Difference between revisions of "Competency Model"

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== High-level Goals ==
== High-level Goals ==
# Create and update the organization's competency model.
* Create and update the organization's competency model.
# Assess competencies of an employee upon hiring.
* Assess competencies of an employee upon hiring and re-assess competencies annually.
# Re-assess competencies annually.
* Compare assessed competencies to the requirements of the position and generate a gap report.
# Compare assessed competencies to the requirements of the position and generate a gap report.
* Match employees with specific competencies to open positions requiring those skills.
# Match employees with specific competencies to open positions requiring those skills.
* Generate a skills inventory for the organization.
# Generate a skills inventory for the organization.


=== Specific Use Cases ===
''Use cases are being written and evaluated. They will be posted after that process is complete.''
# Add or update main competency categories.
# Add or update competency subcategories.
# Add or update competencies.
# Assess an employee's competencies.
# Compare an employee's comptencies to the job requirements.
# Search for employee qualifications.
# Create an organizational skills inventory.
Also, the Create a Job use case has been modified to link required competencies to specific jobs.


== Sources ==
== Sources ==

Revision as of 17:00, 16 October 2007

Vision

The Competency Model is a module of iHRIS Manage that enables employers to assess employee's competencies in various skills. A competency is a skill performed to a specific standard under specific conditions. The competency model is the set of competencies that together define successful performance in that work environment. Competencies can be assessed upon hiring, and employees can update skills through in-service training. The Competency Model will enable the employer to ensure that the person holding a particular job is qualified to do that job, but not overqualified and not doing work that someone else could be doing more effectively.

Structure

Competency models are typically composed of three levels:

  • A broad category of basic skills
  • Several more targeted subcategories
  • Specific skills

For example:

Broad category: Reproductive health Subcategory: Family planning Skill: Oral contraceptives

For each skill, the following questions would be asked of the employee:

  1. Is the employee trained in the skill? [yes/no]
  2. Has the employee been assessed competent? [yes/no]
  3. Has the employee been certified? [yes/no]

Notes

  • Comptencies should be standardized, uniformed and validated.
  • Certification is equivalent to being assessed competent. An employee may produce a certificate to prove certification.
  • African countries typically use Yes/No to assess competency rather than a scale.
  • Once an employee is assessed as competent, typically that person is considered competent until assessed incompetent.


High-level Goals

  • Create and update the organization's competency model.
  • Assess competencies of an employee upon hiring and re-assess competencies annually.
  • Compare assessed competencies to the requirements of the position and generate a gap report.
  • Match employees with specific competencies to open positions requiring those skills.
  • Generate a skills inventory for the organization.

Specific Use Cases

Use cases are being written and evaluated. They will be posted after that process is complete.

  1. Add or update main competency categories.
  2. Add or update competency subcategories.
  3. Add or update competencies.
  4. Assess an employee's competencies.
  5. Compare an employee's comptencies to the job requirements.
  6. Search for employee qualifications.
  7. Create an organizational skills inventory.

Also, the Create a Job use case has been modified to link required competencies to specific jobs.

Sources

  • Bangladesh NSDP HRIS includes a comprehensive competency model to assess competencies in training that has been field-tested.
  • CBT is JHPIEGO's competency model.
  • IntraHealth technical staff expertise.