The Aims of Developing Competency Frameworks Essay

This survey aims to develop the managerial competence model for the in-between degree directors of the general insurance sector in India. Secondary research provides the overview of bing generic competence theoretical accounts. The demand was observed for a competence based model in the insurance sector in India. Survey was conducted among 90 eight in-between degree directors of the public and private sector general insurance companies. The consequences revealed the 14 managerial competences: analytical accomplishments, communicating accomplishments, creativeness, decision-making, deputation, flexibleness, enterprise, interpersonal accomplishments, occupation cognition, leading, managerial accomplishments, motive, planning and squad spirit.

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Competences are the cognition, accomplishments, abilities, personal features, and other person-based factors that help to separate between outstanding public presentation and mean public presentation ( Pritchard, 1999 ). Heffernan and Flood ( 2000 ) besides said that, “ one new and emerging human resource subject is that of competences ”.

Boam and Sparrow ( 1992 ) outlined a figure of concern force per unit areas making the demand for new competences in organisations. Among these force per unit areas are new engineering, the thrust for quality, more flexibleness and reactivity in organisation, augmentation of resources, new competitory agreements, the internationalisation of concern and the appraisal of information.

Boam and Sparrow ( 1992 ) suggest that two chief factors have led to the development of the competency-based attack. These are:

The failure of large-scale alteration plans to present the necessary alterations in single behaviour.

A turning nexus between concern public presentation and employee accomplishments such that sustained concern public presentation can merely be achieved through improved direction capableness.

Organizations need directors to be able to achieve their aims. They need competent directors to be able to near these aims both expeditiously and efficaciously. Ginzberg andVojta ( 1981 ) have pointed out that “ aˆ¦human capital, defined as the ‘skill, sleight, and cognition ‘ of the population, has become the critical input that determines the rate of growing of the economic system and well- being of the population. ”

Management authors and theoreticians, such as Analoui ( 1990, 1995a ) ; Jones ( 1988 ) ; Kakabadse, Kirchoff ( 1977 ) ; Labaff and Analoui ( 1996 ) ; Peters ( 1989 ) ; and Willmott ( 1984 ) opines that the acquisition of the right managerial accomplishments will lend to the effectivity of directors.

Specifying competences

There are many accounts of the term competences. Hoffmann ( 1999 ) suggests that the intent of specifying competences “ is to better human public presentation at work ”.

A reappraisal of the literature by Hoffmann ( 1999 ) shows three chief places taken toward the definition of the term. Competences were defined as:

discernible public presentation ( Boam and Sparrow, 1992 ; Bowden and Masters, 1993 ) ;

the criterion or quality of the result of the individual ‘s public presentation ( Rutherford 1995 ; HagerA et al., 1994 ) ; or

the underlying properties of a individual ( Boyatzis, 1982 ; Sternberg and Kolligian, 1990 ).

There are five types of competence features.

Motives-The things a individual systematically thinks about or wants which causes action. Motivations ‘drive, direct or choice ‘ behavior towards certain actions or ends.

Traits-Physical features and consistent responses to state of affairss or information.

Self-concept-A individual ‘s attitudes, values or self-image.

Knowledge-Information a individual has in specific content countries.

Skill-The ability to execute a certain physical or mental undertaking.

Competences Surveies

Over the past few decennaries, many researches have been done in the country of competence model development. Some relevant surveies are mentioned below:

Hogg ( 1993 ) communicated McKinsey ‘s Seven S Framework, and applied it to the telecommunications industry, and concluded that it is the accomplishments of the people which will give one company competitory advantage over another. They examined the comparative value placed on 22 direction competences by directors in six European telecommunication companies.

Marquardt and Engel ( 1993 ) identified 16 competences that HR practicians need to hold for being effectual in cross-cultural scenes. These include loosely, regard for other civilizations, tolerance of ambiguity, committedness, HR rules and patterns, enterprise and a sense of temper.

Prankster and Lee ( 1993 ) demonstrated the senior direction competences identified by the Mamagement Charter Initiative are judgment, assurance, strategic position, achievement focal point, communicating, information hunt, constructing squads and act uponing others.

Bernotavicz and Muskie ( 1994 ) outlined the competence bunchs for Maine Child Welfare Caseworker. The five competence bunchs are work direction accomplishments, conceptual cognition and accomplishments, interpersonal cognition and accomplishments, self direction accomplishments and proficient cognition.

