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Competencies provide the individual with a map or indication of the behaviors that will be valued, recognized and insome organizations rewarded. In this regard, organizations that have spent time and money to ensure that competenciesare successfully used, is expecting improvement in the assessment of job performance. In this regard, Spencer & Spencer,(1993) says that competencies can be measured, and the results ofthe measurement can be used to plan training anddevelopment programs, succession, career management, performance management, recruitment, selection, andapplication of competency based compensation. .Competencies should be assessed properly, and confidence with their use. Failure to do so may result in individualsfinding thattheir efforts remain largely ignored, worse, a waste of time, especially if they are later told that thesecompetencies are not required for their jobs. However, competencies are not immune to the difficulties encounteredwith the more traditional measurement of job performance, as there are many aspects influence the successful of theapplication of assessment.This study evaluates the effectiveness of the competency assessment to individual development in a constructioncompany in Indonesia. The company has been applying Competency Based Human Resource Management (CBHRM)since 2004. The previous methods to assess the competencies are using assessment center and competency assessmentquestiormaire. However, the results of the study shows that there are many constraints in applying competencies modelsuccessfully due to some reasons such as: the assessment process relies too heavily on managers? j udgment, and the -managers and subordinates were hesitant to rate individual with his/her actual rating, the item of the assessment are notcleared enough, validity ofthe instrument is still questionable, and the employees have not been given any feedbackregarding the results ofthe assessment. In order to overcome the constraints, the researchers used multi rater approach toassess employees? competencies, and the results show that the big deficiencies between the actual and the expected insome competencies. |
MK-Wustari H. Mangundjaya-Developing.pdf :: Unduh