Discovering Competencies

Albatha Consumer Group

Linking organizational objectives to personal performance

Course Objectives

At the end of the program participants will

Learn what are competencies and why are they important Identify your core competencies Develop core competency framework for Consumer Group

You have a good product, a good market share, good distribution.

How do you "raise the bar" and become truly great?

How will you standout in the market & differentiate yourself?

Competing for the future

What is a Competency?

A set of skills related knowledge and attributes that allow an individual to perform a task or an activity within a specific function or job

Competencies are things that an individual must demonstrate to be effective in a job, role, function, task, or duty.

Traits

Motives

A bundle of critical behaviors/actions that enables an organization to provide a particular benefit to customers

Competencies are based on

Knowledge - information accumulated in a particular area of expertise Skills- A person's ability to do something well Attitude - self-concept, values and self-image Motive - What drives someone's behavior in a particular area Traits - a general disposition to behave in certain ways; typical aspect
of a person's behavior

Iceberg effect

Time to Exercise!!!!

What does your company do?

What behaviors would support the above?

Competency framework is a useful tool that helps manage performance

Competency framework
Leadership Competencies

combines to produce people

Core Competencies

who are heard and have impact!

Technical / Job specific competencies

Functional Competencies

Competency framework is used for.

Competency framework is used as a standard unit of measurement for

Competencies
Career Planning

Core Competencies
Core competencies are "focus points" that funnel peoples skills and efforts to make a greater effect.

Core competencies
 Is an internal capability that is critical to the success of business.

 The goal of the core competencies is for individuals to be able to perform in a diverse number of positions throughout the organization.

 These are organizational competencies that all individuals are expected to possess.

Leadership Competencies

Core Competencies

Functional Competencies

Technical / Job specific competencies

Critical Success Behaviors

IDENTIFY YOUR CORE COMPETENCIES

Testing your core competencies.

Indentify those competencies that meet all of the following criteria: They make a significant contribution to customer perceived value or to the financial health of the organization.

They are unique or performed in a way that is substantially superior to your peers.

They are capable of being applied to new products and services.

These are your organizations core competencies

Components of a competency

   

Name of competency Description Behavioral Indicators Levels

Competency levels

The levels allow us to be quite specific in determining what is required for a given role or situation, allowing us to clearly focus our discussions and development efforts for the greatest improvement in performance.

Application levels of a competency?

Level 3 Expert Demonstrates high level of understanding of the particular competency to perform fully and independently related tasks. Frequently demonstrates application that indicates profound level of expertise Can perform advisor/ mentor role Work activities are carried out consistently with high quality standards with full EMPOWERED

Application levels of a competency?

Level 2 Proficient Demonstrates a sound level of understanding of the particular competency to adequately perform related tasks, practically without guidance but would need SUPPORT whenever needed Work activities are performed effectively within quality standards Level 1 - Knowledgeable Demonstrates average level of understanding of the particular competency Tasks or work activities are generally carried out with COACHING & GUIDANCE

Application levels of a competency?

Level 0 Negative behaviors/ Inadequate or incapable Does not display the behaviors that would support this competency Negative indicators related to the competency are observed Needs DIRECTION to satisfactorily perform related tasks Or Maybe a wrong fit for the job

Situational Leadership
+
SUPPORTING (S3)
SUPPORTIVE BEHAVIOR Praise, listen, and facilitate

COACHING (S2)
Direct and support

D4

High Competence High Commitment

D3

High Competence Variable Commitment

EMPOWERING (S4)
Turning over responsibility for decision-making

DIRECTING (S1)
Structure, control & supervise

D2

Some Competence Low Commitment Low Competence Low Commitment

D1

DIRECTIVE BEHAVIOR

Identify Leadership Competencies

Using the competency dictionary provided to you, choose Leadership competencies required for your organization to be successful. (maximum 4 for this exercise)

Identify Functional Competencies

Using the competency dictionary provided to you, choose one of the functions and suggest a set of competencies for them. (maximum 4 for this exercise) Indicate what level of the competency is relevant to that function Functions Finance Sales Manufacturing Administration Warehouse & Logistics

Identify Job Specific Competencies

Using the competency dictionary provided to you, choose one of the Jobs and suggest a set of competencies for them. (maximum 4 for this exercise) Indicate what level of the competency is relevant to that function Jobs Finance Manager Salesman Production Operator Merchandiser Receptionist Store keeper

Benefits of Competency frameworks

Thank You!

Developing Core Competencies

Management commitment- developing core competencies takes time Focus- define the competencies needed People with appropriate skills
Train current personnel Recruit personnel with needed skills

Integration of these skills

Usually a function of management

Institutionalize the activity through processes and procedures

Competency Framework in GE

Competency: Behaviors , functional skills and knowledge employees must have or must acquire to input into a situation in order to achieve high levels of performance

Competencies are based on

Knowledge - information accumulated in a particular area of expertise (e.g., accounting, selling, servicing, management) Skills- the demonstration of expertise (e.g., the ability to make effective presentations, or to negotiate successfully) Motive - recurrent thoughts driving behaviors (e.g., drive for achievement, affiliation) Attitude - self-concept, values and self-image (e.g., optimistic, obedient, courage, courteous, supportive) Traits - a general disposition to behave in certain ways (e.g., flexibility)

Why are core competencies important?

They are the skill sets your organization possesses that set it apart from its peers. They are what make your organization unique. They are sources of competitive advantage. They are the building blocks to future opportunities and earned income ventures.

Dangers
Incorrectly designed Not understood and communicated Designed for the present Lack of resources or system supporting employees to acquire the Competencies Inconsistency in implementation across the organization

Mission: To improve the quality of life for our people, customers and society.
ETHIC AL

Part One
Linking organizational objectives to personal performance