Competency Based HRM Pune mba Third Sem

Syllabus

Course Code: SE-HRM-01

Competency Based HRM

Unit 1: Introduction to Competency

Definition and History of Competency, Basic Components of Competency (Knowledge(K), Skill(S), Attitude(A)), Performance Vs Competency, Difference between Competence and Competency, Type of Competency- Generic Vs Specific/ Key Competency, Functional, behavioural, Emotional and Technical Competency, Leadership and Managerial Competency, Need for Competency Framework, Limitation and Learning from Competency Framework, Myth about Competency.    (7+2)

Unit 2: Competency Development & its Models

Need and Importance of Competency Development, Stages in Developing Competency Model, Types of Competency Model – Core/Generic, Job Specific, Managerial & Leadership, Custom, Development of Personnel Competency Framework – Lancaster Model of Competency, Application of Competency-Based HRM in HR functions.  (7+2)

Unit 3: Competency Mapping

Procedures/Steps-Determining Objectives and Scope, Clarifying Implementation Goals and Standards, Create an Action Plan, Define Competency-based Performance Effectiveness (Key Result Area (KRA) & Key Performance Indicators(KPI)), Tools for Data Collection, Data Analysis, Validating Competency Model, Mapping Future Jobs, and Single Incumbent Jobs, Using Competency Profile in HR Decisions, Mapping Competency for Recruitment and Selection, Training and Development, Performance and Compensation.                                                                                                                                     (7+2)

Unit 4: Competency Assessment

Meaning, purpose and Benefits, Steps in Competency Assessment – Measuring

and mapping competencies a. Behavioral Event Interviewing (BEI), b. Assessment centre c. Conducting and operating assessment centre d. Role of assessors in an assessment centre e. Designing tools in an assessment centre f. Integration of data , Report Writing and g. Feedback mechanism. Types of Assessments (ex. Assignments, Quizzes and Exams, Presentations and Group Work etc.)        (7+2)

Unit 5: Practical Applications and Trends

Data collection and use of data analytics for various HR practices, like performance data, employee surveys, and training evaluations for effective HR decisions. Emerging Trends in Competency-Based HRM- e. q. Ethical Considerations, Emotional Intelligence, Future of Work. Technology in HRM : HRIS and other technologies to support HR processes and improve efficiency.               (7+2)