COMPETENCY

MERY CITRA SONDARI

THE OUTLINEMery Citra.S,SE.,MSi 18 Juni 2013

• Basic Concept of Competency• Competency Model• Competency Framework• Competency-based HRM

Asal muasal Kompetensi

• Dipengaruhi penelitian David Mclelland

“Testing for Competence Rather Than

Intelligence”, American Psychologist, 1973

• Kompetensi adalah alat untuk memperkirakan

kinerja sebagai ganti dari tes kemampuan kognitif

yang sering kali bias

• Karakteristik yang membedakan antara kinerja rata-

rata dengan kinerja superior

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Pengertian Kompetensi• Menurut ILO

“Competency is real,proved ability”

• Menurut Jon Carr, Cyndi Gaudet, & Heather Annulis

dari The University of Southern Mississippi

“an individual's demonstrated knowledge, skills, or

abilities (KSAs) performed to a specific standard.

Competencies are observable, behavioral acts that

require a combination of KSA's to execute “4

Dari pengertian di atas, maka:• Kompetensi itu harus ditunjukkan/dibuktikan,

bisa dilihat dari perilaku kerja

• Konsep Kompetensi merevisi konsep KSAO’s

(Knowledge, Skill, Ability and Other

Characteristics). Kompetensi bukan K-S-A-O

secara terpisah, melainkan “blended”

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Contoh kompetensi• Developing a training module is also a

competency. This competency would be composed of several KSAs such as knowledge of adult learning principles, knowledge of instructional design principles, skill in analyzing a job to identify training needs, and ability to communicate.

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A Competency is an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior performance in a job or situation.

(Spencer & Spencer)

underlying characteristics of people

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Kompetensi adalah bagian yang terkait dengan dan berada dalam kepribadian seseorang serta dapat memperkirakan perilaku dalam beragam situasi atau tugas yang berbeda

Causal Relationships

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* Competency ------ Causal Relationships

Kompetensi dan menyebabkan atau memperkirakan perilaku

Competency Causal Flow Model

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Personal

characteristicsBehavior Job

Performance

“Intent” “Action” “Outcome”

Motive

Trait

Self-concept

Knowledge

Skill

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Achievement

Motivation

Goal setting,

Personal responsibility,

Use of feedback

Calculated

Risk taking

Continuous

improvement

Innovation

Quality,

Productivity,

Sales, Earnings

“Doing better”

Competition with

Standard of Excellence

Unique Accomplishment

New Products,

Service,

And Processes

Criterion-referenced

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* Competency ---- Criterion-referenced

Rujukan kriteria (Criterion-referenced ) artinya kompetensi sebenarnya memperkirakan siapa yang berkinerja buruk atau baik, sebagaimana diukur dalam kriteria atau standar tertentu

Suatu karakteristik bukan kompetensi kecuali hal itu dapat memperkirakan sesuatu yang bermakna

Criteria

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1. Superior Performance

“one standard deviation” diatas rata-rata performance.

2. Effective Performance

“minimally acceptable level of work”

Categories

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Kategorisasi Kompetensi

Berdasarkan kriteria job performance yang diprediksi,kompetensi di kelompokkan dalam 2 kategori :

1. Threshold CompetenciesKompetensi yang berasal dari karakteristik yang sifatnya esensial, misalnya knowledge atau basic skill yang secara minimal harus dimiliki seorang pemangku jabatan tertentu dan tidak diatas rata-rata.

Categories 2

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2. Differentiating Competencies

Kompetensi yang membedakan kelebihannya dari rata-rata kemampuan orang dalam jabatan tertentu.

(A competency that differentiates superior from average people)

Unsur – unsur kompetensi

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Trait,

Motive

Attitudes,

Values

Self Concept

Skill

KnowledgeSurface:

Most easily

developed

Core personality:

Most difficult

to develop

Berdasarkan definisi kompetensi, dapat disimpulkan bahwa tidak semua aspek aspek pribadi dari seorang pekerja itu merupakan kompetensi. Dan disimpulkan juga bahwa kompetensi selalu dihubungkan dengan kinerja yang superior.

Maka, hanya aspek-aspek pribadi yang mendorong dirinya untuk mencapai kinerja superior lah yang merupakan kompetensi.

Dengan mengetahui bahwa tidak semua aspek pribadi yang dimilikinya merupakan kompetensi, maka tentu diperlukan suatu model kompetensiyang betul-betul menunjukkan keterkaitan antara kompetensi dengan kinerja.

MODEL KOMPETENSI

• Model kompetensi ( ada juga yang menyebut : competency profile) didefinisikan sebagai suatu rangkaian kompetensi yang penting bagi kinerja yang superior dari sebuah pekerjaan atau sekelompok pekerjaan.

• Model kompetensi memberikan sebuah peta yang membantu seseorang memahami cara mengatasi suatu situasi tertentu.

