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What is competency?

Leave a Comment / Blog, HR Views & News / HR Footprints / 24/01/2014

“The word `competency’ is a lot more technical in HR parlance than mere qualification.” You see a job advertisement, you read the required qualifications and experience and think you are suitable for the job and apply! You may be called for an interview. After presenting your technical or functional knowledge, you think you have done well and you expect to receive the offer letter. But, unfortunately, the result is not in your favor. What makes it even more frustrating is not being told the reasons for your rejection. It makes you wonder what did the interview panelists expect to see in you that you do not have. It is very natural to feel disappointed for not getting through the interview. However, it is important to realize that mere qualification and technical knowledge alone may not make us competent. The word `competency’ is a lot more technical in HR parlance than mere qualification. It is therefore important to understand a bit of HR vocabulary so that we can understand what makes us competent. What is a competency? Competency is an underlying characteristic of a person that enables superior performance in a given job. It does include technical or functional knowledge; but it goes onto include skills, personality traits and motives that shape a person’s attitude. In a simplified way, we can understand competency as an integral combination of knowledge, skill and attitude that helps superior performance on the job. Let us take an example to understand this better. Case 1: Assume that Santosh reads a lot about automobiles. He knows how engine, brakes, clutch, accelerator, etc, operate; he can draw the internal circuits very well. Does it make him an excellent driver of the car? Case 2: On the other hand, Babu drives the car on highways and travels at high speeds. However, he does not know simple things about engine maintenance or clutch; soon you find that the wear and tear is very high. Do you consider Babu as a competent driver? Case 3: We now have a third case of Veera who knows the technicalities of the car; who drives the car very well; however, he hates driving in the cities. Somehow, he feels he is not meant to be a driver and aspires to become a clerk. His dislike towards driving makes him restless and discourteous at times; do you consider Veera a competent driver? Ideally, you are looking at a driver who comes with the knowledge of Santosh, skill of Babu and with an attitude that is the opposite of Veera. Therefore, in this case, what makes a driver competent is an integral view of knowledge, skill and attitude. Keep tracking this space to know more about competency, competency framework, how organizations use competency framework and what is in it for you? This article was published in: HR Mirror, Hans India Follow us on Twitter @hrfootprints

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Virtual HR Functions

Leave a Comment / HR Views & News / HR Footprints / 26/10/2013

Off late, virtual HR function is the buzz word that we have been hearing. Large to small organizations are in a path to take up this project of Virtual Human Resource systems, a network – based system built on partnerships and mediated by information technologies in order to be simultaneously strategic, flexible, cost-efficient, and service-oriented. What led to the transformation of HR processes today? The driving force behind the virtual HR concept is the emergence of new technology, the need for high speed management of workforce, a networked organization and knowledge workers. Globalization, diversity, intellectual capital, information technology and the like are expanding the scope of organizations, accelerating the pace of change, and placing a premium on organizational agility, flexibility and rapid response. As the global competition is rising, the firms are more focusing on importance of collaborating with external partners, focusing on resources from outside, integrating the knowledge from outside etc., and for all these changes, HR function is the epicenter. The HR functions are to be simultaneously static, flexible, cost-efficient and customer–oriented and can be operated much faster. The traditional model for HR is poorly suited for all these challenges. This led to the raise of virtual HR systems. The Technology Infrastructure for Virtual HR: The backbone of virtual HR is information technology (IT). IT allows firms to store and retrieve large volumes of information quickly and inexpensively. Firms can communicate more easily and selectively with others in remote parts of the world, thereby allowing for even better use of the information at their disposal. Relational Impact of IT over HR: While the operational impact of IT focuses on efficiency and productivity improvements within HR, IT also influences HR’s relationships with other parties within the organization. It allows HR to enhance service by providing line managers and employees with remote access to HR databases, supporting their HR-related decisions, and increasing their ability to connect with other parts of the corporation. By making information accessible on-line, HR can improve decision quality, reduce cycle time, and enhance flexibility and customization. Author – Seshagiri Pattamatta, Specialist – HR Processes , HR Footprints Co- Author – Divya Shalini Modali, Member at HR Footprints.

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An unpaid intern for a career edge

Leave a Comment / Careers and Concerns / HR Footprints / 22/05/2013

Be prepared to become an unpaid intern for career edge. If the opportunity fits your domain and your field of interest, do not think twice about taking it, especially if you are a fresher. Internships are often the best learning experiences. You learn from the experts in your field, expand your networks, and also get ready for the corporate life that awaits.

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