Article 4. DEVELOPMENT OF COMPETENCY
INTRODUCTION
Dessler (2005)
defines competences as demonstrable characteristics of a person that enable
performance of a job. Desler’s definition is more relevant to work setting and
it consists characteristics of a person which proves his/her ability to perform
certain job. According to New Oxford thesaurus of English (2000) define capable
as competent. An individual needs a set of competencies in order to be
excellent on the job. It is a continues process where professionals build their
experience and knowledge to add value
to individual and collective activities. Individual and team competency
development is also more effective when the team is supported to facilitate
each other’s learning. This involves all staff members taking responsibility to
share their knowledge, engage in peer mentoring or coaching, and give each
other feedback. Although competencies may vary between job role, companies and
some are applicable in multiple industries.
TYPE OF
COMPETENCIES
Behavioral Competencies: Individual performance competencies are more
specific than organizational competencies and capabilities. It is the
employee’s ability to work effectively as a team member without conflicts and
disorders. As such it is important to define such competencies in a measurable
way in order to validate applicability and the degree of expertise.
Core Competencies: Core competencies differentiate an organization
from its competitors and create competitive advantage in the marketplace. The
unique capabilities, technologies, strategies or processes followed by organizations
are core competencies which provides strategic strength to the organization.
Functional competencies: Functional competencies are job specific competencies
that required to perform duties and responsibilities of a given job. Based on
the job complexity and level of responsibility and the experience of the role,
functional competencies assigned to a given job.
Management Competencies: Management competencies define as specific
attributes and capabilities that demonstrate a person’s management potential.
Management competencies can be learned and develop with proper training.
Positive thinking. Time management, stress management are some of the
management competencies.
Technical Competencies: Technical
competency identified as the knowledge and ability to apply certain technical
principals related to the job role assigned. They also include creative
thinking, developing innovative processes and systems and formulating policies
to facilitate smooth operation of the organization.
BUILDING
COMPETENCIES
Building
Competencies is an ongoing process. Focussing on strengths or working on
weaknesses, dropping limiting myths and humble enough to asking for help is
important to discover your competencies. This can happen in a targeted way or
casually during the work process. The methodology of competence building is a
structured approach to strengthen employee competencies. It involves various
steps and strategies.
There are 5
steps in competency development process.
1.
Purpose
First need to define what is the accomplishment of organization by
in-cooperating competencies into your job role. How you wish to use the
competency will be determine how the framework should be structured.
2.
Determine your approach and team
Focused group of employees or level of the group to be identified
and determine the competencies that need to develop in target group.
3.
Gather Competency Data
Main aspect of competency frame work is collecting evaluating and
analysing of competency data. To collect data several methods can be used such
as interviews, questionnaire and through observation as well.
4.
Build the frame work
Grouping and categorising competencies and validate them as
necessary. Select competencies which align with the company vision, mission and
values of the organization. Establish the metrics to determine whether the
competencies are effective.
5.
Implementation
Once completed the frame work, include the competencies to the job
description of employees and communicate the expectation to move forward.
ADVANTAGES OF DEVELOPING COMPETEENCIES
Improving Self Confidence - By knowing that yourself gain new competence or improving previously limited skills naturally boost your confidence. This encourages you to keep on learning and enhancing your knowledge. This results you to accept challenges and achieve given tasks.
Increasing Efficiency - Improving your current capabilities and being proficient in your tasks increase the efficiency. It involves completing work faster and accurately which leads to higher productivity.
Opportunity for career advancement - Once your superior observe that will consider you for promotions and more challenging assignments. It gives you opportunities to career advancement. Also you will consider for advance training and certification which will be your stepping stone for the ultimate career goal.
COMPETENCY DEMONSTRATION AT WORK PLACE
Once you develop competencies, it should be incorporated to your day today work in your organization. following are the examples of competencies which will required at your work place.
Problem Solving -
Competency in problem solving means your ability to define problem and find solutions for those problems. It requires your understanding of cause of issue, analytical skills and innovative ideas to find solutions or selection of potential alternatives. you can brainstorm solutions with youe team and implement most suitable plan.
