Global

Competency

Model

Competency Management

…Helping us develop a Culture of Excellence

Global

Competency

Model

What are competencies?

Any attitude, behavior, motive or other personal

characteristic that is essential to perform a role, or

more importantly, improve the performance and

personal development from superior to solid.

Global

Competency

Model

Competencies vs. Skills

• Competencies are behaviours which a person shows and develops

which are non technical – example: effective communication

• Skills are technical in nature. For example: Financial management skills for a VPF role

Both are important to develop

Global

Competency

Model

Competency Management

linking organizational objectives

to personal performance

Global

Competency

Model

Every day, AIESEC is enabling the development of agents of positive

change who create the needed impact in society.

Our rapidly growing network connects high potential people around

the world to generate an increasing volume of AIESEC Experiences.

Every member in our thriving local and global communities of learning

completes a life-changing AIESEC Experience.

Our contribution makes us the first choice amongst young people and

organizations for activating leadership

AIESEC 2010

Global

Competency

Model

Our Top 3 Goals

Global

Competency

Model

Our 3 goals can be achieved through a

competency framework

• The quality of increasing volume of AIESEC Experience

(development of competencies) can be measured

through a competency framework

• We would be able to attract, select and retain and

connect high potential talent

• Through promoting AIESEC as a leadership

development platform based on the competency

framework to the external environment, we would be

able to be the first choice for Activating Leadership

Global

Competency

Model

Competencies Benefits

• Every speaks and understands a Common language

• Bring alive AIESECs values in leaders behaviours

• Link personal performance to AIESECs strategy and Vision

• Integrate & link all HR processes

• Enable diversity

• Ensure people needs are covered

• Identify potential for long term planning

• Fair assessment of performance & potential

• Clarity & focus for personal development

• Measure the Quality of AIESEC Experiences

Global

Competency

Model

Competencies – What do they tell us?

• The behaviour required by individuals to reach the 4

change Agent characteristics

• People strategic thrust

• People needs: Competencies

• Identify current gap: • Recruit to fill gap

• Develop to fill gap

• Job design, performance system, learning strategy, HR

succession plan, rewards etc

Global

Competency

Model

•What is expected of me (competencies, skills and work plan)

•How am I doing

•How do I get rewarded

•What is my next role

•How I am progressing

•What do I need to develop and How do I develop this

It Clarifies Members six questions

Global

Competency

Model

The Idea of Global Competency Model

Development of 4 characteristics •Culturally sensitive oSocially responsible •Entrepreneurial oActive learners

Competencies

and

Behaviours

Gained

Competencies

and

Behaviours

Gained

Competencies

and

Behaviours

Gained

Competencies

and

Behaviours

Gained

Competencies and Behaviours

Gained

How should we use

it?

• Members using for

their personal and

professional

Development

•For shaping our

Talent Management

Systems

Global

Competency

Model

Behaviours and Competencies

Behaviours

The way in which a person,

organism, or group responds

to a certain set of conditions

Competencies Competencies are Knowledge and

attributes which helps an

individual increase performance

and learning

Global

Competency

Model

Personal

Interpersonal

Team

Organization

Community

World

Through the

AIESEC

Experience

After

AIESEC

Experience

Socially

Responsible

Culturally

Sensitive

Entrepreneurial

Active Learners

Competency

Layers

The Logic of the Model

Global

Competency

Model

Personal

Interpersonal

Team

Organization

The Model is based on

Circles of Influence

(Steven Covey) and the

4 levels of competency

development.

What’s the theory?

Change Starts from the core, which is changing One’s own self

Global

Competency

Model

Explanation of the Logic

• Personal Competencies - The core to development is Peronal.The Change in an Individual starts from himself and through development of Personal Competencies and Influencing himself.

• Interpersonal Competencies – The Second Sphere is when the Competencies are developed through interpersonal (me with you) influence

• Team Competencies – The 3rd Sphere is when the development of competencies is when an Individual finds himself/herself with a group of People (influence by a Team environment) and it helps him/her grow in a team.

• Organizational Competencies - The final Sphere is when an Individual develops competencies while leading the organization and it helps him/her grow in an organization.

These competencies are then clustered into the 4 change Agent Characteristics

Global

Competency

Model

The Indirect Impact of AIESEC - AIESEC wants to develop

individuals would, after completing their AIESEC experience have a direct impact on society. Thus the Impact of AIESEC is indirect

and competencies developed through AIESEC experience reflect

that

The Model is called the AIESEC Experience Leadership

Competency Model - AIESEC Experience because it is based on

Competency development at each stage of AIESEC experience,

and Leadership because the Objective of the model is to develop

the 16 competencies which would develop the four change agent

characteristics.

Change Agent in AIESEC's Case = LEADER, so the 16 competencies

are leadership Competencies

Global

Competency

Model

Personal

Active Learner

Socially Responsible

Entrepreneurial

Culturally Sensitive

Self Awareness

Integrity

Self Confidence

Respect

Interpersonal

Active Learner

Socially Responsible

Entrepreneurial

Culturally Sensitive

Effective Communication

Accountability

Negotiation

Empathy

Distribution by Clusters

Global

Competency

Model

Innovation and Creativity

Developing Others

Results Orientation

Adaptability

Team

Active Learner

Socially Responsible

Entrepreneurial

Culturally Sensitive

Organization

Active Learner

Socially Responsible

Entrepreneurial

Culturally Sensitive

Org. Understanding

Resource Management

Stakeholder focus

Social Inclusiveness

Global

Competency

Model

Culturally

Sensitive

Active Learner Socially

Responsible

Entrepreneurial

Respect

Empathy

Adaptability

Social

Inclusiveness

Self Confidence

Negotiation

Results

Orientation

Stakeholder

focus

Integrity

Accountability

Developing

Others

Resource

Management

Self Awareness

Effective

Communication

Innovation and

Creativity

Org.

