COMPETENCY MERY CITRA SONDARI

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COMPETENCY

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THE OUTLINE

Mery Citra.S,SE.,MSi _{18 Juni 2013}

• Basic Concept of Competency • Competency Model

• Competency Framework • Competency-based HRM

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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 rata-rata dengan kinerja superior

(4)

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

(5)

Dari pengertian di atas, maka:

• Kompetensi itu harus ditunjukkan/dibuktikan,

bisa dilihat dari perilaku kerja

• Konsep Kompetensi merevisi konsep KSAO’s

(Knowledge, Skill, Ability and Other

Characteristics). Kompetensi bukan K-S-A-O secara terpisah, melainkan “blended”

(6)

Contoh kompetensi

• _{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.

(7)

A Competency is an

underlying

characteristic

of an individual that

is

causally related to

criterion-referenced

effective and/or

superior performance

in a job or

situation.

(8)

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

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Causal Relationships

* Competency --- Causal Relationships Kompetensi dan menyebabkan atau

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Competency Causal Flow Model

Personal

characteristics Behavior

Job

Performance “Intent” “Action” “Outcome”

Motive Trait

Self-concept Knowledge

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Achievement Motivation Goal setting, Personal responsibility, Use of feedback Calculated Risk taking Continuous improvement Innovation Quality, Productivity, Sales, Earnings “Doing better” Competition with Standard of Excellence Unique Accomplishment New Products, Service, And Processes

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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

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Criteria

1. Superior Performance

“one standard deviation” diatas rata-rata performance.

2. Effective Performance

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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)

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Unsur – unsur kompetensi

Trait, Motive Attitudes, Values Self Concept Skill Knowledge Surface: Most easily Core personality: Most difficult

(17)

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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.

(19)

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.

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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

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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)

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The Competency Model Continuum

“One-Size “Full Model”

Fits-All Model”

e.g. core for all Personal e.g. group, family or role competencies General Abilities competencies down to the job level

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Model generic untuk berbagai

job

families dari Spencer & Spencer

Technician & Profesional Sales people

Helping & Human Service Worker Managers

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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

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Sales people

• Initiative

• Interpersonal understanding

• Customer Service Orientation

• Self-confidence • Relationship building • Analytical thinking • Conceptual thinking • Information seeking • (organizational awareness)

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Helping and Human Service Workers

• Self-confidence

• Self-control

• Other personal effectiveness competencies

• Profesional expertise

• Customer service orientation

• Analytical thinking

• Conceptual thinking

• Initiative

• Flexibility

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Managers

• Analytical thinking • Initiative • Developing others • Self-Confidence • Directiveness/Assertiveness • Information seeking • Team leadership • Conceptual thinking • Base requirements :

– Organizational awareness and relationship building

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Entrepreneurs

• Initiative

• Sees and acts on opportunities

• Persistance

• Concern for High Quality of work

• Self-confidence

• Monitoring

• Recognizing the importance of business

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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

(30)

Competency Framework /

Dictionary

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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

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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

(33)

Typical Competency Framework

Structure

• 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 Competency Cluster Competency Behaviour Indicator

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Behavioural Indicators

• Behavioural Indicators are examples of the

behaviours that would be observed when someone demonstrates competency.

• In most cases, behavioural indicators are

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Competency

• Each competency is a collection of related

behavioural indicators.

– Competency without levels

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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

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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)

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Competency Clusters

• 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

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Kamus Kompetensi (Competency

Framework / Dictionary) dari Spencer &

Spencer

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Kompetensi dari Spencer & Spencer

• Competency Cluster

– Achievement and Action

– Helping and Human Service

– The Impact and Influence

– Managerial

– Cognitive

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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

• Information Seeking

Competency names / title

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Helping and Human Service

• Interpersonal understanding

A. Depth of understanding of others -1 Lack of understanding

0 Not applicable

1 Understands either emotion or content 2 Understand both emotion and content 3 Understands meanings

4 Understands underlying issues

5 Understands complex underlying issues

Understands complex causes of other’s long-term underlying attitudes, behavior patterns or problem

B. Listening and responding to others

Competency names/title

Dimensions

Level of competency

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The Impact and Influence

• Impact & influence

• Organizational Awareness

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Managerial

• Developing others

• Directiveness : Assertiveness and use of positional power

• Teamwork & Cooperation

(45)

Cognitive

• Analytical Thinking

• Conceptual Thinking

(46)

Personal Effectiveness

• Self-control

• Self-confidence

• Flexibility