Competency-based Training &
Career
Development
Bahan Matkul Manajemen Resiko SDM – MM UKI, 26 April 2018
Yunus Triyonggo, 2014 (PMSM Indonesia)
Manajemen Talenta
A S
N
N
MSDM
Model Kompetensi
Profesi MSDM
Indonesia
Klaster 4. Pembelajaran dan Pengembangan SDM
No Kode Unit Judul Unit Kompetensi
1 M.701001.032.01 Menyelaraskan Strategi Pembelajaran dan Pengembangan sesuai dengan Strategi Organisasi
2 M.701001.033.01 Mengidentifkasi Kesenjangan Kompetensi
3 M.701001.034.01 Mengidentifkasi Kebutuhan Kompetensi melalui Rekam Jejak Perkembangan Pekerja
4 M.701001.035.01 Merancang Program Pembelajaran dan Pengembangan
5 M.701001.036.01 Merancang Program Pembelajaran dan Pengembangan Mandiri
6 M.701001.037.01 Menyusun Anggaran Program Pembelajaran dan Pengembangan 7 M.701001.038.01 Melaksanakan Kegiatan Pembelajaran dan Pengembangan
AGENDA
1.What is a competency
2.How important the competency
3.Competency-based Training
◍
Competence
is the ability of
an individual to
do a
job
properly.
◍
A competency
is a set of
defined
behaviors that
provide a
structured
guide enabling
the
identification,
evaluation and
development of
the behaviors in
individual
employees.
“
◍ Competency models can help
organizations align their initiatives to their overall business strategy.
◍ By aligning competencies to business strategies, organizations can better recruit and select employees for their organizations.
◍ Competencies have been become a
precise way for employers to distinguish superior from average or below average performance.
◍ A well sound Competency Model will help with performance management,
succession planning and career development.
Why
The Benefts of
Competency
Competency
Competency
Selection
Selection
Training & Development
Training & Development
Performance Management
Performance Management
Career Path & Succession Planning
BIG CONCEPT
Bring the attention of your
audience over a key
What is Competency-based Management?
An HR management approach that
standardizes
and integrates all HR activities based on
competencies
that support organizational goals.
Source : Human Resource Systems Group, 2012
Basic
◍ Introduced in the 1980s
◍ Core
competencies defined as the
collective learning in the organization; the coordination of diverse production skills while
integration various streams of
technology (Le Deist and Winterton, 2005)
◍ Ensures to be
integrated to produce specific results
◍ Can easily
incorporate
learning activities into daily business processes (Naquin & Holton, 2003)
Competency-based
Training Framework
Current competency mapping of the
employee
Competency Assessment
Required competency for
positions
Training & Development
Example: Chicken Farm
Operator OperatorFarm
Farm Supervisor
Farm
Operator OperatorFarm Adm
Assistant SupervisorTechnic Security Guards Poultry
Health
= 138.000 population No Job Title Total Min Education
1 Farm Manager 1 D-3
2 Farm Supervisor 2 D-1/High School
3 Farm Operator 9 Vocational High School 5 Adm Assistant 1 Vocational High School 6 Technic Supervisor 1 Vocational High School 7 Security Guard 4 Vocational High School
Total 18
No KPI Std
1 Depletion 2.5% 2 Feed
Consumption Ratio
1.5
3 Body weight 1.7 kg
Farm Manager Job Scope & Competency Model
Item Description
Main Task Plan, coordinate and control the execution of all operations involving farm Commercial production process from preparation to harvesting cage in achieving predetermined performance targets.
Responsibility Resources planning, Production Management & Analysis, Health control, Community.
Dimension 138.000 population, 17 subordinates Qualification S-1 or D-3 with min. 3 years experience
Competency Core: Integrity, Teamwork, and Achievement Orientation
Leadership: Real Accountability, Can Do Mentality, Build & Develop Superior Talent
Functional:
1. Management of Broiler farming 2. Application of Biosecurity
3. Analysis of the performance and operational costs 4. Make farm operational planning
5. Farm Technics (ventilation, inlet, aeration, fan, etc.) 6. People Management
7. Mastery on farm technology
8. Mastery on utility (generator, electricity, etc.) 9. Mastery on Manpower Regulation
10. Communication skill
• Broiler Farming Management • Biosecurity
• Cost & Performance analysis tools
• People Management • Farm Technology &
Utility
• Manpower Regulation
• Broiler Farming Management • Biosecurity
• Cost & Performance analysis tools
• People Management • Farm Technology &
Utility
• Manpower Regulation
• Integrity • Teamwork
• Achievement Orientation • Real Accountability
• Can Do Mentality
• Build & Develop Superior Talent
• Integrity • Teamwork
• Achievement Orientation • Real Accountability
• Can Do Mentality
• Build & Develop Superior Talent
• Operate broiler farming • Apply biosecurity SOP • Do cost & performance
analysis
• Establish Farm operational planning
• Managing farm team
• Mastery on farm technology • Mastery on Manpower
Regulation
• Effective communication skill
• Operate broiler farming • Apply biosecurity SOP • Do cost & performance
analysis
• Establish Farm operational planning
• Managing farm team
• Mastery on farm technology • Mastery on Manpower
Regulation
• Effective communication skill
Competency Model – Farm Manager
Knowledge Skills
Attitude
Competency
How to design
Competency Profle
per Position
Position Required Competency Required Level
1 2 3 4 5
Farm Manager
Integrity Teamwork
Achievement Orientation Real Accountability
Can Do Mentality
Build & Develop Superior Talent
Management of Broiler farming Application of Biosecurity
Competency Profle
per Position
Position Required Competency
Required Level
Achievement Orientation
Real Accountability
Position Competency
required Relevant Training Modules & Assignment
Farm Manager
Integrity • Basic Business Conduct • Integrity project assignment Teamwork • Advanced Teamwork
Training
• Project assignment required
Gap analysis of an
individual employee
Competency-based
Development
Critical parts of Competency-based
Training
Competency-based Training
Competency-based Training Competency
Model per position
Competency Model per
position
Competency gaps analysis per job holder Competency gaps analysis per job holder
Competency
Certified Coach
Certified Coach
Training Expertise
Team
Training Expertise
Team
Assessment measurement Assessment measurement
Bank of Learning programs
Bank of Learning programs
- Curriculum - 10-20-70
- Delivery system
Competency-based Career
Development
Career Planning System
Career Path Design
Analysis of Employees Future Plan
How to match Employee
expectation with Organization
goals
How do employees express their career aspiration and what are their motivating factors?
