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Competency Framework ([IBF/FICS] Overview of Framework & Key…
Competency Framework
[IBF/FICS]
Overview of Framework & Key Components
Job Family
Job Roles
Competency Type
Technical Competency - Occupational
Technical Competency - Industry
Competency Unit
Competency Element
Degree of Competency
Performance Criteria
Range & Context
Assessment Matrix
Recommended assessment methodology
Assessment instrument
Evidence sources
[Mercer TalentNet]
Process
Define Company's core values and culture, people strategy, expectations of employees' behaviors with CEO/HR/Division Head
Facilitate working sessions with Functions (max 10 participants/session, including Function Head, Manager, Top Performers, Project Team)
Review and analyze collected information, build competency framework with key competency indicators
Facilitate a discussion with GD/HR/Division Head to get feedback and finetune the competency framework
Conduct workshop for HR on introduction and implementation
Develop high level guidelines for application of competency framework in:
Recruitment: Competency-based Interview, competency rating, process of CBI
Performance Management: Weighting % in PMS for What and How factors, how to rate employees' competencies, how to caluculate and consolidate result of competencies in final result of PA
Communicate and train management team on how to use new competency framework
Introduction of Competency Framework
How it helps company's management
Role of line managers in implementation
Communicate and train line managers on how to use new competency framework
Introduction of Competency Framework
How it helps company's management
Role of line managers in implementation
[Panin]
Technical Competencies
Definition
COMPETENCY:
Competencies are those things people need to be good at if they are to be effective in their jobs and meet the organization’s needs, comprised of Behavioral Competencies and Technical Competencies
Process
Competency Analysis
Job Description analysis
Organization structure analysis
Business process and operating procedure analysis
Interviews with job holders and job content experts
Interviews with senior management
Competency benchmark with similar position(s) in the industry
Structure & Terms
Unit
Group of element(s) of technical competencies describing function of a position
Element
Technical skill(s) or knowledge required to perform a job / activity
Level
Level of expertise or proficiency required for every element of technical competency
Level Descriptor
(Category Level & Description)
Awareness
• Knows the basic features for the competency/ skills
• Does not know the details
• Know who to refer to for clarification and guidance
Basic
• Knows the basic features and applies these in their daily work
• Follows guidelines and procedures
• Uses the competency within well-defined and structured tasks
Intermediate
• Has a detailed knowledge for the job
• Can interpret the knowledge for others
• Questions can be answered with few exceptions when clarifications are sought
Expert
• Has comprehensive and full knowledge
• Is the source for advice, consultation, interpretation, clarification and guidance
Performance Criterion
The required standard measurement, consist of key actions or behavioral samples, to identify technical competency’s accomplishment by a position