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The Competency Myth

I am sure everybody in their life would have had their own wins and losses .One of the most associated term with losses and wins and more precisely in this competitive world is “Competency”. Let’s understand the meaning of the word technically before getting into detail of it .It means the ability to do something successfully or efficiently”. 

Either in professional or personal life in this highly competitive world we always win over the other or lose over the other .When we win it’s claimed we are competent and when we lose we are associated with incompetency. The fact is presence or absence of competency at the end of the day is a judgment based on individual or collective decision based on few or set of parameters. The biggest challenge and debate for me is here.Sometimes we are claimed incompetent or competent because the parameters defined are wrong or the assessment or decision may be wrong. I am not here by making this statement criticising, But there is a fundamental logic based on which I request all of us to evaluate this claim. In a highly dynamic environment I think it’s important to understand that the competency required also keeps changing for a specific role /job/task/activity and the person or the judge if out-dated would not be in a position to identify the right set of parameters or will not be a qualified assessor .

Lets take an example to get more clarity on this. If a particular person has done sales role ten years back and not today this particular person may not be the right assessor to judge the competency required for the current market conditions for the sales role and the solution he /she proposes shall not be the right one for current challenges .Also another example could be if the person has been doing the same set of activities for longer tenure then it doesn’t matter if its two years or ten years’ experience as the activities are the same. Hence the correlation between experience and competency becomes a myth or invalid here too. 

Also most of the times competency is evaluated on the absolute finals and not on the relative finals with respect to the portfolio.In simple terms competency of sitting in a winning horse and sitting on a tortoise should not be evaluated with the same yard stick .Hence it’s very important keeping in mind the motivation aspects of human, defining the right set parameters in the current context and choosing the right set of people as assessors.

If it is not defined properly what happens is either the choice is wrong or we lose the right. I think it’s high time we relook the competency parameters keeping in mind the market dynamism .Else we may only be creating empty vessels with more noise.

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REFURBISH- JUNE 2018

REFURBISH 2018


CBHR Invites Interested HR – Fraternity in Chennai to come and co-create this journey by attending our first meeting this 16th June 2018 between 10 am to 12 pm.
Names and Senior HR Leaders participation details shall be updated in website (http://www.chennaibeyondhr.com/) then and there.

To register for participation (on or before 14-06-2018) CLICK HERE



Invitation - REFURBISH JUNE 2018

Thanks  and Invites All the registered participants to attend the event. Date : June 16th 2018Time : 10 am to 1 pm

AGENDA AND SCHEDULE


    Time Event Details  10 :00 to 10:30  Welcoming Opening Speech on CBHR  Prabhu S  Founder  10 30 to 11:30    Brainstorming Session on    Path Forward   Moderator  Prabhu S +1  11:30 to 12:00       Knowledge Slot • Blue Ocean ( 20 mints) •Gamification  (5 mints)    Prabhu S ( 20 minutes)     Vig ( 5 minutes) 12 00 To 1230  Office bearers willingness and Summary  Group 12 30 to 12 45 Thank you Note
Close to 20+ HR registered participants from Industry .
Its a closed group event and hence entry of others may be restricted .
The Venue for the event shall be as below
Calydon Tech Solutions - Business Center 365, Vaibogh, 5th Link Street, Old Mahabalipuram Rd, Nehru Nagar,  Perungudi, Chennai, Tamil Nadu 600096

CBHR- HR on the Wheels - Our First Initiative

Very recently I read about the nudge theory which impacts the behaviour of Individuals. The theory in simple terms means "Small activities or triggers can influence behaviour of individuals or collective group.
“For example a simple LED directional arrows in walking path can direct humans to walk in a straight line in a much crowded environment. This shall have significant impact in crowd management etc.
To know more on nudge theory please visit CLICK HERE FOR NUDGE THEORY.As founder of CBHR - Chennai Beyond HR - An initiative to take HR Beyond Organisations , an initiative  was taken for road discipline to make a statement that HRs can do beyond organisations and make small impacts.
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