Competency-based pay in HRM is a compensation system where employees are paid based on the skills, knowledge, and competencies they possess rather than solely on their job title or years of experience.
This system encourages employees to develop a broader set of skills and abilities, as doing so directly impacts their earning potential.
Competency is generally only a component of the total compensation package.
The first step in implementing a competency-based pay structure is to assess what competencies are critical for an organization. These could range from technical skills to soft skills like communication and leadership.
Research what the market rate is for the various skills and competencies you’ve identified. This could be done through surveys, industry reports, or by consulting with HR experts.
It is not only the presence of a competency that matters but also the level of expertise in that competency. Levels can be often classified as novice, intermediate, and expert. Different pay scales may be attributed to each level.
Competency mapping is defining the competencies required for each role within the organization. Each role may require a different mix of competencies at various proficiency levels.
Evaluate employees based on the competencies relevant to their role. This could be through performance reviews, interviews, tests, or third-party assessments.
After evaluation, a monetary value is assigned to each competency based on its level and market rate.
Once monetary values are assigned to each competency and level, a pay structure can be created that reflects these values. For instance, an employee with an ‘expert’ level in a high-demand competency may be paid more than someone with a ‘novice’ level in the same competency.
An employee’s total compensation would be the sum of the monetary values of all their competencies at their respective levels.
Competency-based pay is dynamic and requires regular reassessment to remain effective and fair.
Let's assume a hypothetical conversion to make it easier to relate.
You can decide that competence-based pay will be 10% of your total compensation. You can give different percentages for different teams or allow it only for certain teams.
Now, every employee, based on the role they are in will have certain competencies identified. They have to attain these competencies and based on how much they have achieved it, competency-pay will be given.
Competencies Identified for software developers:
Levels:
Monetary Values in INR:
(Assuming these values have been benchmarked against industry standards)
Programming Skills:
Project Management:
Communication Skills:
Teamwork:
Problem-Solving:
Employees and their competencies:
Employee A:
Employee B:
Competency-Pay Matrix (in INR)
Calculating Pay in INR:
Employee A:
Employee B:
Final Pay in INR:
These figures would typically be part of a broader compensation package, which might also include a base salary, bonuses, and other benefits.
Here's a table that outlines the differences between skill and competency:
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