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Overview of Competencies Used in the State of Georgia. For more information: Ann Phillips, SPHR 404-657-3407 tann.phillips@spa.ga.gov. Succession Planning. Job Redesign/ Career Paths. Compensation & Rewards. Performance Management. Strategic Planning & Workforce Planning.

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overview of competencies used in the state of georgia

Overview of Competencies Used in the State of Georgia

For more information:

Ann Phillips, SPHR

404-657-3407

tann.phillips@spa.ga.gov

integrated competency based hr

Succession

Planning

Job Redesign/

Career Paths

Compensation

& Rewards

Performance

Management

Strategic Planning

& Workforce Planning

Recruiting/Selection

Onboarding

Workforce Training

& Development

Competency Management

HR Policy

Integrated Competency Based HR
current hr initiatives

Succession

Planning

Job Redesign/

Career Paths

Compensation

& Rewards

Performance

Management

Strategic Planning

& Workforce Planning

Recruiting/Selection

Onboarding

Workforce Training

& Development

Competency Management

HR Policy

Current HR Initiatives
what is a competency
What Is a Competency
  • Competencies:
    • Attributes
    • Knowledge
    • Skills
    • Abilities
    • Other characteristics
  • that contribute to successful job performance
types of competencies
Types of Competencies
  • Behavioral Competency: Behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success in the organization
    • Can apply to all (or most) jobs in an organization or be specific to a job family, career level or position
    • e.g., teamwork and cooperation, communication
    • Focus on the person
  • Technical Competency: Specific knowledge and skills needed to be able to perform one’s job effectively
    • Job specific and relate to success in a given job or job family
    • e.g., knowledge of accounting principles, knowledge of human resource law and practice
    • Focus on the job
competencies job redesign
Competencies – Job Redesign
  • Technical competencies
    • Are part of the job description
    • Describe what a person needs for the job
    • Generally a phrase or statement
  • Behavioral competencies
    • Are not part of the job description
behavioral competencies
Behavioral Competencies

Key Characteristics:

  • Observable and measurable
  • Relate to the core purpose and values of an organization
  • Focus on the person
    • Contribute to improved employee performance
    • Contribute to individual success within an organization
  • Can apply to all (or most) jobs in an organization or be specific to a job family, career level, or position
  • Are not part of the job description

Drive organizational performance

integrated competency based hr10
Integrated Competency-Based HR
  • Strategic Planning
    • Translates the organization's vision and goals into expected employee behavior
  • Workforce Planning
    • Links competencies to the agency’s mission, vision, & goals
    • Assess and target skill and competency gaps
    • Identify where to best focus training dollars
    • Help determine what competencies are needed for today as well as the future
    • Identify gaps between present skill sets & future requirements
    • Identify gaps at the agency level
integrated competency based hr11
Integrated Competency-Based HR
  • Performance Management
    • Provides consistency in performance expectations and measurement
    • Helps identify which behaviors most impact performance and success
    • Used in individual development plans to target gaps and identify development opportunities
    • Helps distinguish exceptional individuals that contribute to organizational success
    • Provides feedback to individuals to move them toward exemplary performance
integrated competency based hr12
Integrated Competency-Based HR
  • Succession Planning
    • Helps clarify characteristics required for targeted position(s)
    • Focuses training and development plans to address competency gaps
    • Allows an organization to measure its “bench strength”
    • Helps target the agency’s investment of both time and money for developmental purposes
    • Helps provide a method for assessing readiness for the role
integrated competency based hr13
Integrated Competency-Based HR
  • Recruiting/Selection/Onboarding
    • Ensures a more systematic interview process
    • Provides a complete picture of job requirements
    • Increases the likelihood of hiring people who will succeed in the organization
    • Can prescreen job applicants
    • Make selection decisions based on demonstrated ability to perform or evidence of results
    • Reduce hiring costs and absenteeism / turnover rates
integrated competency based hr14
Integrated Competency-Based HR
  • Workforce Training and Development
    • Provides the ability to focus on the skills, knowledge, and characteristics that have the most impact on effectiveness
    • Ensures that training and development opportunities are aligned with organizational values and strategies
    • Recognizes that most efforts to build competencies occurs through work experiences
    • Helps individuals to discover their own competencies
hr initiatives current timeline
HR Initiatives Current Timeline
  • Phase 1 Agencies: DOAS, DCH, DCOR, EconDev, DHR – part, DOR, GBI, SAO, SPA
integrated competency based hr16

Succession

Planning

Job Redesign/

Career Paths

Compensation

& Rewards

Performance

Management

Strategic Planning

& Workforce Planning

Recruiting/Selection

Onboarding

Workforce Training

& Development

Competency Management

HR Policy

Integrated Competency Based HR