GENERAIC
COMPETENCIES &
COMPETECY MODEL
Prepared By:
Muhammad Anwar Arqam
READING
MATERIAL
• Chapters:
Part Two
• Book:
The Handbook of
Competency Mapping
• Author:
Seema Sanghi
LEARNING OBJECTIVES
• To Provide Generic Competency Dictionary
• To Provide Generic Competency Models
• To Provide Practical Cases
GENERIC COMPETENCIES
1. Adaptability 6. Decisiveness
2. Ambition 7. Delegating
3. Analytical Reasoning 8. Developing Others
4. Appraisal 9. Empathy
5. Compliance 10. Entrepreneurialism
11. Fact Finding 17. Innovation
12. Flexibility 18. Integrity
13. Following Through 19. Interpersonal
14. Influencing Sensitivity
15. Independence 20. Intuition*
16. Initiative/Creativity 21. Learning Ability
22. Listening 27. Personal Impact
23. Negotiating 28. Political &
24. Numerical Reasoning Organizational Awareness
25. Oral Communication 29. Prioritizing
26. Performance 30. Resilience
Orientation 31. Risk Taking
32. Self-Awareness 38. Time Management
33. Self-Confidence 39. Troubleshooting
34. Sociability 40. Vision
35. Strategic Planning 41. Vitality**
36. Teamwork 42. Written
37. Tenacity* Communication
1- CUSTOMER PARTNERSHIP
1- RELATIONSHIP MANAGEMENT
1. Negotiate Requirements 5. Use Formal & Informal
2. Manage Needs & Communication
Expectations 6. Build Respect & Trust
3. Build Effective Alliances 7. Follow-Up With
4. Maintain Personal Customers
Contacts 8. Focus On Long-Term
Relationships
2- BUSINESS FOCUS
1. Focus On Customer 5. Balance Technology &
Requirements Customer Requirement
2. Find Ways To Improve 6. Prioritize Business
Service Requirements
3. Understand Client’s 7. Stay Abreast* Of
Business Technology & Business
4. Consider Customer 8. Understand Policies &
Perspective Impact
2- TEAM COLLABORATION*
1- TEAM BUILDING
1. Inspire & Motivates To 5. Recognize Efforts &
Excel Results
2. Articulate** Vision & 6. Focus On Important
Purpose Elements
3. Ensure Role 7. Create Ownership Of
Understanding Projects
4. Delegate Responsibility 8. Promote Industrial
& Authority Accountability
2- ORGANIZATIONAL AWARENESS
1. Account For Impact On 5. Build Relationship
Others Network
2. Co-Ordinate With All 6. Include Relevant People
Groups
3. Straightforward About 7. Use Collaborative
All Issues Problem Solving
4. Communicate With All 8. Negotiate &
Parties Compromises
3- PROBLEM SOLVING SKILLS
1. Make Contingency* Decision Making
Plans 5. Help Manage Conflict
2. Encourage Group 6. Know When To Take
Participation Control
3. Help With Taking 7. Help Others
Responsibility Understanding Impact
4. Manage Teams’ 8. Use Group Facilitation
3- DEVELOPING PEOPLE
1- RESPECT OTHERS
1. Seek Solutions Not 5. Maintain Other’s Self-
Blame Esteem
2. Maintain Self-Control 6. Work With All
3. Be Sensitive To Other’s People/Levels
Needs 7. Listen To Obtain Input
4. Be Fair & Even Handed 8. Respect Ideas &
Contributions
2- ON JOB DEVELOPMENT (OJD/COACHING)
1. Improve Skills In Team 5. Be Open To Feedback
2. Use Cross-Training & 6. Use Mistakes For
Assignments Learning
3. Set Clear Objectives 7. Provide Feedback
4. Assess Employee Needs 8. Assess Skills For
Regularly Projects
4- TECHNICAL INTEGRITY
1- TECHNICAL EXPERTISE/COMMITMENT
1. Technologically Up-To- 5. Has Strong Grasp Of
Date Technology
2. Build In Testing 6. Put In Necessary Effort
Procedures 7. User-Friendly
3. Set Technology, Vision Communicator
Direction 8. Leverage/Optimize
4. Take Stand When Right Technology
2- PROJECT/QUALITY
MANAGEMENT
1. Accept Full 5. Juggle* Multiple
Responsibility Projects
2. Anticipates Problems 6. Stay On Goals
3. Communicate Project 7. Use Resources
Status To All Effectively
4. Break Projects Down 8. Drive Quality &
Standards
COMPETENCY MODEL FOR HR HEAD
1. Strategic Thinking
Behavioral Indicators
Knowledge Of HR Issues, Challenges
Knowledge Of HRM Practices, Strategies
Ability To Understand & Clearly Articulate
Implication & Impact Of HR Challenges
2. Business Acumen*
Behavioral Indicators
Knowledge Of Organization: Strategy, Programs,
Services, Environment
Ability To Understand & Clearly Articulate Direction,
Culture, Challenges, Priorities
Take Appropriate Action To Align Above Functions
With Strategy
3. Relationship Building & Networking
Behavioral Indicators
Ability To Develop & Maintain Critical Relationships
& Networks
That Contribute To Achievement Of Goals Of
Organization
4. Team Leadership & Development
Behavioral Indicators
Ability To Develop & Implement Strategies That
Build, Support & Enhance Team Morale & Productivity
As Well As Promote Positive & Co-Operative Work
Environment
5. Results Orientation
Behavioral Indicators
Ability To Develop & Maintain Effective
Performance Management & Accountability Systems
Ensuring Improved Client Service
Ability To Accurately Predict Emerging Issues &
Appropriately Manage Associated Risks Related To
Performance Management & Accountability Systems
6. Impact & Influence
Behavioral Indicators
Ability To Persuade, Convince, Influence Others To
Achieve Understanding & Reach Agreement
