Competency final Exam Part 2 Flashcards
Characteristic about R&S and why iceberg is important
- You need to be able to identify characteristics you want to hire for.
- It provides a more systematic approach for hiring
- Likelihood of the recruit being a good fit with the organization increases
- The reason they are a better fit is b/c these core characteristics are hard to train for.
ex) can train a turkey to climb a tree but why not just hire a monkey. Core Characteristics are harder to train
Characteristic about Performance management and why iceberg is important
- It really helps because the emotions, feelings and motives are usually below the surface. We see the actions which are above the surface so it’s good to figure out where they are coming from
- Set competencies allows for a bench march for low and high performers
- Use IDPs to enhance strengths and close the gaps
Characteristic about Succession Planning and why iceberg is important
- When creating a succession plan, it’s important to consider whether employee’s overall performance is in line with company’s goals. BUT you can develop them. Much hard to train core competencies
- If they have the core competencies, they are much more likely to want to be around long term
- Competencies can be used as a method of rating and ranking potential candidates
- Focuses on T&D needed to address missing competencies
- Clarifies present and future competencies
Describe a “behavioural event interview”. In your answer be sure to address: (a) the purpose or objective
The objective of a BEI is to get detailed behavioural descriptions of how a person goes about doing his or her work. The goal is to get the interviewee to describe 4-6 complete stories of critical incidents.
*past behaviour is the best predictor of future behaviour
What are the 5 steps of the BEI
- Introduction & explanations
- purpose is to establish a sense of mutual trust - Job responsibilities
- interviewee describes his or her most important job tasks & responsibilities - Behavioural events
- interviewee describes in detail 5-6 most recent situations
- 2-3 high points and 2-3 low points (failures) - Characteristics needed to do the job
- ask interviewee what he or she thinks is needed to do the job effectively - Conclusion and summary
- thank for time and summarize key incidents and findings
The outcomes from BEI’s
1) Data can show exactly how high performers handle specific job tasks or problems
2) Rich in detail
3) Huge amount of info
4) Helps you set reliable expectations regarding employees’ future performance.
Provide one significant reason why it is important to validate competency models.
It ensures that the model you are using is a reliable measure
Describe one typical approach that could be used by an organization to validate its competency model.
Concurrent cross validation
Classic method for development and validation
Step 1: Define independent measure of effective performance (performance criteria)
Step 2: Identify sample and split into superior and average performers using the above measure
Step 3: Collect the data: BEI’s, expert panel, job analysis
Step 4: Identify job tasks and the competencies that differentiate superior from average performers
Repeat the above steps with a second sample - do you come up with the same competencies?
identify and briefly describe 3 problems or disadvantages with this application.
- Too specific to be applied universally - also may not fit the learning style of some people
- Difficult to prescribe specific competencies for emerging jobs
* not useful for basic jobs - Thorough planning is needed and it’s costly
- CBT customizes training to fit learner’s style
- can’t train large groups
- it takes a long time!
List and briefly describe the steps necessary to develop a competency model
Step 1: Define performance criteria *most important step
-identify superior criteria
-ideal criteria is hard
Step 2: Identify a criterion sample
- job effectiveness criteria used from step 1 to identify clear group of superior performers and a comparison group of average performers
Step 3: Collect data
-BEI’s, expert panel, surveys, direct observation
Step 4: Analyze data
Step 5: validate data in 3 different ways
Step 6: Prepare applications of the competency model once validated
How do you shorten the process in the development of the model?
eliminate the first two steps and instead just use a panel of experts- ex)HR specialists, managers, superior job incumbents
-shorten from 2-3 months to one day
Identify and explain three measures you could use to determine whether or not this application was effective. #1
Measure #1: Course feedback sheets -simple and inexpensive -level 1 because they measure reaction -subjective assessment of the training the subject received -measures how the participant feels
Identify and explain three measures you could use to determine whether or not this application was effective. #2
Measure #2:
Use a pre-test and a post-test
-need to use objective questions
-test results should be compared
-will indicate dept and understanding acquired
level 2 measure because it address the learning
Identify and explain three measures you could use to determine whether or not this application was effective. #3
Measure #3:
use a metric to determine if CBT has translated into tangible benefits to the organization
- can measure before and after the training to determine if there was an effect on the business
-difficult to attribute positive measures on CBT because other things happening at the same time so a good example is overtime/headcount. see if you can reduce this with more efficient workers.
-level 4 because its a measure of results related to the business
List 5 best practices
- Use diagrams/graphs/illustrations
- Use company language
- Prepare a competency dictionary
- Align the competency initiative with the org. strat.- link to org goals
- Establish Metrics in advance