Karns and Mena ( 1998 ) identified 20 three general indispensable managerial competences which are good oral/written communicating accomplishments, client focused, squad worker, interpersonal accomplishments, reliable, proficiency in foreign linguistic communication, job convergent thinker, purposeful, proficient expertness, flexible/adaptable, staff developer, old experience in life and working in a foreign state, consequences oriented, leading accomplishments, difficult worker, quality focused, concern expertness, uncompromising, safety witting, clip director, professional frock, inventive and hazard taker.

Rothwell et Al. ( 1999 ) says that the Singapore Training and Development Association in a survey revealed that HRD practicians in Singapore require these 10 competences: adaptability to alterations, ability to see the “ large image ”, communicating accomplishments, visioning accomplishments, cognition of ain strengths and failings, originative thought accomplishments, relationship edifice accomplishments, leading accomplishments, confer withing accomplishments and apprehension of betterment in human public presentation.

Tornabeni and Longest ( 2001 ) referred these six nucleus competences necessary to pull off an incorporate wellness system-conceptual, proficient managerial/clinical, interpersonal/collaborative, political, commercial, and administration competences.

Naquin ( 2002 ) published a study study conducted on public directors in which competence bunchs were identified these bunchs are: Personal and organisational unity, managing work, taking people, developing self, alter leading, systematic integrating.

Carroll and the Public Health Informatics Competencies Working Group ( 2002 ) designed competences to complement the more general set of nucleus competences for public wellness professionals. The group developed and refined the competences into three groups which are effectual usage of information, effectual usage of information engineering and effectual direction of information engineering undertakings.

Koustelios ( 2003 ) analyzed and revealed of import direction competences in fittingness Centres in Greece, the four factors dwelling of 16 competence statements: selling and communicating ( five points ), human resource direction ( five points ), fiscal direction ( three points ) and disposal ( three points ).

Chen, Bian, and Hom ( 2005 ) aimed to place Taiwan HRD practicians ‘ perceived competence degrees, and measure the importance of 50 two workplace acquisition and public presentation competences. The six of import competence bunchs are analytical, proficient, leading, concern, interpersonal and technological.

Eck, and Verwey ( 2007 ) reported a survey in which they developed a model incorporating a set of leading competences required for major alteration types, which are as follows:

Ability to make a clear vision

Ability to put to death the vision

Ability to pass on until understood

Ability to acquire buy-in from all degrees of staff by making a willingness in people to alter.

Ability to construct credibleness with people through unity, consistence, transparence

Ability to take by illustration, in other words walk the talk

Open minded, flexible i.e. willing to alter

Empowering people by making a civilization of engagement that makes people feel that they are portion of the procedure

Lead with empathy

Ability to acknowledge that people react to alter otherwise, being attuned to people ‘s feelings, being sensitive to people ‘s demands

Have the relevant proficient accomplishments with an apprehension of the nucleus concern

The Middle Directors

Middle directors, carry through their ends mostly by pull offing relationships. There are few things that the directors can make entirely ; they must normally trust on the support, co-operation, or blessing of a big figure of people. They “ acquire things done through others. ”

Luthans et Al. ( 1988 ) used observation techniques to categorise managerial behaviour and activities like: everyday communicating, traditional direction, networking and human resource direction. Garvin ( 1998 ) referred to the complementary managerial procedures as direction-setting procedures, dialogue and merchandising procedures and monitoring and control procedures.

Today ‘s directors need adaptability to run into altering demands and state of affairss, manage composite and dynamic state of affairss, handle multiple sidelong relationships, show cross-cultural sensitiveness, set and implement dockets, header with emphasis and uncertainness, and develop assurance, self-awareness, and doggedness for continued development. There has been increasing grounds to propose that successful directors learn these critical competences through developmental work experiences ( McCauley, Ruderman, Ohlott, and Morrow, 1994 ).

Present position of the Insurance Sector ( altering scenario )

Insurance sector is playing a prima function within the fiscal system in India and has a important socio-economic map. It is being considered as one of the fast developing countries in the Indian fiscal sector. It has besides been easing economic development with an nonsubjective to turn to the demands of the existent economic system and socio-economic aims. Insurance industry has faced a deregulated environment in which several private participants have partnered with transnational insurance giants. Insurance today has emerged as an attractive and stable investing option that offers entire protection – life, wellness and wealth. As the recent tendencies show an rush in consumer consciousness, insurance industry is digesting an immense and ineluctable force per unit area.

Need for more competent directors

Over the past few decennaries the insurance regulations have been rewritten because of three cardinal alterations in the competitory environment ; deregulating, planetary competition, and farther intensification of the force per unit area for short-run consequences. The altering nature of work in the insurance industry requires measuring work force competences that are different from those evaluated in the yesteryear. Predictions are that work will go more hard, fluid, and more inter connected for the directors in the insurance sector. As a consequence, the hereafter directors will necessitate certain specific competences which need equal research and development for sweetening of the same.


