Competency Mapping for

BSHRM Members
Md. Musharrof Hossain
Founder President, FBHRO
President, BSHRM & APFHRM
Head, HRM, icddr,b
 World HR Congress in USA
 Theme: Expand your World.
 My takeaway from the Congress.
 Tougher People Issue
 Bigger Thinking
 Ourselves
 Building Trust
 Being Human
 What is our option?
 Dave Ulrich, Author
HR Champions

“ To be more significant,
HR must become more
professional.”
Competency Based HR Systems
Performance
Management

Reward
Selection

Competency

Training
Recruitment and
Development

Career and
Succession
Plan
Change for HR Profession
Impacts of downsizing
Demographic makeup of HR profession
New and emerging roles
Alternative methods of service delivery
Increasing customer demands
Technology impacts
New skills and competencies
Aligning HR with mission
Retain talent staff
HR New Roles
HR must become more customer-focused and
results-oriented
HR must be creative and drivers of positive change
HR needs to be mission driven and aligned with
key organizational goals
HR must embrace new automated technologies to
aid in service delivery and workforce analysis
HR must be managed like a business regarding
return on investment and cost-benefits analysis
HR organizations must invest in the continual
development of their people
 What Is a Competency?
A competency is any observable and/or measurable
knowledge, skill, ability, or behaviour that
contributes to successful job performance.

Necessary for
Skills top performance
but not sufficient
Knowledge

Values
Traits Characteristics
that lead to
Motives longer-term
success
 Competency

Skills, Job Attitude &

Knowledge

Observable Behavior

Job Performance
 Why Competencies?
Promote a more open and transparent
culture
Improve the way an organization selects
and develops employees
Identify and encourage corporate behaviors
Provide a common framework and language
to integrate HR processes
Support organizational change
Encourage employees take more ownership
for their own career development
Key Characteristics of Competencies
Knowledge, skills, and behaviors that
contribute to success in a job

Observable and measurable

Contribute to improved employee
performance and organizational success
Demonstrate knowledge and skill
Behaviors that reflect motivation and
attitude
Types of Competencies
Behavioral/Core competencies
 Refer to motives, traits and attributes that
shape behavior and reflect “how” you apply
your knowledge and skills to achieve results.

Technical/Functional competencies
 Refer to the specific knowledge and skills
required to be effective in the job and reflect
the “what” you know and what you can do
technically.
Key Points Of Competency
System
Competency integration into all HR
applications
Use classification to slot the job into the
band at a particular level
Links individuals to the agency business
strategy and vision--communication is
critical
This will be a major cultural change effort
HR Competency Mapping

Personal Attributes

Leadership and Management

Competencies

HR Core Competencies

Role-Specific HR Competencies
HR Competency Mapping
Personal Attributes - Required for excellent
performance across all levels and functions
Leadership and Management Competencies -
Success factor that differentiate performance
across career levels or bands
HR Core Competencies - Success factors that are
shared across all HR roles
Role-Specific HR Competencies - Success
factors that distinguish sub-functional/role specific
competencies
Core HR Competencies
Communication skills
HR technical skills
Professionalism and ethics
Strategic thinking
People orientation and development
Organization diagnosis and development
Problem-solving and decision making
Personal development
Change management
Conflict management
Customer focus
Stewardship
Coaching and consulting
Compliance
HR Role-Specific Competencies

