Competency Based Human Resource Management Systems

Syllabus

205HRM

Competency-Based Human Resource Management System

UNIT-1

Performance Management System: Introduction of PMS-Definition, Scope, Importance, Performance Planning – Individual Goal Setting, Linking Individual Goals to Organization Goals, Performance Coaching- Identification of Training Needs-Job Specification, Identify the Performance Gap, Training Specification, Choose Appropriate Training Module, Counselling for Better Performance, Feedback Mechanism in Organization.                                 

UNIT-2

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 Key Competency, Functional and Technical Competency, Leadership and Managerial Competency, Need for Competency Framework, Limitation and Learning from Competency Framework, Myth about Competency.                                                                                                         

UNIT-3

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.                           

UNIT-4

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.  

UNIT-5

Competency Driven Career and Culture: Role of Competency in Career Progression – Transactional Competency, Tradition Competency and Transformational Competency, Evaluation of Career through KSA (Knowledge, Skill, and Attitude) Competency-based Succession and Career Planning, Corporate Competency Driven Culture.