It has been found, based on the literature reappraisal, that there is demand for farther survey on managerial competences in general insurance sector in India. There is meager grounds of any theoretical account that is capable of foretelling the demands of managerial competences for the middle-level directors in the general insurance sector. The research survey is explorative in nature, which aims at analyzing the managerial competence demands for the middle-level directors in the general insurance sector.

Research aims

The aim was to deduce the needed managerial competences for the in-between degree directors of general insurance sector. This was carried out by carry oning study among 90 eight in-between degree directors of general insurance sector. The directors were from eight major/ of import metropoliss across the state. The respondents were asked to advert ten general competences and five specific competences required by them to execute efficaciously at workplace. This study revealed that there are 14 needed competences for in-between degree director ‘s in general insurance sector.

Research Methodology

Ninety eight responses from middle-level directors from general insurance sector were collected from eight metropoliss of north and west part in India. The general thought for reaching these directors was to happen out the needed competences in order to execute efficaciously at workplace for which they were approached with an unfastened ended signifier in which they were required to advert the general and specific competences for their effectual public presentation. The undermentioned tabular arraies describe the respondents profile as per the demographic variables used for the survey.

The analysis of study signifiers lead to the designation of 14 competences, the significance and construct of each is mentioned below.

Analytic Thinking – Ability to see a job by utilizing a logical, systematic, and consecutive attack, so as to place the cause-effect relationship, and to utilize it to do effectual determinations.

Communication – Ability to form and present information through effectual verbal presentations so that the receiving systems get the significance as intended.

Creativity – Ability to develop new, uncommon, original or alone thoughts, utilizing imaginativeness, and comprehending relationships non noticed by others.

Decision-making – Ability to place and understand issues, jobs, and chances ; comparing informations from different beginnings, and geting at decisions after taking into history available facts, restraints, and likely effects.

Delegation – Allocating undertakings together with decision-making authorization and duty to specific persons or groups so as to maximise one ‘s ain and the organisation ‘s effectivity.

Flexibility – Ability to accommodate to and work with a assortment of state of affairss, persons and groups, in the face of different and opposing positions.

Initiative – Ability to place what needs to be done and, as a self-starter, moving on it so as to accomplish improved end product or lend new thoughts.

Interpersonal Skills – Ability to understand the feelings, attitudes, motivations, and behaviour of others, and to collaborate with them in carry throughing common aims.

Job Knowledge – Showing an apprehension of cognition particular to a proficient, professional, or administrative field of work, through the application of related rules, theories, constructs or processs.

Leadership – Exhibiting judgement in steering others towards meaningful aims, specifying their functions and duties, and prolonging their involvement through changeless support and encouragement.

Managerial Skills – Taking duty for one ‘s ain and the subsidiaries ‘ public presentation by puting clear ends and outlooks, tracking advancement, quickly turn toing public presentation jobs and issues, and developing their single competences.

Motivation – Possessing an interior force to carry through personal and organisational ends, making in people the desire to execute, acknowledging their accomplishments, and honoring them for their parts.

Planing – Establishing systematic classs of action for ego and others, to guarantee achievement of specific aims ; A puting precedences, ends and timetables to accomplish optimal productiveness, given the bing and expected handiness of resources.

Team Spirit – Working efficaciously in groups to carry through organisational ends ; acknowledging the demands and parts of group members, and subordinating ain aims to those of the group.


After grouping the responses of 98 middle-level directors on the footing of their general significances ; it was found that Job Knowledge was listed as the most of import competence. The 2nd most of import competence stated was Managerial Skills. The other competences which are necessary in position of the directors so as to execute efficaciously are Communication Skills, Interpersonal Skills, Team Spirit, Leadership, Planning, Motivation, Decision Making, Flexibility, Delegation, Analytical Skills, Initiative and Creativity in the diminishing order of penchant. However, the entire response rate was 67.14 % and out of the mentioned responses 10.41 % were discarded as these responses could non be categorized as competence, hence were irrelevant.

While adverting the specific competences required, the 17.96 % directors emphasized on the Job Knowledge. The other competences mentioned had significantly lesser frequence with 6.33 % to 0.20 %. These competences are Managerial Skills, Communications Skills, Interpersonal Skills, Team Spirit, Flexibility, Planning, Creativity, Leadership, Decision Making, Analytical Skills, Initiative, Motivation and Delegation. The response rate was 58.16 % and out of which 13.88 % responses were non found relevant.


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