Specific HR Roles:
HR Strategist
HR Generalist, and
HR Specialist roles
Pair work
2 participants in one group.
 Identify one Behaviourial and one Functional
Competencies for General, Associate and
Fellow Members.
 Report to audience.
 BSHRM Competency Model
General Associate Fellow/Life Fellow
• Credible Activist • Credible Activist • Credible Activist
• Operational • Operational Expert • Capability Builder
Expert
• Change Agent • Change Champion • Talent Manager &
• HRIS & Social • HRIS & Social Organization Designer
Media Expert Media Expert • Change Champion
• Capability Builder • Business Partner
• Talent Manager & • Strategic
Organization Partner/Entrepreneur
Designer
• Business Partner
 BSHRM Competency Model
General Associate
Credible Acts as a trusted advisor to Acts as a trusted advisor to build
Activist build positive relationships positive relationships within the
within the organization via organization via communicating
communicating clear and clear and consistent messages
consistent messages with with integrity. Provides
integrity. Provides viewpoint viewpoint not only about HR
not only about HR processes processes or activities but about
or activities but about the the business demands.
business demands. Influences Influences others in a positive
others in a positive way way through clear, consistent,
through clear, consistent, and and high-impact
high-impact communications. communications.
1. Communicates with 1. Influences others in a
effective interpersonal positive way through clear,
skills consistent, and insightful
2. Demonstrates high verbal and non-verbal high-
integrity and compliance impact communications
3. Does what is promised 2. Be self-aware and
4. Acts as role model in the committed to building own
organization profession
5. Builds personal 3. Develops personal
relationships of trust accountability for
engagement and job
satisfaction
4. Advocates the importance
of HR in driving business
results
5. Provides credible opinions
about the business with
confidence
Fellow/Life Fellow
Acts as a trusted advisor to build positive
relationships within the organization via
communicating clear and consistent messages
with integrity. Provides viewpoint not only
about HR processes or activities but about the
business demands. Influences others in a
positive way through clear, consistent, and
high-impact communications.
1. Creates and maintains positive
connections with customers and co-
workers
2. Reduces stress and increases productive
energy by generating constructive
outcomes to the most challenging
problems and toughest workplace
situations
3. Implements long-term behavior changes
that lead to truly remarkable results.
4. Takes strong positions about business
issues that are grounded in sound data
and thoughtful opinions.
5. Demonstrates leadership and acts as role
model on organization’s values and
culture
 BSHRMCompetency Model
Operational Expert General
Has the ability to apply the
principles and practices of
human resource management to
contribute to the success of the
business and ensures HR
processes are efficient and
optimized through tracking,
monitoring and continuously
improving.
1. Applies basic
skills/knowledge to
perform HR service related
tasks
2. Communicates and
processes HR services in an
effective manner
3. Establishes mechanism and
standard for effective work
routines
4. Anticipates and
understands users’ needs
and provide solution
5. Displays professional ethics
in line with established
policies and practices
Associate Fellow/Life Fellow
Has the ability to apply the
principles and practices of human
resource management to
contribute to the success of the
business and ensures HR NA
processes are efficient and
optimized through tracking,
monitoring and continuously
improving.
1. Ensures integration of
policies and practice in line
with HR strategies
2. Adopts sound conceptual HR
knowledge into practice that
adds value to the
organization
3. Influences others to adapt
major changes/HR programs
4. Supervises activities and NA
tasks to ensure internal
customer satisfaction
5. Responses to HR practice’s
impact to organization in
terms of risk, governance,
and sustainability
 BSHRM Competency Model
General Associate Fellow/ Life Fellow
Change Agent Understands the dynamics of the
organization and undertakes the task of
initiating and managing changes in an
organization and Involves in facilitating a NA NA
team to bring about change in his/her
area.

1. Delivers clear concept of the

change required for the business to
succeed
2. Builds an understanding of change
management processes to support
the change
3. Facilitates two-way communication
during the change process
4. Helps employees to understand the
personal behavioral implications of
the change
5. Understands the details of change
NA NA
and acts as role models of the new
sets of behaviors required
 General Associate
Change Develops change mindset, provides
Champion visionary leadership on change,
involves key stakeholders and builds
NA commitment, and facilitates and
implements a variety of activities in
the change process.
1. Promotes the need for change
and manages the integral steps
associated with the change.
2. Designs and delivers innovative
HR practices that create and
foster the desired culture
3. Identifies and engages people
who can make change happen
4. Inspires and motivates teams to
support changes
5. Monitors progress and success of
change processes and sustains
change through HR practices
NA
Fellow/Life Fellow
Develops change mindset, provides visionary
leadership on change, involves key stakeholders
and builds commitment, and facilitates and
implements a variety of activities in the change
process.
1. Ensures the organization’s capacity for
change to make sure the change happens at
the organizational level in anticipation of
future and/or strategic business needs.
2. Manages the overall change program,
designs and develops enablement
components, and identifies and supports
change agents
3. Communicates the outcomes of change to
the organization and adapts the learning
from change experiences to new change
initiatives.
4. Manages communications strategies to build
the case for strategic business change,
engages key stakeholders and overcomes or
manages the resistance.
5. Sustains change by ensuring the availability
of necessary resources and by capturing the
lessons of success and learnings from failure.
 General
HRIS & Social Media Makes sense and good use of
Expert what technology offers and
makes technology a viable,
productive part of the work
setting.
Associate Fellow/Life Fellow
Makes sense and good use of
what technology offers and
makes technology a viable,
productive part of the work
NA
setting.

