Competency Requirements for Effective Job Performance in Thai Public Sector

Abstract

Human assets are one of the most important resources available to an organization. Employee competence and commitment largely determine the objectives that an organization can set for itself and its success in achieving them. Therefore, the demand for effective people has continuously increased among public and private organizations. The Competency-based approach is a technique that has become integral to human resource management during the last thirty years. Competence encompasses knowledge, skills, abilities, traits, and behavior that allow an individual to perform a task within a specific function or job (Boyatzis, 1982). The objective of this study is to identify the required competencies and develop a competency model for effective performance in the job of the Chief of General Administrative Sub-Division in the Department of Agriculture, Thailand by using Behavioral Event Interviews (BEIs) (Spencer & Spencer, 1993). The study has found that there were twenty-three competencies that superior job performers used in handling their jobs. Consequently, the researcher uses current level of importance as primary information to recommend nine competencies in a competency model. The competency model will help the Department of Agriculture to respond to government policies on human resource management. It will provide the Department with useful information about what specific characteristics is required for the job and how to implement further enhancement of personnel in this position. The competencies will also enable the Department to determine the critical current competencies necessary for success in the job and the strategic competencies necessary for future success. BAI2006 PaperID#6339