Competency Framework in the Higher Civil Services in India-Recruitment
| Author | Stuti Saxena |
| DOI | 10.1177/0019556120120312 |
| Published date | 01 July 2012 |
| Date | 01 July 2012 |
| Subject Matter | Article |
COMPETENCY FRAMEWORK IN
THE
IDGHER
CIVIL
SERVICES IN INDIA-RECRUITMENT
STUTISAXENA
The
bottomline for
an
appropriate competency assessment
to
be
in
place
is
the individuals self-competencies, which
may
be
inrzate
or acquired with the passage
of
time.
There
should be an appropriate match between the individual
and the organisational
requirement,
such that the individual
fits
in
his job appropriately.
Thus,
the identification
of
the
competencies entailed for a particular job
is
the first step
for a proper competency assessment
of
an individual. In
fact, there
are
three entities involved
in
the entire process
of
competency assessment during the recruitment phase -
the job, the individual and the organisation. The job on
the anvil mandates distinct competencies, as defined by
the organisation keeping
in
view its vision and objectives;
the individual possesses his own competencies; and the
organisation ensures that there.happens a holistic syngamy
between the
job
and
the individual vis-a-vis the
competencies. This article is an attempt
at
studying the
competency assessment framework in general, with
particular reference to the recruitment
in
the Indian civil
service, the positives
and
negatives thereof,
and
few
recommendations.
COMPETENCY ASSESSMENT -WHAT IS IT?
COMPETENCIES
PLAY a key
role
in
decisions
on
recruiting,
p~rsonnel
development, personal development, and
performance
management (Pynes,. 2004:
.27).
Competency may be defined as the
sum total
of
observable and demonstrated skills, knowledge and behaviour
that lead to superior performance. The competency assessment approach
is a systematic way
of
integrating the different components
of
the value
chain
of
the personnel
system
in the administrative framework,
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