1. Applies technology to 1. Accesses, analyzes and

deliver HR systems and
programs effectively and
efficiently
2. Monitors quality of HR 2.
work and verifies HR
information
3. Improves employee
communication through 3.
technology
4. Facilitates employee and
manager to use HR
information system and
applications 4.
5. Uses social media
technology to build and
maintain internal and
external relationships 5.
aligns technology for
information, efficiency,
and relationships.
Encourages innovative
methods and new
technology to improve
HR processes
Evaluates proper
technology tools to
promote good
cooperation and
business intelligence
Processes complex NA
analysis and traces
performance implication
to support HR decisions
Leverages social media
to enhance employment
branding to support
future growth of the
business
 General Associate
Capability Builder Blends individual abilities into
an effective and strong
organization by helping to
NA define, assess and build its
organization capabilities to
support business strategies.
1. Diagnoses gaps that
underline current and
future performance
2. Involves employee to
creates development
plans to enhance
performance and
behavior
3. Arranges appropriate
learning activities and
assignments to acquire
knowledge, skill and
experience.
4. Gives directions of
NA training roadmap and
career development
program
5. Supports employee with
potential in seeking
lateral and promotional
opportunities to further
their career
Fellow/Life Fellow
Blends individual abilities into
an effective and strong
organization by helping to
define, assess and build its
organization capabilities to
support business strategies.
1. Facilitates capability
audits to determine the
identity of the
organizations which
includes customer
service, speed, quality,
efficiency, innovation,
collaboration, etc.
2. Anticipates future
talents/capability needs
and take actions to
enhance the bench
strength
3. Institutes organization-
wide mechanisms and
process to promote
continuous learning and
improvement
4. Works with line
managers to create an
organization where
employees find the
meaning and purpose at
work
5. Establishes learning
environment to
motivate self-
development
 General Associate
Talent Ensures the organization is capable in
Manager & identifying, retaining and attracting key
Organization talents to create the competitive advantage
Designer and fulfills organization’s strategic needs.
NA Designs the organization appropriately to
deliver organizational short and long-term
objectives and manages the structural
changes effectively.
1. Understands the business and
competitive challenges and references
measures of commercial value of
TM&OD interventions
2. Develops and provides the strategies
and interventions that effectively
deliver people-related aspects of
change, facilitates effective
implementation
3. Drives effective and efficient
deployment of TM&OD products and
services into the business in alignment
with wider HR services
NA 4. Develops and sustains effective
relationship with Generalists and the
business, demonstrates a consultancy
approach to relationship development
across the organizational matrix
5. Demonstrates personal commitment
to and interest in the TM&OD agenda.
Is professional, authentic and
dedicated to the delivery of thought-
leading expertise in support the
business
Fellow/Life Fellow
Ensures the organization is capable in
identifying, retaining and attracting key talents
to create the competitive advantage and fulfills
organization’s strategic needs. Designs the
organization appropriately to deliver
organizational short and long-term objectives
and manages the structural changes effectively.
1. Responds efficiently to demand from the
business, ensuring priorities and resource
allocation in aligned with commercial ROI
on TM&OD interventions.
2. Develops and provides the strategies and
interventions that effectively deliver
people-related aspects of change, facilities
effective implementation
3. Delivers to market standards in the
development of TM&OD products and
services, supporting and facilitating the
achievement of business plan
4. Develops and sustains effective
relationship with Generalists and the
business, demonstrates a consultancy
approach to relationship development
across the organizational matrix.
5. Demonstrates personal commitment to
and interest in the TM&OD agenda. Is
professional, authentic and dedicated to
the delivery of thought-leading expertise
in support the business
 General Associate
Business Understands the business functions and
Partner metrics within the organization and industry
and works closely with senior management to
NA develop an HR agenda that closely supports
the overall objectives of the organization.
1. Uses knowledge and understanding of
the business strategy and model to
consistently impact sustainable business
results
2. Effectively manages demand from the
business, ensuring priorities and
resource allocation is aligned with
commercial ROI on HR interventions
3. Drives effective and efficient
deployment of HR products and services
into the business
4. Develops and sustains effective
functional relationship with the
business; demonstrates a strategic
NA approach to relationship development
across the organization matrix
5. Develops and sustains effective
functional relationship with the
business; demonstrates a strategic
approach to relationship development
across the organization matrix
Fellow/Life Fellow
Understands the business functions and
metrics within the organization and industry
and works closely with senior management to
develop an HR agenda that closely supports
the overall objectives of the organization.
1. Uses knowledge and understanding of
the business strategy and model to
consistently impact sustainable business
results
2. Delivers alignment between the people
strategy and the business strategy,
delivers commercial value through the
people agenda
3. Drives effective and efficient deployment
of HR products and services into the
business
4. Develops and sustains effective functional
relationship with the business;
demonstrates a strategic approach to
relationship development across the
organization matrix
5. Develops and sustains effective functional
relationship with the business;
demonstrates a strategic approach to
relationship development across the
organization matrix
 General Associate Fellow/Life Fellow
Strategic Develops and aligns HR strategies to the business strategies with the
Partner/ ability to recognize local and global trends that impact the business and
Entrepreneur NA NA responds accordingly.

1. Uses knowledge and understanding of the business strategy and

model to consistently impact sustainable business results
2. Delivers alignment between the people strategy and the business
strategy; delivers commercial value through the people agenda
3. Effectively manages demand from the business, ensuring priorities
and resource allocation is aligned with commercial ROI on HR
interventions
4. Delivers on the strategic opportunities that significantly improve
business performance. Is a leader and active agent of change
5. Plans, organizes and manages the network of related activities and
resources that deliver successful completion of change projects

NA NA
 BSHRM Competency Model
General Associate Fellow/Life Fellow
Credible Activist V V V
Operational Expert V V NA
Change Agent V NA NA
Change Champion NA V V
HRIS & Social Media
V V NA
Expert
Capability Builder NA V V
Talent Manager &
Organization Designer NA V V

Business Partner NA V V
Strategic
NA NA V
Partner/Entrepreneur