Managerial “To develop interpersonal, communication,
influencing competence”
Managerial “To develop interpersonal, communication,
influencing competence”
Functional “Enhance my technical expertise,
I do not seek managerial job”
Functional “Enhance my technical expertise,
I do not seek managerial job”
Autonomy “Get freedom in decision making,
work at my own pace”
Autonomy “Get freedom in decision making,
work at my own pace”
Technological “I desire to work with hi-tech in my
entire career”
Technological “I desire to work with hi-tech in my
entire career”
Does the organization’s vision and mission match with my career aspiration?
Employee Individual Goals, motivators,
career aspiration
Organization Vision, Goals, Culture, Human
Capital System
Defning Career Path
Analyzing a position of job
based in the competency
required
Categorizing the positions that require similar competencies
into one job family
Identifying career paths based on the
job family
Competency profile (Core, Leadership,
and Functional Competency per
position)
Categorizing the positions into a Job
Family
- Career path:
vertical, lateral, and diagonal
Special Individual Career
Issues
Special Individual
Career Issues Technical and
Professional Workers
Dual Career Ladders
Women and Careers
Sequencing Glass Ceiling
Dual-Career Couples
Family vs.Career Relocation
Global Career Concerns
Employee Development
Program
Employee Career Needs Organization Career Needs
Match?
Development Program and Interventions
Special Assignment other Sister CompanyApprenticeship in Training/Workshop
Executive Development
Program
Project Assignment On the Job Training
Training & Development Manager
Competency
Klaster 6. Pengelolaan Karir
No Kode Unit Judul Unit Kompetensi
1 M.701001.049.01 Menyelaraskan Strategi Pengelolaan Karir dengan Strategi Organisasi
2 M.701001.050.01 Membuat Sistem dan Prosedur Pengelolaan Karir
3 M.701001.051.01 Melakukan Pemetaan Potensi dan Kompetensi Individu
4 M.701001.052.01 Menyusun Rencana Implementasi Pengembangan Karir
5 M.701001.053.01 Menerapkan Pengembangan Karir
The Benefts of
Competency
Selection: The use of behavioral interviewing and testing where appropriate, to screen job candidates based on whether they
possess the key necessary job competency profile.
1. Provides a complete picture of the job requirements
2. Increases the likelihood of selecting and interviewing only
individuals who are likely to succeed on the job
3. Minimizes the investment (both time and money) in people
who may not meet the company’s expectations
4. Enables a more systematic and valid interview and selection
process
5. Helps distinguish between competencies that are trainable
The Benefts of
Competency
Training & Development: development of individual learning plans for individual or groups of employees based on the
measurable “gaps” between job competencies or competency proficiency levels required for their jobs and the competency portfolio processed by the incumbent.
1. Focuses training and development plans to address missing
competencies or raise level of proficiency
2. Enables people to focus on the skills, knowledge and
characteristics that have the most impact on job efectiveness
3. Ensures that training and development opportunities are
aligned with organizational needs
4. Makes the most efective use of training and development time
and dollars
5. Provides a competency framework for ongoing coaching and
The Benefts of
Competency
Performance Management: provides regular measurement of targeted behaviors and performance outcomes linked to job
competency profile critical factors.
1. Provides a shared understanding of what will be monitored,
measured, and rewarded
2. Focuses and facilitates the performance appraisal discussion
appropriately on performance and development
3. Provides focus for gaining information about a person’s
behavior on the job
4. Facilitates efectiveness goal-setting around required
The Benefts of
Competency
Career Paths: development of stepping stones necessary for promotion and long term career-growth.
1. Clarifies the skills, knowledge, and characteristics required for
the job or role in question and for the follow-on jobs
2. Identifies necessary levels of proficiency for follow-on jobs
3. Allows for the identification of clear, valid, legally defensible
and achievable benchmarks for employees to progress upward
The Benefts of
Competency
Succession Planning: careful, methodical preparation focused on retaining and growing the competency portfolios critical for the organization to survive and prosper.
1. Provides a method to assess candidates’ readiness for the role
2. Focuses training and development plans to address missing
competencies or gaps in competency proficiency levels
3. Allows an organization to measures its “bench strength”—the
number of high-potential performers and what they need to acquire to step up to the next level
4. Provides a competency framework for the transfer of critical
knowledge, skills, and experience prior to succession – and for preparing candidates for this transfer via training, coaching and mentoring
5. Informs curriculum development for leadership development