Ability To Develop & Maintain Open & Honest
Professional Relationships With Colleagues, Clients,
Stakeholders
Ability To Guide & Coach Diverse Group Of
Employees For Healthy, Productive, Respectful,
Safe Team & Work Environment
7. Communication
Behavioral Indicators
Clearly Convey & Receive Messages To Encourage
Input
Ability To Clearly & Accurately Articulate & Receive
Information To Capture Interest & Gain Support
8. Personal Effectiveness
Behavioral Indicators
Ability To Understand & Recognize One’s Own
Actions
Ability To Perform Under Normal & Stressful
Conditions
Ability To Take Steps To Ensure Healthy, Happy
Work Environment
9. Internal Customer Orientation
Behavioral Indicators
Ability To Conceptualize, Develop, Implement,
Evaluate Strategies, That Reflect Department’s
Strategic Plan & Meet Organization’s Needs
10. Human Resources Expertise
Behavioral Indicators
Knowledge Of HR Principles, Concepts, Strategies,
Current Trends & Issues
11. Change Leadership
Behavioral Indicators
Ability To Lead, Develop, Champion* Change
Building Employee & Departmental Support &
Commitment
Ability To Persuade & Convince Others To Gain
Support For Change
Providing Reasonable & Logical Options / Solutions
COMPETENCY MODEL FOR HR MANAGER
1. Internal Customer
Behavioral Indicators
Ability To Listen & Understand Needs &
Challenges
Work With Team To Resolve HR Problems & Issues
Knowledge Of Consulting Principles & Processes
2. Relationship Building
Behavioral Indicators
Ability To Build &
Maintain Professional
Relationships
Network To Support
Needs & Achieve
Organizational Goals
3. Job Knowledge Benefits
Behavioral Indicators Labor Relations
Knowledge Of: Team Building
HR Principles Performance, Conflict,
Change Management
Practices & Tools Relating
To: Organizational Design &
Development
Staffing, Compensation,
Knowledge Of: Design
HRM Practices Develop
Strategies Of: Deliver
Recruitment Evaluate HR Services
Support & Sustain Professional Consulting
Diverse Workforce Skills & Techniques
Ability To:
4. Knowledge of Government & Clients’ Business
Behavioral Indicators
Knowledge Of Department Strategy & Programs
Ability To Understand & Clearly Articulate Business
Direction, Culture, Challenges
Prioritize Organizational Needs & Align HR
Strategy To Business Needs
5. Teamwork
Behavioral Indicators
Ability To Develop & Build Positive & Professional
Climate To Enhance Team Morale & Co-Operation
6. Results Orientation
Behavioral Indicators
Ability To Plan, Prioritize, Organize & Follow Up Work
Projects & Tasks Ensuring Goals Accomplished Timely
7. Impact & Influence
Behavioral Indicators
Ability To Influence, Persuade & Gain Commitment
Of Colleagues To New Ideas & Objectives
8. Problem Solving
Behavioral Indicators
Ability To Analyze Ideas, Issues, Observations
Identify & Develop Variety Of Alternatives
9. Communication
Behavioral Indicators
Ability To Clearly Articulate & Present Information,
Ideas & Questions In Understandable Manner Verbally
& In Writing
Ability To Assess Behavior Of Individuals & Groups To
Take Appropriate Actions & Make Necessary Changes
10. Personal Effectiveness
Behavioral Indicators
Knowledge Of Own Strengths & Development Areas
Take Appropriate Action To Learn & Grow
Ability To Recognize Symptoms Of Stress In Self &
Others
Take Steps To Minimize Its Impacts On Individuals
Health & Organizational Well-Being
11. Flexibility
Behavioral Indicators: Ability To
Create Environment That Recognizes, Supports,
Respects Diversity Of Employees
Maintain Healthy, Productive, Respectful, Safe,
Discrimination Free Work Environment
Develop, Build, Maintain Open & Honest Work
Relationships Among Employees
Manage & Organize Multiple, Diverse Issues, Priorities
COMPETENCY MODEL FOR HR EXECUTIVE
1. Internal Customer
Behavioral Indicators: Ability To
Ask Probing Questions, Listen, Comprehend*,
Verbally & In Writing Responding Clients &
Colleagues Needs Timely
Provide Clear, Concise, Accurate Information To
Variety Of People In Formal & Informal Settings
2. Human Resource Expertise
Behavioral Indicators
Knowledge Of Relevant HR Practices
Ability To Understand, Apply HR Policies, Procedures
3. Teamwork
Behavioral Indicators
Ability To Develop & Maintain Positive Climate
Demonstrate Collaborative Work Relationships
4. Results Orientation
Behavioral Indicators: Ability To
Contribute Positive Work Environment
Achieve Goals, Ensuring Desired Outcomes Met Timely
Identify, Clarify, Analyze Relevant Client Concerns /
Problems
Provide Sound Options/Recommendations
Implement Practical Solutions Timely
5. Communication
Behavioral Indicators
Ability To Communicate Information & Ideas; Both
Verbally & In Writing
Ask Relevant Questions In Clear, Understandable
Manner
6. Personal Effectiveness
Behavioral Indicators
Knowledge Of Own Strengths; Areas For
Development;
Taking Appropriate Action To Learn & Grow
Ability To Recognize Symptoms Of Stress In Self
Take Steps To Minimize Its Micro & Macro Impacts
