01. How effectively link the competencies with recruitment
and performance management
According to the information gathered from the HR department
of my company, it ensured that there is a link between competencies and
recruitment and performance management. Even though it demonstrates a link
there is an issue with the competencies and the recruited process and
performance management. It means some employees are not contented with their job role. It has directly affected the performance management of the company.
Therefore the company has to match the competencies with the selected employees.
Previous researchers also prove that competencies very
closely linked to both recruiting and performance management systems. It ensures that there are four measures related
to this area. The first step includes
the analysis of the dictionary of competencies. The dictionary of competencies consists of
definitions of competencies and the different skill levels. The second step
includes work design, where the manager or HR specialist selects competence or
competency levels depending on the job requirements. Instead, the selected skill levels are used
as a basis to direct the recruitment process where appropriate applicants are
sourced. The third step includes an evaluation of an incumbent's results. An incumbent (or holder of a particular
job) output is evaluated based on how well they have attained the appropriate
level of competency. In the fourth step,
differences in competences are established through the performance management
process. The disparity between the real levels
of proficiency is called distance.
02. Competencies and performance management in construction
companies.
Performance management has defined in various ways. With the
recent literature, it can define as a process of assessing an employee’s
progress to achieve the company goals. Also, it is useful to determine the
rewards and penalties of the employees. The performances of the employee have
to match with the Competencies of the employee. For that companies have used
few methods such as competency-based system and skill-based systems as their
performance management system. For high performing organizations, a competency-based
the performance management system is an essential part of an overall competency
management plan. It helps to motivate staff, align training with company goals
and clearly define roles and the skills needed to perform each job well.
03. Competencies and Recruitment process in construction
companies
Recruitment is recognized as a process of bringing in the
right people who have the potential to make a positive contribution to a
specific organization for the short or long term. It can be done either
internally o externally. When making the recruitment process we have to consider
about the competencies of the recruited persons. The recruitment process has to
be a focus on the competencies which selected employee must-have. If it unable to
identify the competencies related to the job role, employee will unable to come
up with the goals of the company. In construction companies, mostly they need
skilled persons to do their works. The experience of the person is most
important to the workforce. Therefore the company has to clearly identify the
competencies that employee must-have. Also, the recruitment process must have
the capability to recruit a suitable person who has the appropriate competencies.
04. Competency Identification process
In a company, it is very important to identify the
competencies of the employees and the competencies which want to make the
effective job. There is a process which the company can use to identify the
competencies for each job. Firstly they have to examine the purpose and
setting of competency modeling. Then it has to select a position and a group
of employees. After that it has to select the set of performance outcomes and
obtaining individual competence performance structure. Finally company has to obtaining
organizational competence-performance structures and validating the result.
With this process, the company can identify suitable competencies for each job role.
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