Co-facilitated HR diploma module #3 "Competency Based People Management" with Excelerate CEO Mr. Zafar Aziz Osmani at IoBM and explained “Competency Spidergram"

1. Competency Framework:
Taking Action
FARHANA ZAHEER
MODULE 3:
COMPETENCY BASED PEOPLE MANAGEMENT
(CBPM)
15TH FEBRUARY 2014

2. Introduction
• Official Catholic Aid
Agency of UK
• 500 partners in 40
countries

3. CAFOD is all about
1. Bring hope &
sympathy
2. Reduce poverty &
injustice

4. Four- Fold Mission
1.
Development
2.
Advocacy
3.
Education
4.
Humanity

5. Case Study - Background
Launched a new
10 - year Strategic
Framework
Needed the
Competency
Framework to align &
support it

6. Problem Analysis
The original competency framework
was outdated
21 competencies with indicators but
difficult to utilize
Competencies fixed in Recruitment,
but didn’t attach in Performance,
Development & Learning

7. CAFOD Two Aims
Competencies
Identification
• Knowledge, skills,
behaviours & attitudes
• Recruitment , performance
Embed
development & learning
Competencies in to:

8. Solution -Taking Action
It is a simple visual tool for
managers and staff, to ensure its
relevance to everyday People
Management

9. Competency Framework
Spidergram

10. Purpose of Taking Action
To get the best from
shared commitment,
to guide & enable
personal
effectiveness
To clarify
expectations & see
changes in abilities at
a glance

11. Using Taking Action


Areas of
competence
f
levels of ability
our

Indicators of
performance
30

12. 3 Level of Competencies
Level 2
Excelling
Level 1
Being effective
Level 3
Leading the
way

13. 11 Core
Competencies
??

14. 11 Core Competencies
Understanding our
context
1. Understanding
Catholic identity
2. Understanding
CAFOD
3. Understanding
international
development
Working together
4 . Managing ourselves
5. Working with
others
6. Communicating
7. Looking outwards
Making change
happen
8 . Managing resources
I9 . Achieving results
10 . Managing our
performance
11. Taking the lead

15. Reflection
What is required of my role? Which indicators
best match my performance? What level am I
Staff
at?
quickly
Organiz
Staff
accesse
ed its
developed
d
learning
related
courses
on
competenci
/
Intranet
es.
resourc
es

16. Conclusion
Consultative approach
• High degree of ownership among staff
Strong communications
• Engaged colleagues & built stories
Self awareness
• Staff ready to take responsibility for their own
development

17. THANK YOU !!
For further queries & feedback, join
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