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    Competency-based human resource management systems: Case studies of a multinational company in fmcg industry and a native human resources company in service industry
    (Işık Üniversitesi, 2003) Kalkavan, Gaye; Ferman, Ali Murat; Işık Üniversitesi, Sosyal Bilimler Enstitüsü, Yöneticiler İçin İşletme Yönetimi Yüksek Lisans Programı
    Competencies are a composite of knowledge, skills and behaviors that are required for effective performance in a job. Competency approach have been known and implemented for almost three decades. Especially in the last five to ten years, their benefit to help selection and development efforts in organizations had improved significantly. It is important for the corporations to measure employee performance effectively against sound, measurable, observable criteria which help them see where workforce stands with respect to achieving organizational performance and development. Systems or tools are required to measure whether its people possess the abilities critical for its success. Competencies or competency models gain emphasis and create great value for organizations by providing a common language and measurable tool that is used across human resources systems, determining the requirements for successful performance and linking management of people through shaping employee behaviors with business results and strategic direction of the company. In the first part, an overview of the concept of "Competency" is introduced. This part begins with a general introduction of the alignment of strategic human resources management with corporate strategy and is followed by the definition of the term "competency" made from several different points of view in the literature and the history of the competency movement arising from USA, UK, Australia and the leading names in the invention of the competency approach to HR management. After that background information, the categories of competencies, main objectives generally pursued by the companies toward using competency systems, the benefits of using the competency-based applications in each human resources system, challenges to the competency movement are discussed. Finally, this part ends with a discussion about the future trends in the competency movement. In the second part, the concept of "Competency Modeling", contemporary approaches in developing competencies and competency models are discussed. Secondly, the methodological steps in developing competency models and data collection methods in competency development are comprehensively examined. Following that information, classifications of the competency model is discussed. Then some of the common methods used for rating an employee's level of competency are explained. Finally this part ends with some of the company examples which currently implement the competency-based human resources management systems in Turkey. In the third part, integration of competency models into each human resources management systems will be discussed. In each of the systems, the indicators of a need for a competency-based system, the contributions that competencies can make, the steps in developing the system are investigated. This part ends with a discussion about the integrated human resources management information systems endorsed through technology. In the fourth part, competency-based human resources management systems of a national and multinational company are investigated. A descriptive study on current competency-based human resources management systems of both companies is provided including their background, corporate objectives, the objectives of implementing competency-based human resources management systems, the methodological steps in developing the systems in the companies, the challenges faced in executing competency applications, and the contributions that competencies have provided to both organizations. The results of the case studies revealed significant similarities and also some differences which arise due to national and multinational variations in practices.