency project time?
How will the
results be used by management?
What are the
desired outcomes for the organization?
What are the
desired outcomes for employees?
How will success
be measured?
What are the
desired deliverables?
Who
“owns” the process?
Which
workgroup(s) will be targeted in the project?
Who will be
involved in development?
Who will perform
the assessment and upon whom?
How are
assessment validated?
How is the
project going to be communicated to the organization?
Sample project
plan
Learning points
3. Sources of
competency information
Everything
is based upon processes
Categorizing
competencies
Using position
documentation
Using process
documentation
Using existing
documentation
Personnel
development resources
Using interviews
Using teams
Using
benchmarking
Using
established models
Learning points
4. Building competency
models
Size of a
competency model
Reviewing the
guidelines for a company
Organizing
competencies into hierarchies
Using an
existing competency model
Examples of
identifying competencies
A working model
of competencies
Learning points
5. Establishing job
standards
Who sets the
standards?
Consolidating
the model
Making the
“importance” decision
Choosing a
competency continuum
Yes/No examples:
Teaching skills
Five-point
example: Working model
Learning points
6. Developing the
assessment
Getting
started
A closer look at
assessment methodologies
Rules for
writing assessment line items
Validating the
results
Automating the
process
Assessment
examples
Learning points
7. Expanding the model
to other HR applications
The
employee cycle
Expanding to
other HR applications
The future: A
range of standards
Learning points
8. Automating CMAR
A pilot
implementation
Competency
Coach® implementation
Competency
Coach® sample reports
Learning points
9. Delivering
competency-based applications online
An online
example using the LIBRIX Open Learning System™
Application:
EmCare Performance Support System
Application:
Mallinckrodt Sales University
Application:
Anheuser-Busch Wholesaler Integraed Learning System
The future of
online applications
Learning Points
10. Competency application
resources
Associations/providers
Publishers
Competency-related software
Training
administration software
Survey software
Enterprise
resource planning software contacts
Learning points
Appendix
Competency
Coach® CD-ROM
Installation of
Competency Coach®
Competency Coach®
facts sheets
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