Competency Based Recruitment and Selection

Topics: Human resource management, Job description, Recruitment Pages: 9 (2458 words) Published: March 7, 2010
Title: - Competency Based Recruitment and Selection

Theme: - Recent advances in commerce and management
Competency for any job can be defined as a set of human attributes that enables an employee to meet the expectations of his internal and external customers and stake holders.

We have generally observed that only hard work, knowledge, sincerity towards work, and intelligence does not alone makes a person star performer in his/her profession. There are many other factors that actually help an individual practically in achieving success in performing job. For example we have observed that during our school or college days a star student who scores maximum marks in exam may or may not be a good leader. Similarly to this a good batsman may or may not be a good bowler in the game of cricket. The only reason behind this to be a leader requires different set of competencies and to be a good bowler requires a different set of competencies than for a good batsman. That’s why human qualities and attributes which makes a person suitable for his/her job defines competency for that particular job.

A competent manager is always aware about different competencies that a person requires to perform the job effectively and efficiently. And on the basis of their knowledge about this they select and train their subordinates for that job.

There are many factors such are Social culture, work environment, nature of business, Organizational structure, responsibilities, nature of process and assigned activities, attitude and motives of management affects competency require for particular job. Competency based recruitment and selection focuses on identifying those candidates that can evidence those behaviourally defined characteristics which underpin desired performance in the role you are seeking. Competency based Human Resource Management:

A general objective behind hiring a candidate to perform a particular job is to get that job done effectively and efficiently. In short all organizations strive to achieve excellence in whatever business they are. To achieve this goal it is very essential that the entire jobs are performed efficiently and effectively by all the employees. To achieve excellence in performing any job by an employee it is important that an employee should be competent to perform that job. Competency based Human Resource Management helps any organization in achieving in objective.

Competency based human resource management is promising as best approach in developing and preserving competent human resources. Competency based approaches to human resource management have been developed since psychologist David McClelland’s research on competency concept. He is credited with launching the competency movement through the publication of his paper titled “Testing for competencies rather than intelligence”, in which he suggested that academic aptitude and knowledge content tests alone cannot predict a high level of performance, but personal qualities, motives, experience and behavioural characteristics can distinguish most successful from less successful individuals

Meaning of Competencies:
The Treasury Board of Canada has defined “competencies” as the knowledge, skills, abilities and behaviours that an employee applies in performing his/her work and that are the key employee-related levers for achieving results that are relevant to the organization/s business strategies.

Competency may be defined as: “The behaviourally defined characteristics which strengthen effective and superior performance”. It’s all about how the person should behave in order to achieve the objectives. According to Schroder competencies are personal effective skills which vary from more basic specialized functional skills to the generic, person based higher level competencies. Competencies allow focus process-“How things are done?” not simply on outcomes. Classification of competencies:

• Core Competencies...
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