Attention to Detail
This competency is important to increase the effectiveness of work and reduce the errors. when you are detail-oriented, automatically it will help to deliver error free work with expected quality.
Critical Thinking
Critical thinking is the ability to process data and analyze data in depth to make decisions. You obtain this through observation, experience and communication.
Leadership
Leadership competencies require active listening to your colleagues and show interest on their views. It help you to lead a team as they see your interest and have a better understanding of your expectations. You need to give positive feedback and ways to improvement while criticizing constructively.
Networking
Networking is the process of interacting with others and expanding connections within your industry. It helps you to exchange ideas and discuss potential improvements and find new trends in the marketplace. It develops friendship within the circle.
Team Work
Ability work in a team to achieve a common goal is an important competency in current context of any organization. It is beneficial as it encourages you to listen to your subordinates and superiors which help you in return to determine solutions for complex issues.
Conflict Management
This competence is crucial when leading a team. Ability manage conflict helps you to reduce tension and foster harmonious organizational culture. Unbiasedness, empathy and active listening may help resolve conflicts quickly.
CONCLUSION
Competencies
have been vital for skill building and competence-based approaches have
demonstrated their impact on business performance and organizational
effectiveness in current marketplace. Due to the constant change and rapid
evolving workplace demands, it is important to develop and adopt employee
skills and competencies to retain and sustain in the industry. The competence
development methodology enables people to continuously develop and understand
their potential and achive their career goals.
REFERENCES
Dr. Henarath
HDNP Opatha, (2016) Human Resource Management
Fayek and
Omar/International Journal of Architecture, Engineering and Construction 5
(2016) 185-206 retrieved from https://en.wikipedia.org/wiki/Competence_%28human_resources%29
The competency Framework by International
Atomic Energy Agency retrieved online https://www.iaea.org/sites/default/files/18/03/competency-framework.pdf
This article "Development of Competency" gives an in-depth look at the concept of competencies in the context of personal and professional growth. It provides useful insights into several types of skills, such as behavioral, core, functional, management, and technical competencies, emphasizing their importance in improving individual and collective performance. Good job
ReplyDeleteAgreed. competency development is a holistic process that encompasses various aspects of an individual's abilities. It's a journey that requires dedication, self-awareness, and a proactive approach to learning and growth.
ReplyDeleteI agree with the blog post that competence building is a continuous process that involves identifying strengths and weaknesses, overcoming limiting myths, and seeking help. It is important to have a clear purpose for competence building and to identify the organization's accomplishments in this area. The approach and team should also be carefully considered, and data should be gathered to ensure that the competencies are valid and effective. The framework should be built carefully, and implementation should be done in a way that ensures that competencies are incorporated into job descriptions and communicated to employees.
ReplyDeleteThe blog post does a good job of outlining the steps involved in competence building. However, I would add that it is also important to create a culture of continuous learning and development within the organization. This means providing employees with opportunities to learn new skills and to grow in their careers. It also means creating a supportive environment where employees feel comfortable asking for help when they need it.
The provided article on "Development of Competency" offers a comprehensive exploration of the competency concept concerning both personal and professional advancement. It delivers valuable perspectives on diverse skill categories, including behavioral, core, functional, management, and technical competencies, underscoring their significance in elevating personal and collective efficacy. Well done on delivering insightful content.
ReplyDeleteAgreed
ReplyDeleteThe knowledge, skills, abilities, and attitudes that support both individual and organizational success are referred to as competencies. Knowledge is knowledge that is acquired by experimentation, research, or experience. Applying knowledge or ability repeatedly leads to skill. Ability is the natural capacity to carry out actions or activities on the physical and mental levels. Behavior is an individual's visible response to a given situation. Depending on the role a person has and the demands of the business, a different competence level for each skill will be required.(National Institute of Health, n.d)
Absolutely, competencies are the cornerstone of skill building and enhancing organizational effectiveness. In today's dynamic workplace, the ability to develop and adapt skills and competencies is paramount for staying competitive and thriving in the industry. Competence development methodologies empower individuals to unlock their potential and reach their career aspirations. It's all about continuous growth and evolution. Well said!
ReplyDelete