Organizational Goal Linked Competency Model

8/3/2019 Organizational Goal Linked Competency Model

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By:

Ranjeeta Bonal


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A Competency is an underlying characteristic of a

person which enables him /her to deliver superior

performance in a given job, role or a situation.

Competencies are seen mainly as inputs.

They consist of clusters of knowledge, attitudes

and skills that affect an individuals ability toperform.


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Competencies are based on1. Knowledge: - information accumulated in a particular area of

expertise (e.g., accounting, selling, servicing, management)

2. Skills: - the demonstration of expertise (e.g., the ability tomake effective presentations, or to negotiate successfully)

3. Motive: - recurrent thoughts driving behaviors (e.g., drive forachievement, affiliation)

4. Attitude: - self-concept, values and self-image5. Traits: - a general disposition to behave in certain ways (e.g.,

flexibility)


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Each competency must have associated with it one

to five (maybe more) behavioral indicators.

Behavioral indicators describe actions or behaviors

that one can observe an individual taking or using

that signify an appropriate application of the

competency in a specific performance setting


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Competency Map. A competency map is a list of anindividuals competencies that represent the factors

most critical to success in given jobs, departments,

organizations, or industries that are part of theindividuals current career plan.

Competency Mapping. Competency mapping is aprocess an individual uses to identify and describe

competencies that are the most critical to success in a

work situation or work role.


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HR Functional Role lies in:

Identifying Competencies required by organisations

Designing the Assessment/Development Center ( For

Selection/promotion and development of managers)

Designing scientific instruments for assessment

(Psychological tests, In-Baskets etc)

Developing Internal Assessor capabilities Facilitating Developmental outcomes/action plans

Institutionalizing the process in the organisation


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In this we develop a framework to identify

competencies for each job by linking its goal with

the Organizations Goal.


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1 Define the Mission of the Organization

2 Develop Vision of the Organization.

3 Set Goals for the Organization.

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Define Departmental and Sectional Goals.

Define Goals for Individual Jobs.

Define Role of Each Individual Job.

Break the Role into Tasks.

Identify Competencies needed for each Role considering the Tasks.


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To spell out the spirit and the core objectivesfor which the Organization exists.


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To show lights on where and how we are moving to realize

the vision of the Organization.


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Giving a concrete shape of vision

Making feasible targets and quantifyingthem to ensure target in line with themission and the core objectives of theOrganization.

Give a time frame for achieving for

those targets. Set SMART Goals.

S:Specific

M: Measurable

A: Achievable

R: Relevant T: Time Frame


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Organizational Goal=Departmental Goal + Sectional Goal.


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They should be SMART.

May also be termed as KRA or KPA


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Eg. Marketing Manager

Goal Role

1. Increase sales volume by 30%. - Penetrate the new marketingsegment.

-Develop new marketing techniques.-Strengthen Brand Image.

2. Expand sales to 3 newterritories of minimum Rs.2Crores each.

-Appointment of distributor for eachnew territory.- Developing Dealers network.

3. Launching of 3 new productsin the market.

- Conduct market survey.


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Goal Role TaskIncrease Sales Volume by30%

-Penetrate the new marketingSegment.

-Develop new marketingtechniques.

-Strengthen Brand Image

-Advertising.-Promotion.-Customer Care.

-Direct Sales.-Multi Level Marketing.-Promotional Sales.

-Branding through Electronic Media.-Branding through Print media.-Branding through Press conference.

Expand sales to 3 newterritories of minimumRs.2 Crores each.

-Appointment of distributors.

-Developing dealers network.

-Locating perspective distributors.-Finalizing terms of distribution.- Appointing distributors and

monitoring distribution.

- Appointing area wise dealers.- Conducting survey of each

territory.- Monitoring sales through dealers

network.


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Role Tasks Functional CompetenciesRequired1. Penetrate new marketsegment.

-Advertising

-Promotion

-Customer care

-Technical Expertise

-Analytical Thinking

-Market Knowledge

2. Develops newmarketing techniques.

-Direct sales

-Multi Level Marketing

-Promotional Sales

-Branding through electronic media

-Customer Focus

-Presentation Skills

-Decision making

-Market Research

3. Strengthens brandimage

-Branding through Electronic Media.

-Branding through Print media.

-Branding through Press conference

-Entrepreneurship

-Computer Savvy

-Team management

-Good Product Knowledge.

Increase sales by 30%:


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No matter how formal or informal and organizations

practices are regarding development planning, the important

idea for the individual is to map his or her top competencies

that are important to their future career passion and success.

From among those top competencies, the individual needs to

identify their current competency strengths, and also their

future competency development needs.


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Documents

Organizational Goal Linked Competency Model