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    Competency

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    Mery Citra Sondari
    The document discusses the concept of competency and competency models. It defines competency as a characteristic that is causally related to effective or superior job performance. Competencies are observable behaviors that require a combination of knowledge, skills, and abilities. Competency models map the competencies needed for different jobs and job families. They help understand how to perform in specific situations. The document then provides examples of competency models for different job roles like technicians, professionals, salespeople, managers, and entrepreneurs. It also discusses how to develop and validate competency models.

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    Competency

    Uploaded by

    Mery Citra Sondari
    275 views46 pages
    The document discusses the concept of competency and competency models. It defines competency as a characteristic that is causally related to effective or superior job performance. Competencies are observable behaviors that require a combination of knowledge, skills, and abilities. Competency models map the competencies needed for different jobs and job families. They help understand how to perform in specific situations. The document then provides examples of competency models for different job roles like technicians, professionals, salespeople, managers, and entrepreneurs. It also discusses how to develop and validate competency models.

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    Konsep dasar kompetensi

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    The document discusses the concept of competency and competency models. It defines competency as a characteristic that is causally related to effective or superior job performance. Competencies are observable behaviors that require a combination of knowledge, skills, and abilities. Competency models map the competencies needed for different jobs and job families. They help understand how to perform in specific situations. The document then provides examples of competency models for different job roles like technicians, professionals, salespeople, managers, and entrepreneurs. It also discusses how to develop and validate competency models.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    275 views46 pages

    Competency

    Uploaded by

    Mery Citra Sondari
    The document discusses the concept of competency and competency models. It defines competency as a characteristic that is causally related to effective or superior job performance. Competencies are observable behaviors that require a combination of knowledge, skills, and abilities. Competency models map the competencies needed for different jobs and job families. They help understand how to perform in specific situations. The document then provides examples of competency models for different job roles like technicians, professionals, salespeople, managers, and entrepreneurs. It also discusses how to develop and validate competency models.

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    COMPETENCY

    MERY CITRA SONDARI

    THE OUTLINE
    Mery 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 ratarata dengan kinerja superior
    3

    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

    Kompetensi itu harus ditunjukkan/dibuktikan, bisa dilihat dari perilaku kerja Konsep Kompetensi merevisi konsep KSAOs (Knowledge, Skill, Ability and Other Characteristics). Kompetensi bukan K-S-A-O secara terpisah, melainkan blended

    Dari pengertian di atas, maka:

    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.
    6

    Contoh kompetensi

    A Competency is an underlying characteristic of an individual that is causally related to criterionreferenced effective and/or superior performance in a job or situation.
    (Spencer & Spencer)
    7

    underlying characteristics of people


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

    Causal Relationships
    * Competency ------ Causal Relationships Kompetensi dan menyebabkan atau memperkirakan perilaku

    Competency Causal Flow Model


    Intent Personal characteristics
    Motive Trait Self-concept Knowledge

    Action Behavior
    Skill

    Outcome Job Performance

    10

    Achievement Motivation

    Goal setting, Personal responsibility, Use of feedback

    Continuous improvement
    Quality, Productivity, Sales, Earnings

    Doing better Competition with Standard of Excellence Unique Accomplishment

    Calculated Risk taking

    Innovation
    New Products, Service, And Processes
    11

    Criterion-referenced
    * 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

    12

    Criteria
    1. Superior Performance one standard deviation diatas rata-rata performance. 2. Effective Performance

    minimally acceptable level of work

    13

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

    1. Threshold Competencies Kompetensi yang berasal dari karakteristik yang sifatnya esensial, misalnya knowledge atau basic skill yang secara minimal harus dimiliki seorang pemangku jabatan tertentu dan tidak diatas ratarata.
    14

    Categories 2
    2. Differentiating Competencies Kompetensi yang membedakan kelebihannya dari rata-rata kemampuan orang dalam jabatan tertentu. (A competency that differentiates superior from average people)

    15

    Unsur unsur kompetensi


    Skill Self Concept Trait, Motive Attitudes, Values

    Surface: Most easily developed

    Knowledge

    Core personality: Most difficult to develop


    16

    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 kompetensi yang 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 model Model 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 competency Model 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 Fits-All Model Full Model

    e.g. core for all

    e.g. group, family or role competencies

    competencies down to the job level

    Personal Qualities

    General Abilities

    Specific Knowledges / skills

    Model generic untuk berbagai job families dari Spencer & Spencer
    Technician & Profesional Sales people Helping & Human Service Worker Managers 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

    Initiative Sees and acts on opportunities Persistance Concern for High Quality of work Self-confidence Monitoring Recognizing the importance of business relationship

    Entrepreneurs

    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
    29

    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


    Competency Cluster

    Competency
    Behaviour Indicator

    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

    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 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

    Competency Clusters

    Kamus Kompetensi (Competency Framework / Dictionary) dari Spencer & Spencer

    Competency Cluster

    Kompetensi dari Spencer & Spencer

    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

    Competency names / title

    Information Seeking
    Competency descriptions

    Helping and Human Service


    Interpersonal understanding Competency names/title A. Depth of understanding of others Dimensions -1 Lack of understanding 0 Not applicable 1 Understands either emotion or content 2 Understand both emotion and content Level of 3 Understands meanings competency 4 Understands underlying issues 5 Understands complex underlying issues Understands complex causes of others long-term underlying attitudes, behavior patterns or problem
    B. Listening and responding to others Customer Service orientation
    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

    Self-control Self-confidence Flexibility Organizational commitment

    Personal Effectiveness

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