Course: Managing Human Resources in healthcare (Module 1) Americo Cicchetti Slide Deck # 3 LESSON 5. INTRODUCING COMPETENCE MODEL IN HEALTHCARE ORGANIZATIONS Agenda Introducing competence approach Defining competence Introducing competency dictionary Defining role profiles Defining job families Competence approach (1) Definition and motivation ... Is a mode of management that focuses on the contribution of staff in the performance of business operations dealing with optimizing the route that links the strategy for human resources. The reasons of its spread Deverticalisation of organizatinal structures Processes based organizations Increase the professional component of roles horizontal and cross-functional career management The objectives Improving the organization's results Interpret the organizational culture Competence approach (2) How to use Recruitment and selection Career management Competence approach Training Personnel allocation and planning Competence approach (3) Building blocks Job family Role profile Competence Job description (job design) Competence Individual intrinsic characteristic causally linked to effective or superior performance in a job or in a situation, which is measured on the basis of a predetermined criterion (Spencer & Spencer, 1993) Reflects a generating capacity in which cognitive, social and behavioral capabilities must be organized and orchestrated to serve multiple purposes and goals (Bandura, 1990) Competence Competence Professional Behavioural Professional competence Features Visible, identifiable and measurable Contextualized (organization, profession) Types Knowledge Empirical knowledge Meta-knowledge Training and recognition school curriculum Working experience Certification of professional skills Behavioral competences (1) The definition Inherent characteristic of an individual, causally related to effective performance The levels Threshold skills - essential minimum requirements to cover a certain role distinctive competencies (or discriminating) characteristics that differentiate the performance and lead to a higher level Behavioral competences (2) motivation: mental patterns, needs, inner urges that stably orient and induce the individual actions traits: physical and psychological characteristics of the individual and a general disposition to behave or react in a certain way in a certain situation (emotional control, stress resistance) idea of themselves: attitudes, values adopted, representation the individual makes of himself (perception of their social role, selfesteem) knowledge: information, theories, concepts on a particular subject area skill: the ability to put in place a system or a sequence of functionally coherent behavior with the goal of desired performance (ability to plan, analytical thinking) Behavioral competences (3) Skill Idea of themselves Traits Motivation Surface Visible, to be modified and developed Attitudes and values Intimate Knowledge Less visible not easy to modify or develop The Workitect Competency Dictionary with definitions and observable behaviors that may indicate the existence of a competence, contains thirty-five competences in three clusters: competences dealing with people; competences dealing with business and competences dealing with self-management (Figure 1). A tool: Competency dictionary Figure 1 Workitect Competency Dictionary thirty-five competencies (http://www.workitect.com/PDF/CompetencyDictionary.pdf) How to use a competency dictionary The competency dictionary can be used for many HRM purposes such as: A guide in creating job descriptions A guide for hiring managers during baviour-based job interviews A self-assessment tool for employees and managers A performance management guide for managers/supervisors A training evaluations tool Reading and discussion “Allied competency model” Role profile The role profile is a set of well-defined core competences (and skills) deemed essential to effectively interpret the work considered according to certain performance Standards skills Performance Job family Role profile Competence Role profile: an example Job families A professional (job) family is the set of roles that share a given set of basic skills and is defined in terms of: expected contribution to the key factors for the success of the organization; the competencies required for the achievement of an excellent performance. Job family Role profile Competence Job family: and example Job family: an example Job families at IEO (Milan) •Acquisitore •Coordinatore •Addetto amministrativo infermieristico •Analista SI •Coordinatore tecnico •Collaboratore amm. •Coordinatore •Data Manager amministrativo •Dietista •Infermiere •Infermiere di ricerca •Infermiere di sala •Infermiere di recovery •Infermiere strumentista •Segretaria di direzione •Specialista (RU, amm., •Ausiliario •Operatore amministrativo •Segretaria di reparto ecc.) •Addetto accettazione •Tecnico di laboratorio •Addetto CUP •Tecnico sanitario •Operaio •Reception/Centralinista •Magazzinieri ESECUTIVI CUSTOMER SERVICE SPECIALISTS PROFESSIONALS PROFESSIONAL COORDINATORS Reading and discussion “Job families and other taxonomies” Course: Managing Human Resources in healthcare (Module 2) Americo Cicchetti USING COMPETENCE MODEL IN HEALTHCARE ORGANIZATIONS (LABORATORY) Activity plan Presenting a methodology to apply a competence approach Job description Competency dictionary Job families Introducing the case study: Organizational change at Fondazione Policlinico “A. Gemelli” Identifying key roles in new clinical directorates Clinical directorate’s financial manager Clinical directrate’s nursing coordinator Defining job descriptions Defining role profiles Defining performance indicators
