Competencybased Training Career Development Prepared by Yunus Triyonggo

Competency-based Training & Career Development Prepared by: Yunus Triyonggo, Ph. D. Bahan Matkul Manajemen Resiko SDM – MM UKI, 26 April 2018

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Klaster 4. Pembelajaran dan Pengembangan SDM No Kode Unit 1 M. 701001. 032. 01 2 M. 701001. 033. 01 3 M. 701001. 034. 01 4 5 6 M. 701001. 035. 01 M. 701001. 036. 01 M. 701001. 037. 01 Judul Unit Kompetensi Menyelaraskan Strategi Pembelajaran dan Pengembangan sesuai dengan Strategi Organisasi Mengidentifikasi Kesenjangan Kompetensi Mengidentifikasi Kebutuhan Kompetensi melalui Rekam Jejak Perkembangan Pekerja Merancang Program Pembelajaran dan Pengembangan Mandiri Menyusun Anggaran Program Pembelajaran dan Pengembangan 7 M. 701001. 038. 01 Melaksanakan Kegiatan Pembelajaran dan Pengembangan 8 M. 701001. 039. 01 Melakukan Evaluasi Pelaksanaan Keseluruhan 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 is the ability of an individual to do a job properly. ◍ A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.

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. ◍ A well sound Competency Model will help with performance management, succession planning and career development.

The Benefits of Competency Selection Training & Development Competency Performance Management 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 Source : Human Resource Systems Group, 2012

Competency-based Training ◍ Introduced in the 1980 s ◍ Core competencies defined as the collective learning in the organization; the coordination of diverse production skills while integration various streams of technology (Le Deist and Winterton, 2005) ◍ Ensures to be integrated to produce specific results ◍ Can easily incorporate learning activities into daily business processes (Naquin & Holton, 2003)

Competency-based Training Framework Current competency mapping of the employee Competency Assessment Competency Gaps Required competency for positions Training & Development Program

Example: Chicken Farm Manager Farm Supervisor Farm Operator = 138. 000 population Adm Assistant Poultry Health Technic Supervisor Security Guards Farm Operator No Job Title Total Min Education 1 Farm Manager 1 D-3 No KPI Std 2 Farm Supervisor 2 D-1/High School 1 Depletion 2. 5% 3 Farm Operator 9 Vocational High School 2 Feed Consumption Ratio 1. 5 5 Adm Assistant 1 Vocational High School 6 Technic Supervisor 1 Vocational High School 3 Body weight 1. 7 kg 7 Security Guard 4 Vocational High School 4 IP 330 Total 18

Farm Manager Job Scope & Competency Model le p am Ex 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 • • • Competency Broiler Farming Management Biosecurity Cost & Performance analysis tools People Management Farm Technology & Utility Manpower Regulation • • • • 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 Integrity Teamwork Achievement Orientation Real Accountability Can Do Mentality Build & Develop Superior Talent Attitude Skills

How to design competencybased training program

Competency Profile per Position Required Competency Integrity Teamwork Achievement Orientation Real Accountability Farm Manager Can Do Mentality Build & Develop Superior Talent Management of Broiler farming Application of Biosecurity Analysis of the performance and operational costs Required Level 1 2 3 4 5

Competency Profile per Position Required Competency Required Level 1 2 3 4 5 Integrity Teamwork Farm Manager Achievement Orientation Real Accountability Position required current level Farm Manager Competency required Relevant Training Modules & Assignment Integrity • • Basic Business Conduct Integrity project assignment Teamwork • Advanced Teamwork Training Project assignment •

Gap analysis of an individual employee Sarkar S, 2013

Competency-based Development Source: Corporate HR Nestle, 2010

Critical parts of Competency-based Training Competency Model per position Bank of Learning programs Competency gaps analysis per job holder - Competencybased Training Expertise Team Competencybased Instructors Assessment measurement - Curriculum 10 -20 -70 Delivery system Assessment Center 360 degree feedback Certified Coach

Competency-based Career Development Career Planning System Career Path Design Analysis of Employees Future Plan Implementation of Development Program

Definition 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 “To develop interpersonal, communication, influencing competence” Functional “Enhance my technical expertise, I do not seek managerial job” Autonomy “Get freedom in decision making, work at my own pace” Technological “I desire to work with hi-tech in my entire career” Does the organization’s vision and mission match with my career aspiration? Employee Individual Goals, motivators, career aspiration ? Organization Vision, Goals, Culture, Human Capital System

Organizational and Individual Career Planning perspective

Defining Career Path Analyzing a position of job based in the competency required Competency profile (Core, Leadership, and Functional Competency per position) Categorizing the positions that require similar competencies into one job family Categorizing the positions into a Job Family Identifying career paths based on the job family - Career path: vertical, lateral, and diagonal - Mandatory training

General Career Periods

Special Individual Career Issues Technical and Professional Workers Women and Careers Sequencing Glass Ceiling Dual Career Ladders Special Individual Career Issues Global Career Concerns Dual-Career Couples Repatriation Global Development Family vs. Career Relocation

Employee Development Program Employee Career Needs Organization Career Needs Match? Development Program and Interventions Special Assignment Apprenticeship in other Sister Company Training/Workshop Executive Development Program On the Job Training Project Assignment Coaching/Mentoring Job Enrichment Case study

Training & Development Manager Competency Career Development Manager Competency

THANK YOU

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 Benefits 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 difficult to develop

The Benefits 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 effectiveness 3. Ensures that training and development opportunities are aligned with organizational needs 4. Makes the most effective use of training and development time and dollars 5. Provides a competency framework for ongoing coaching and feedback, both development and remedial

The Benefits 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 effectiveness goal-setting around required development efforts and performance outcomes

The Benefits 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 Benefits 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 programs, a necessary component for management succession planning