COMPETENCY

MERY CITRA SONDARI

THE OUTLINE
Mery Citra.S,SE.,MSi 18 Juni 2013

Basic Concept of Competency Competency Model Competency Framework Competency-based HRM

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 ratarata dengan kinerja superior
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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 require a combination of KSA's to execute
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 Kompetensi itu harus ditunjukkan/dibuktikan, bisa dilihat dari perilaku kerja Konsep Kompetensi merevisi konsep KSAOs (Knowledge, Skill, Ability and Other Characteristics). Kompetensi bukan K-S-A-O secara terpisah, melainkan blended

Dari pengertian di atas, maka:

 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.
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Contoh kompetensi

A Competency is an underlying characteristic of an individual that is causally related to criterionreferenced effective and/or superior performance in a job or situation.
(Spencer & Spencer)
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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

Causal Relationships
* Competency ------ Causal Relationships Kompetensi dan menyebabkan atau memperkirakan perilaku

Competency Causal Flow Model

Intent Personal characteristics
Motive Trait Self-concept Knowledge

Action Behavior
Skill

Outcome Job Performance

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Achievement Motivation

Goal setting, Personal responsibility, Use of feedback

Continuous improvement
Quality, Productivity, Sales, Earnings

Doing better Competition with Standard of Excellence Unique Accomplishment

Calculated Risk taking

Innovation
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

minimally acceptable level of work

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Categories
Kategorisasi Kompetensi Berdasarkan kriteria job performance yang diprediksi, kompetensi di kelompokkan dalam 2 kategori :

1. Threshold Competencies Kompetensi yang berasal dari karakteristik yang sifatnya esensial, misalnya knowledge atau basic skill yang secara minimal harus dimiliki seorang pemangku jabatan tertentu dan tidak diatas ratarata.
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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

Skill Self Concept Trait, Motive Attitudes, Values

Surface: Most easily developed

Knowledge

Core personality: Most difficult to develop

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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.

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.

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 cara mengatasi suatu situasi tertentu.

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)

The Competency Model Continuum

One-Size Fits-All Model Full Model

e.g. core for all

e.g. group, family or role competencies

competencies down to the job level

Personal Qualities

General Abilities

Specific Knowledges / skills

Model generic untuk berbagai job families dari Spencer & Spencer
Technician & Profesional Sales people Helping & Human Service Worker Managers Entrepreneur

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 Customer Service orientation

Sales people
Impact and influence Achievement orientation Initiative Interpersonal understanding Customer Service Orientation Self-confidence Relationship building Analytical thinking Conceptual thinking Information seeking (organizational awareness) Threshold : technical expertise

Helping and Human Service Workers

Self-confidence Self-control Other personal effectiveness competencies Profesional expertise Customer service orientation Teamwork and cooperation Analytical thinking Conceptual thinking Initiative Flexibility Directiveness/Assertiveness

Managers
Impact and influence Achievement orientation Teamwork and cooperation Analytical thinking Initiative Developing others Self-Confidence Directiveness/Assertiveness Information seeking Team leadership Conceptual thinking Base requirements : Organizational awareness and relationship building Expertise/Specialized knowledge

Initiative Sees and acts on opportunities Persistance Concern for High Quality of work Self-confidence Monitoring Recognizing the importance of business relationship

Entrepreneurs

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
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Competency Framework / Dictionary

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 indicators

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 Fair to all

Typical Competency Framework Structure

Competency Cluster

Competency
Behaviour Indicator

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

Behavioural Indicators
Behavioural Indicators are examples of the behaviours that would be observed when someone demonstrates competency. In most cases, behavioural indicators are examples of effective competency.

Competency
Each competency is a collection of related behavioural indicators.
Competency without levels Competency with levels

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 indicators would relate to all jobs

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)

 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 Interacting eg working with people

Competency Clusters

Kamus Kompetensi (Competency Framework / Dictionary) dari Spencer & Spencer

 Competency Cluster

Kompetensi dari Spencer & Spencer

Achievement and Action Helping and Human Service The Impact and Influence Managerial Cognitive Personal Effectiveness

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

Competency names / title

Information Seeking
Competency descriptions

Helping and Human Service

Interpersonal understanding Competency names/title A. Depth of understanding of others Dimensions -1 Lack of understanding 0 Not applicable 1 Understands either emotion or content 2 Understand both emotion and content Level of 3 Understands meanings competency 4 Understands underlying issues 5 Understands complex underlying issues Understands complex causes of others long-term underlying attitudes, behavior patterns or problem
B. Listening and responding to others Customer Service orientation
Behavior indicator

The Impact and Influence

Impact & influence Organizational Awareness Relationship Building

Managerial
Developing others Directiveness : Assertiveness and use of positional power Teamwork & Cooperation Team Leadership

Cognitive
Analytical Thinking Conceptual Thinking Technical / professional / managerial expertise

Self-control Self-confidence Flexibility Organizational commitment

Personal Effectiveness