Understanding

Distribution by

Change Agent Characteristics

Global

Competency

Model

How to use Competencies

Global

Competency

Model

Development Aspect – from an Individual

point of view » Self Evaluate Themselves

» Setting Goals and Developing a Learning Plan

» Understand what opportunities lies in the next stage

and develop competencies for the same

» Review their Learning Plan and Goals every 3 months

» Members align the competencies with the structured

Learning Process

» Members develop their competencies - Build on their

strengths

Global

Competency

Model

Management Aspect – Organizational

point of view Talent Management Systems Like

» Talent Planning

» Talent Selection at different stages

» Talent Induction

» Talent Allocation

» Talent Performance Management at different stages

» Talent rewards and recognition

» Talent Training, Education and Learning Planning

» Talent Development

Differentiation tool

Inconsistent in meeting

agreed individual

business targets

consistently exceeding

agreed individual

business targets

Continuously

Raising the Bar!

Consistently

exceeding

expectations

Inconsistent in

meeting

expectations

HOW

Delivery

WHAT

Global

Competency

Model

Top

Talent

or stars

Global

Competency

Model

How do people Develop competencies? People Develop Competencies through a Learning Environment

Learning

A change in behaviour

as a consequence of

an experience

Environment

The conditions that surround

people and affect the way

they live an experience

A Learning Environment

AN environment which helps people change behaviours and

develop competencies

Global

Competency

Model

Individual discovery and reflection

Mentoring

Learning Circles

T

Team Experiences

Conferences and Seminars

Virtual Spaces; forums, blogs and resource sharing

The Unique elements of

AIESEC Learning Environment

Global

Competency

Model

The Process of Competency Development Natural behaviour to

change or develop

Conscious Change

Feedback

Training

Motivation

Tools

Reflection

Competency Development is a strong process. An Individual has to work on first

identifying what behaviours he wants to develop and then actively make a conscious

effort to change those behaviours.

The Learning environment with its 6 elements helps people discover and develop their

potential in AIESEC, the stronger and powerful the environment is, the strongest the

individual can change his behaviours

New Desired Natural

Behaviour

Global

Competency

Model

The levels of Behaviours

ADVANCED

Demonstrates a very high level of

understanding of the Particular competency

to perform fully and independently related

tasks. Frequently demonstrates application

that indicates profound level of expertise.

Can perform adviser or trainer roles. Work

activities are carried out consistently with

high quality standards.

Proficient

Demonstrates a sound level of

understanding of the particular

competency to adequately perform

related tasks, practically without

guidance. Work activities are performed

effectively within quality standards.

Knowledgeable

Demonstrates a relatively high understanding

of the particular competency to be used in

the work place, but requires guidance. Tasks

or work activities are generally carried out

under direction.

Foundation

Demonstrates a sufficient understanding

of the particular competency to be used

in the work place.

Global

Competency

Model

• The Competency Model should be used primarily as a development tool for members to enhance their performance and personal development Members can choose which competencies they want to develop at each stage if they already have the rest.

• In creating LC activities around the AIESEC experience, emphasis should be placed on creating opportunities that enable the LC membership to develop the competencies at different stages of the AIESEC experience.

Golden Rules for applying a competency

framework

Global

Competency

Model

• With respect to selection, the competencies of the previous stage

act as the selection criteria for the next stage. For example, the

competencies of the Taking Responsibility stage should be the

criteria for evaluation when someone applies for an EB role.

• At different stage of the AIESEC experience people choose which

competency and behaviours they want to develop, if they already have a particular competency and behaviours, they can

concentrate on the competencies they really want to focus on

• The behaviours developed at each stage are possible behaviours

people develop, but they are not the only Behaviours which are

possible to develop, they for sure can be more

Global

Competency

Model

It is very important for AIESEC

to Differentiate between

values and Competencies.

AIESEC Values are principles

which every AIESEC member

should show and live while

being a part of this

organization. They are an

Umbrella to the success of

our organization

Global

Competency

Model

A competency Framework

will not work if it is used as:

Global

Competency

Model

A Numbering scale rather than

assessment

Assessment method can help

– Determine gap what is needed

– competencies gap is the base for people development strategy

How: Self assessment, Assessment centre, 360

Global

Competency

Model

Leadership

role

Behaviour 1 Behaviour 2

Behaviour 3

Behaviour 4

Behaviour 5

Self

awareness Y X

Effective

Communicat

ion

Y X

Effective Gap Analysis through

Competency Management

Gap

Gap

X = Desired Behaviour

Y = Actual Behaviour

X – Y = Gap which needs to be developed

Global

Competency

Model

If Focused only on developing weakness

because

• Developing weakness is harder and has a lower pay back

• Not all competencies can be learn & taught

• Gap for the new role should be developed but never become the

entire focus of the development plan

• Developing strengths has a much higher impact

Global

Competency

Model

• Passion for people

• Keep it simple but consistent

• Get leaders walking the talk

• Create accountability & visibility

It is 40% system and 60% culture

DO remember that for Implementation

you need