Competency based Training & Career Development

  Competency- based Training & Career Prepared by: Yunus Triyonggo, PhD. Development

  Model Kompetensi

Profesi MSDM Indonesia

  N Manajemen

  MSDM S Talenta

  A

  N Yunus Triyonggo, 2014

Klaster 4. Pembelajaran dan Pengembangan SDM

  No Kode Unit Judul Unit Kompetensi Menyelaraskan Strategi Pembelajaran dan

  1 M.701001.032.01 Pengembangan sesuai dengan Strategi Organisasi

  2 M.701001.033.01 Mengidentifkasi Kesenjangan Kompetensi Mengidentifkasi Kebutuhan Kompetensi melalui

  3 M.701001.034.01 Rekam Jejak Perkembangan Pekerja M.701001.035.01 Merancang Program Pembelajaran dan Pengembangan

  5 M.701001.036.01 Mandiri Menyusun Anggaran Program Pembelajaran dan M.701001.037.01

  6 Pengembangan Melaksanakan Kegiatan Pembelajaran dan

  7 M.701001.038.01 Pengembangan Melakukan Evaluasi Pelaksanaan Keseluruhan

  8 M.701001.039.01 Program Pembelajaran dan Pengembangan

AGENDA

  1.What is a competency

  2.How important the competency

  3.Competency-based Training

  

4.Competency-based Career Development

Competency

  ◍ ◍

  Competence A competency is the ability of is a set of an individual to defined do a behaviors that properly. provide a structured guide enabling the identification, evaluation and development of

  

Competency: a story Why Important? “

  ◍ 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.

The Benefts of Competency

  Competency Competency

  Selection Selection

  Training & Development Training & Development

  Performance Management Performance Management

  Career Path & Succession Planning Career Path & Succession Planning

BIG CONCEPT

  

Bring the attention of your

audience over a key

concept using icons or

illustrations

  What is Competency-based Management? An HR management approach that standardizes and integrates all HR activities based on competencies that support organizational goals.

  Basic Competency Architecture

Competency-based Training

  ◍ ◍

  

Introduced in the Ensures to be

1980s integrated to

  ◍ Core produce specific competencies results

  ◍ defined as the Can easily collective learning incorporate in the organization; learning activities the coordination of into daily business diverse production processes (Naquin

skills while & Holton, 2003)

integration various streams of technology

Competency-based Training Framework

  Current competency Required Competency mapping of the competency for

Assessment

employee positions

  Training & Competency Gaps Development Program

Example: Chicken Farm

  1 Vocational High School

  4 IP 330

  3 Body weight 1.7 kg

  1.5

  2 Feed Consumption Ratio

  1 Depletion 2.5%

  18 No KPI Std

  4 Vocational High School Total

  7 Security Guard

  1 Vocational High School

  6 Technic Supervisor

  Farm Manager Farm Supervisor

  Farm Operator Farm Operator

  9 Vocational High School

  3 Farm Operator

  2 D-1/High School

  2 Farm Supervisor

  1 D-3

  1 Farm Manager

  No Job Title Total Min Education

  Poultry Health = 138.000 population

  Technic Supervisor Security Guards

  Farm Operator Adm Assistant

  Farm Supervisor Farm Operator

  5 Adm Assistant

Farm Manager Job Scope & Competency Model

  ple am

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

Competency Model – Farm Manager Knowledge

• 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
• 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 •
• Teamwork • Achievement Orientation •

  Achievement Orientation

• Real Accountability •
• Can Do Mentality •

  Can Do Mentality

  Integrity

  Real Accountability

  Build & Develop Superior Talent

  Skills Attitude Competency Competency

• Build & Develop Superior Talent •

  How to design

competency-based

training program

Competency Profle per Position

  Required Level Position Required Competency

  1

  2

  3

  4

  5 Integrity Teamwork Achievement Orientation Real Accountability Can Do Mentality

  Farm Manager Build & Develop Superior Talent

  Management of Broiler farming Application of Biosecurity Analysis of the performance and operational costs

Competency Profle per Position

  Position Required Competency Required Level 1 2 3 4 5

  Farm Manager Integrity Teamwork 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 current level

  Gap analysis of an individual employee

  Competency-based Development

  Critical parts of Competency-based

Training

  Bank of

  Bank of

  Learning Competency

  Competency Learning

  Competency Competency

  programs Model per

  gaps analysis Model per programs gaps analysis

  position

  per job holder position per job holder

• Curriculum 10-20-70
• Delivery system
• Competency-

  Training Competency- based Training

  Training

  Expertise based Training

  Expertise

  Team Competency

  Team Competency

• b
• based

  Instructors

  Instructors Assessment

  Assessment measurement

  Certified

  measurement Certified

  Coach

  Coach Assessment Center

• 360 degree feedback

  Competency-based Career

Development

Career Planning System

  Career Path Design Analysis of Employees Future Plan Implementation of Development Program

  Defnition of Career Path

  

How to match Employee

expectation with Organization

goals

  

How do employees express their career aspiration and what are their motivating factors?

Managerial

  Managerial Functional Autonomy Functional Autonomy

  Technological “To develop

  Technological “To develop

  “Enhance my “Get freedom in “Enhance my “Get freedom in

  “I desire to work interpersonal,

  “I desire to work interpersonal, technical expertise, decision making, technical expertise, decision making,

  with hi-tech in my communication,

  with hi-tech in my communication, I do not seek work at my own I do not seek work at my own

  entire career” influencing

  entire career” influencing managerial job” pace” managerial job” pace”

  competence”

  competence”

  

Does the organization’s vision and mission match with my career aspiration?

Organization

  Employee Individual

  Vision, Goals,

  Goals, motivators,

  Culture, Human

  career aspiration

  ? Capital System

  

Organizational and Individual

Career Planning perspective

  

Defning Career Path

Analyzing a

  

Categorizing the

Identifying position of job

positions that require

career paths based in the

similar competencies

based on the competency into one job family job family required

  Competency profile Career path:

• (Core, Leadership, Categorizing the vertical, lateral, and Functional positions into a Job and diagonal Competency per Family Mandatory training
• position)

  General Career Periods

  Special Individual Career

Issues Technical and Women and Careers

  Sequencing

Professional Workers

  Glass Ceiling Dual Career Ladders Special Individual Career Issues Dual-Career Couples Global Career Concerns

  Repatriation Family vs.Career Global Development Relocation

  

Employee Development

Program

  

Employee Career Needs Organization Career Needs

Match?

Development Program and Interventions

  Special Assignment Training/Workshop

Apprenticeship in

other Sister Company

Executive

  Development Program Project Assignment On the Job Training Coaching/Mentoring

  Case study Job Enrichment

  Training & Development Manager Competency Career 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

  6 M.701001.054.01 Melaksanakan Evaluasi Pengelolaan 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 after hiring and those are more difcult to develop

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 development eforts and performance outcomes

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

  4. Takes the guesswork out of career progression discussions

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