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• W2582765039 abstract "INTRODUCTIONThe concept of Competency in the past few decades has emerged as a strong predictor of the growth and development of any organization's workforce. In today's increasingly global and competitive businesses, many organizations find it difficult to decide whether the employees have the skills, knowledge and capabilities that are required on the job. Different businesses require a unique set of competencies for each job even across roles within the organization. Towards this end, many organizations have started to adopt the competency approach to help them in identifying the prerequisite skills, capabilities, attitudes and personality types of employees suited for those particular jobs.The competency mapping approach started in the 1960's with McClelland who used this method on the employees of USIA by interviewing them using the critical incidents technique to identify the skills required on the job. Strangely, it was found that many of the skills the panel of experts had identified as crucial to job performance for the workers, were thought to be irrelevant to the everyday duties of the people interviewed by McClelland. His studies were very relevant in those times as they are today. Competencies have found meaning in many different functions of organizations as well. Some of the functions include job analysis, task analysis, recruitment and selection, training and development, performance management, etc.CompetencyCompetencies can be defined in terms of that part of a person's behaviour that can be observed or demonstrated and that enable performance of the job. Competencies are defined as sets of behaviour that are instrumental in the delivery of desired results or outcomes (Kurz & Bartram, 2002). Another definition given by Spencer and Spencer (1993) is underlying characteristic of an individual that is causally related to criterionreferenced effecting and/or superior performance in a job situation.Operational definition of CompetencyTo operationally define the term competency in this organization's context, Spencer and Spencer's (1993) definition can be followed. Competencies were defined as those underlying characteristics of people that cause behaviours which adhere to the organization's standards, expectations or requirement. An important application of competency mapping can be found in the process of performance appraisal, as is found in the case of this organization. The appraisal process includes mapping or rating of employees on a five-point scale on various competencies identified by the organization as critical to a worker's performance. Competencies are defined and measured in two major areas viz. Behavioural competencies and Technical competencies.Performance AppraisalEmployees continually have their performance appraised, whether on a formal or an informal basis. Informal appraisals maybe made from haphazard observations, memory, hearsay, or intuition. But with a formal and rational system, appraisals are more accurate, fair and useful to all concerned.Campbell, McCloy, Oppler and Sager (1993) stated that performance is to be distinguished from effectiveness. Performance is synonymous with behaviour, it is what people actually do and it can be observed. Performance includes those actions that are relevant to the organization's goals and can be measured in terms of each individual's proficiency (that is, level of contribution). Effectiveness, on the other hand, refers to the evaluation of the results of performance, and it is beyond the influence or control of the individual. Measures of effectiveness, although of major importance to the organization, are contaminated by factors over which the employee has little influence. An example of effectiveness is how many promotions an employee has had over a period of say three years. The number or promotions a person has is affected by the availability of job openings to which one can be promoted and the qualifications of other candidates. …" @default.
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• W2582765039 date "2011-07-01" @default.
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• W2582765039 title "Validation of Behavioural Competencies of a Performance Appraisal Tool" @default.
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