67 Kompetensi Lominger

Kompetensi didefinisikan sebagai “Pengukuran karakteristik seseorang yang berhubungan dengan keberhasilannya dalam pekerjaan. Bisa saja kemampuan dalam bersikap, keahlian teknis, atribut (seperti tingkat kecerdasan) atau perilaku (seperti optimisme).

Lominger membuat daftar kompetensi yang diperlukan dalam dunia kerja secara professional.  Karena kompetensi Lominger adalah penggerak dalam keberhasilan dalam bekerja, kompetensi ini secara umum digunakan dalam menciptakan sistem SDM yang efektif. Mungkin saja suatu pekerjaan tertentu harus memiliki beberapa kompetensi yang dibutuhkan, namun di pekerjaan lainnya tidak.

Banyak perusahaan multinasional yang menggunakan kompetensi Lominger untuk penyaringan kandidat calon karyawan atau promosi jabatan ke tingkat manajer atau eksekutif, dan di Indonesia ada beberapa perusahaan yang sudah menggunakannya. Setelah lolos dalam saringan awal, yang biasanya menggunakan tes psikometri, kandidat yang lolos akan menghadapai serangkaian tes komprehensif yang dinamakan dengan assessment center. Salah satu perusahaan yang menggunakannya adalah Unilever sebagai UFLP (Unilever Future Leader Program) dan Kraft Graduate Traineeship Program.

Sepengetahuan saya 360 degree feedback-nya Lominger itu namanya Voices, secara ringkas ada 67 core competency (kompetensi inti) yang tercakup 26 cluster, 8 Factor, 7 International Focus Areas, 10 Universal Performance Dimensions, and 356 Behavioral Aspects, dan skala pengukurannya menggunakan five (5) point scale dengan dibagi menjadi Towering Strength, Talent, Skill, Weakness atau An Issue untuk setiap item-nya. Skalanya termasuk Ordinal System. Mungkin ini terlalu teknis ya, jadi tidak saya jelaskan lebih lanjut

Secara garis besar assessment center itu :

• Asses against several competencies
• Uses a variety of assesment technique
• Involves multiple accesors
• Involves muliple candidates
• Integrates the assesment data against the competencies

Pengukuran kompetensi yang dibutuhkan untuk lulusan baru atau disebut dengan The Graduate Degree for Leaders tidak mencakup keseluruhan kompetensi Lominger, namun hanya mengukur sebelas (11) kompetensi saja dari total 67 kompetensi dari Recruitment Process Assessment Center Unilever / Kraft.

Tentunya Lominger mengembangkan hal tersebut dengan penelitian yang panjang, yang penting justru proses revalidasi dan mengadaptasi dengan organisasinya itulah titik kritis yang harus dibangun kedepan. Berikut adalah keseluruhan 67 kompetensi Lominger dan beberapa penjelasannya / library.

1. Action Oriented : Performs work with energy and drive; values planning, but will take quick, decisive action when an opportunity presents itself.

2. Dealing with Ambiguity : Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; can comfortably handle risk and uncertainty.

3. Approachability :  Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener.

4. Boss Relationships

5. Business Acumen : Knows how business work

6. Career Ambition

7. Caring About Direct Reports

8. Comfort Around Higher and Top Management : Can deal comfortably with senior executives; understands how top executives think and process information; can talk their language and respond to their needs; can craft approaches likely to be seen as appropriate, efficient, and positive.

9. Command Skills

10. Compassion : Genuinely cares about people; is concerned about their work and non-work problems; is available and ready to help; demonstrates real empathy with the joys, frustrations, and pain of others.

11. Composure : Kepp cool when under pressure, does not become defensive of irritated when times are tough, can handle stress

12. Conflict Management

13. Confronting Direct Reports

14. Creativity : Can formulate new and unique ideas, easily makes connections among previously unrelated notions in ways that yield novel problem solving and/or plans for the future

15. Customer Focus : Is dedicated to meeting the expectations and requirements of internal and external customers, establishes and maintains effective relationships with customers and gains their trust and respect.