Kategori dari model kompetensi• Core / global competency model

Model yang berisi kompetensi inti dari setiap karyawan yang ada di perusahaan (sama untuk seluruh karyawan). Kompetensi inti ini diturunkan dari visi,misi dan tujuan strategis perusahaan

• Leadership / Role & Group competency modelModel yang berisi kompetensi-kompetensi yang dibutuhkan untuk setiap level manajemen / kepemimpinan sebuah jabatan atau keluarga/kelompok jabatan tertentu (jabatan dalam satu kelompok yang sama memiliki kompetensi yang serupa)

• Professional / Occupational competencyModel yang berisi kompetensi-kompetensi yang dibutuhkan untuk dapat mengerjakan tugas dengan baik pada sebuah jabatan tertentu (Setiap jabatan memiliki kompetensi unik yang berbeda-beda)

The Competency Model Continuum

“One-Size “Full Model”

Fits-All Model”

e.g.

core

for all

Personal

Qualities

e.g. group,

family or role

competencies

General Abilities

competencies down to the job level

Specific Knowledges / skills

Model generic untuk berbagai job families dari Spencer & Spencer

Technician & ProfesionalSales people

Helping & Human Service WorkerManagers

Entrepreneur

Technicians and professional• Achievement orientation• Impact and influence• Conceptual thinking• Analytical thinking• Initiative• Self-confidence• Interpersonal understanding• Concern for order• Information seeking• Teamwork and cooperation• Expertise• Customer Service orientation

Sales people• Impact and influence• Achievement orientation• Initiative• Interpersonal understanding• Customer Service Orientation• Self-confidence• Relationship building• Analytical thinking• Conceptual thinking• Information seeking• (organizational awareness)• Threshold : technical expertise

Helping and Human Service Workers• Self-confidence• Self-control• Other personal effectiveness competencies• Profesional expertise• Customer service orientation• Teamwork and cooperation• Analytical thinking• Conceptual thinking• Initiative• Flexibility• Directiveness/Assertiveness

Managers

• Impact and influence• Achievement orientation• Teamwork and cooperation • Analytical thinking• Initiative• Developing others• Self-Confidence• Directiveness/Assertiveness• Information seeking• Team leadership• Conceptual thinking• Base requirements :

– Organizational awareness and relationship building

– Expertise/Specialized knowledge

Entrepreneurs• Initiative

• Sees and acts on opportunities

• Persistance

• Concern for High Quality of work

• Self-confidence

• Monitoring

• Recognizing the importance of business relationship

Memvalidasi model kompetensi• Menduplikasi hasil penelitian orisinil (yang diyakini sudah

valid)

• Mengundang para ahli dalam bidang tersebut

• Membuat survey di perusahaan

• Focus group yang terdiri atas perwakilan setiap departemen

• Wawancara dan observasi

• Benchmark dengan perusahaan sejenis / yang memiliki jabatan serupa

• Standar pelayanan konsumen

• Pemangku jabatan diminta untuk membuat penilaian berdasarkan tingkat kepentingan atas kompetensi-kompetensi yang terkait dengan jabatan mereka

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Competency Framework / Dictionary

Competency Framework• Competency framework (Whiddett &

Hollyforde) or competency dictionary (Spencer & Spencer) is the term given to the complete collection of clusters, competencies (with or without levels) and behavioural indicators

Qualities of good competency framework

• Clear and easy to understand

• Relevant

• Takes account of expected changes

• Discrete elements

• Elements should be of the same type

• Behaviours should be necessary and appropriate

• Fair to all

Typical Competency Framework Structure

• Behaviour indicators are the basic elements.

• Related behavioural indicators organised into competencies, either as a straightforward list or within a number of different levels

• Related competencies are then organised into competency clusters

Competency Cluster

Competency

Behaviour Indicator

Behavioural Indicators

• Behavioural Indicators are examples of the behaviours that would be observed when someone demonstrates competency.

• In most cases, behavioural indicators are examples of effective competency.

Competency

• Each competency is a collection of related behavioural indicators.

– Competency without levels

– Competency with levels

Competency without levels

• A simple framework – eg one that covers large numbers of jobs that place very similar behavioral demands on their job holders- may have a single list of indicators within each competency.

• In this type of framework all behavior indicators would relate to all jobs

Competency title & Description• In addition to the competency title, many framework include

competency descriptions

• There are two main approaches to competency description :

– To summarise the behavior contained within the competency (where competencies have only a single list behavior)

– To provide a rationale for the competency in place of a summary (where competency framework contains level of behavior)

Competency Clusters• Competency cluster is a collection of closely

related competencies, usually three to five per cluster.

• Most competency frameworks have clusters of competencies relating to :

– Thinking – eg analyzing and deciding

– Acting – eg achieving results

– Interacting – eg working with people

Kamus Kompetensi (Competency Framework / Dictionary) dari Spencer &

Spencer

Kompetensi dari Spencer & Spencer• Competency Cluster

– Achievement and Action

– Helping and Human Service

– The Impact and Influence

– Managerial

– Cognitive

– Personal Effectiveness

Achievement and Action

• Achievement Orientation• Concern for order

Quality & Accuracy• Initiative

Initiative is a preference for taking action.

Initiative is doing more than is required or expected in the job, doing things that no one has requested, which will improve or enhance job results and avoid problems or finding or creating new opportunities

• Information Seeking

Competency names / title

Competency descriptions

Helping and Human Service

• Interpersonal understanding

A. Depth of understanding of others

-1 Lack of understanding

0 Not applicable

1 Understands either emotion or content

2 Understand both emotion and content

3 Understands meanings

4 Understands underlying issues

5 Understands complex underlying issues

Understands complex causes of other’s long-term underlying attitudes, behavior patterns or problem

B. Listening and responding to others

• Customer Service orientation

Competency names/title

Dimensions

Level of competency

Behavior indicator

The Impact and Influence

• Impact & influence

• Organizational Awareness

• Relationship Building

Managerial

• Developing others

• Directiveness : Assertiveness and use of positional power

• Teamwork & Cooperation

• Team Leadership

Cognitive

• Analytical Thinking

• Conceptual Thinking

• Technical / professional / managerial expertise

Personal Effectiveness• Self-control

• Self-confidence

• Flexibility

• Organizational commitment