TMVW 2 GCM

GCM GLOBAL COMPETENCY MODEL, desmitificando un colosoQué son las competencias? • Son cualquier actitud, comportamiento, motivo o cualquier otra característica personal que sea necesaria para desempeñar un cargo, o más importante, mejorar el desempeño y el desarrollo personal de superior a solido.Por qué las competencias? • Las competencias proveen un significado de búsqueda a aquellos comportamientos que diferencian al “mejor del resto” y un lenguaje común para poder hablar de forma crítica acerca de los comportamientos del trabajo.Modelo Global de Competencias? • Entonces, un modelo global de competencias hace referencia a una constelación de comportamientos que enmarcan el actuar de una organización. Así mismo, el GCM debe verce como una herramienta para el desarrollo.Beneficios de usar el GCM • Todo el mundo habla y comprende un lenguaje en común. • Brinda vida a los valores AIESECos en los comportamiento de los lideres. • Conecta el desarrollo personal con la estrategia AIESECa. • Integra y conecta todos los procesos de Talent Management.• Mejora la diversidad. • Asegura que las necesidades de las personas estén cubiertas. • Identifica potencial para planeación a largo plazo. • Un assessment justo de desempeño y potencial. • Clarifica y focaliza el desarrollo personal.El GCM nos sirve para dos cosas:Aspecto de desarrollo • Para ayudar a direccionar el autodireccionamiento del aprendizaje de nuestra membrecía. Esto ayudará para: • Adjudicar metas y desarrollar un plan de aprendizaje. • Comprender qué oportunidades yacen en los siguientes stages y desarrolla competencias para lo mismo. • Reevaluar su plan de aprendizaje y metas. • Autoevaluación. • Los miembros desarrollen sus competencias. • Los miembros alineen las competencias con el proceso de aprendizaje estructurado.Y más importante: • Un modelo de competencias puede evaluar el desarrollo de fortalezas en diferentes áreas individuales, esto ayuda a las personas a comprender cuáles son sus fortalezas y cómo pueden desarrollar en estas y trabajar en sus debilidades.Aspecto Administrativo • A Administrar el entrenamiento, aprendizaje y desempeño de nuestra membrecía. Sistemas de Talent Management • Planeación del talento • Selección del talento en diferentes stages • Inducción del talento • Ubicación del talento • Evaluación del desempeño del talento en diferente stages • Reconocimiento y premiación del talento • Entrenamiento del talento • Planeación de la educación y aprendizaje • Desarrollo del talentoCómo funciona?CoachingChange Agent Characteristics and connected Competencies • Entrepreneurial (E) • Critical: Innovation, Resilience • Supporting: Commitment to Results, Stakeholder Focus, Effective Communication, Flexible Thinking • Culturally Sensitive (CS) • Critical: Inclusiveness, Awareness of Others • Supporting: Self Awareness, Flexible Thinking, Effective Communication• Socially Responsible (SR) • Critical: Stakeholder Focus, Commitment to Results • Supporting: Self Awareness, Inclusiveness Developing Others, Awareness of Others • Active Learner (AL) • Critical: Self Awareness, Flexible Thinking, Developing Others • Supporting: Effective Communication, Personal effectivenessCompetency Items for self-rating and others’ rating Critical for: Supports Self Awareness Having a balanced and honest view of one's own personality, and an ability to interact with others frankly and confidently. • Showing appropriate belief in own abilities. •Displaying awareness of own strengths and weaknesses • Considering the consequences of own actions • Being honest about own motives and aspirations AL CS, SR Personal Effectiveness Ability to manage work load efficiently, finish work before deadlines. It also involves being accurate, focusing to details and planning carefully to meet targets. • Managing own workload efficiently • Finishing work before deadlines • Being accurate and focusing on detail • Planning carefully to meet targets None ALCompetency Items for self-rating and others’ rating Critical for: Supports Inner Strenght Being able to adjust easily to changes and new conditions, in order to be able to perform in diverse environments. •Working under pressure • Persisting even when it’s difficult •Adapting when circumstances change •Staying calm when faced with difficult situations E None Awareness of Others The ability to identify with and understand another person’s feelings or difficulties and connecting it to own emotions and actions. • Showing understanding of others' feelings • Showing respect for the opinions of others • Showing sensitivity to others’ needs • Promoting respect for others in group CS SRCompetency Items for self-rating and others’ rating Critical for: Supports Inclusiveness Relating to the way people in groups behave and interact; leveraging on the cultural diversity. Involving everyone in the group in decision making and generating performance by inspiring trust and respect. Having a feeling or attitude of admiration and deference toward somebody or something. Valuing other people and letting them act in their unique way towards achieving increased performance. • Including others in decision making processes • Ensuring all sides are heard in a discussion • Making people feel part of a group • Treating people from diverse backgrounds equally CS SRCompetency Items for self-rating and others’ rating Critical for: Supports Effective Communication Clearly conveying and receiving messages (feedback, opinions etc; written/verbal communication, etc.) to meet the needs of all parties involved. •Writing clearly and concisely • Communicating effectively with diverse audiences • Listening actively to others • Helping people network with each other None CS, E, AL Developing Others Helping others to grow personally and professionally by investing own time and energy to achieve this. Taking personal responsibility to mentor and coach and being enthusiastic to see others grow and succeed. • Helping others to improve their performance • Encouraging people to do their best • Inspiring trust and confidence in others • Actively contributing to others’ learning and development AL SRCompetency Items for self-rating and others’ rating Critical for: Supports Stakeholder Focus Identifying key internal and external customers; working with them to understand their requirements and concerns in order to generate value based partnerships. • Making sure everyone’s concerns are addressed • Co-operating with partners and other stakeholders • Exceeding expectation of customers and other stakeholders • Creating mutually beneficial relationships SR E Analitical Thinking Using technical knowledge/expertise effectively to analyze information and situations making effective decisions and as well being ready to change your own opinion. • Using technical knowledge/expertise effectively • Analysing information and situations • Making effective decisions • Prepared to change own opinion AL CS, ECompetency Items for self-rating and others’ rating Critical for: Supports Innovation Thinking out-of-the-box and challenging conventional wisdom. Creating new solutions for current challenges or a new approach to old situations. • Taking on new challenges • Implementing new ideas • Often suggesting new ideas • Being open to change E None Commitment to results Knowing what results are important, and focusing resources to achieve them. • Actively contributing to organisational performance • Focusing on end results and targets • Keeping track of progress • Delivering on promises and commitments SR ELearning to the next step