16. Timely Decision Making

17. Decision Quality

18. Delegation

19. Developing Direct Reports and Others

20. Directing Others

21. Managing Diversity

22. Ethics And Values

23. Fairness To Direct Reports

24. Functional/Technical Skills

25. Hiring And Staffing

26. Humor

27. Informing

28. Innovation Management : Developing, sponsoring or supporting the introduction of new and improved methods, products, procedures, or technologies. Personally develops a new product or service, new method or approach, sponsors the development of new products, services, methods, or procedures, Proposes new approaches, methods, or technologies. Develops better, faster, or less expensive ways to do things. Works cooperatively with others to produce innovative solutions.

29. Integrity and Trust : Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences.

30. Intellectual Horsepower : Is bright and intelligent; deals with concepts and complexity comfortably; described as intellectually sharp, capable, and agile.

31. Interpersonal Savvy : Relates well to all kinds of people: up, down, and sideways, inside and outside the organization; builds appropriate rapport; listens; builds constructive and effective relationships; uses diplomacy and tact; truly values people.

32. Learning On The Fly : Learns quickly when facing new problems; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks.

33. Listening : Practices attentive and active listening, has the patience to hear people fully, can accurately restate the opinions of others even when he or she disagrees.

34. Managerial Courage

35. Managing And Measuring Work

36. Motivating Others

37. Negotiating

38. Organizational Agility

39. Organizing

40. Dealing With Paradox : Is very flexible and adaptable; can act in ways that seem contradictory; can be both tough and compassionate, empathic and objective; can be self-confident and appropriately humble; is seen as balanced despite the conflicting demands of the situation.

41. Patience

42. Peer Relationships

43. Perseverance : commitment, hard work, patience, endurance, able to bear difficulties calmly and without complaint.

44. Personal Disclosure

45. Personal Learning

46. Perspective

47. Planning

48. Political Savvy : Can maneuver through complex political situations effectively and quietly, is sensitive to how people and organizations function, anticipates where the land mines are and plans his or her approach accordingly, views corporate politics as a necessary part of organizational life and works to adjust to that reality.

49. Presentation Skills : Is effective in a variety of formal and informal presentation settings; commands attention and manages group process during the presentation; is cognizant of audience response and able to adapt content and style accordingly.

50. Priority Settings

51. Problem Solving

52. Process Management

53. Drive For Results : Pursues everything with energy, drive, and a need to finish; does not give up before finishing, even in the face of resistance or setbacks; steadfastly pushes self and others for results.

54. Self-Development

55. Self-Knowledge : Knows personal strengths, weaknesses, opportunities, and limits; seeks feedback; gains insight from mistakes; is open to criticism; isn’t defensive; is receptive to talking about shortcomings.

56. Sizing Up People

57. Standing Alone

58. Strategic Agility

59. Managing Through Systems

60. Building Effective Teams

61. Technical Learning

62. Time Management

63. Total Work Systems

64. Understanding Others

65. Managing Vision And Purpose

66. Work/Life Balance

67. Written Communication

Kraft dan Unilever membagi kompetensi tersebut yang digunakan pada assessment day mereka, yaitu :

• Strategic Capability :  Learning on the Fly, Dealing with ambiguing problem
• Executional Challenge : Organizing
• Drive for Results : Perseverance
• Personality Leadership : Composure, Listening
• Building and Strengthen Relationship : Peer Relationship (attitude)
• Courage : Standing Alone
• Influence : Presentation Skills

Kompetensi ini bisa saja dipelajari, akan tetapi pada pengujian, maka akan dapat terlihat apakah Anda memiliki kompetensi yang dibutuhkan dalam sebuah pekerjaan. Jika Anda tidak lolos, bukan berarti Anda tidak kompeten dalam pekerjaan tersebut, hanya saja pelamar pekerjaan ini ribuan orang dan yang dipilih tidak lebih dari sepuluh orang, yang berarti ada kandidat lainnya yang lebih kompeten daripada Anda

Sudah saatnya perusahaan-perusahaan di Indonesia menggunakan kompetensi tersebut, namun mengingat besarnya investasi Human Resources pada tools ini, semuanya tergantung kebijakan perusahaan. Semoga bermanfaat.