Project Management

Competency Model Paper

Sathish Kumar, Ranganathan
PUID: 0027-852718
Program Management: A Comprehensive Overview of the Discipline
Professor: Springer, Mitchell L
GRAD 590
Summer 2016

Submission date: 06/16/2016

TABLE OF CONTENTS

1.
Introduction..................................................................................................................
......................... 3
2. Researched Competency
Model............................................................................................................ 3
2.1. 3M Competency
Model......................................................................................................... 4
2.2. SHRM Competency
Model....................... ............................................................................. 5
2.3. ATD Competency
Model........................................................................................................ 7
3. Ultimate Competency
Model ................................................................................................................ 8
4. Acronyms
List ...............................................................................................................................
.........11
5.
Appendix......................................................................................................................
......................... 11
5.1. Appendix A -3M Competency
Model................................................................................................. 11
5.2. Appendix B -SHRM Competency
Model.............................................................................................12
5.3. Appendix C -ATD Competency
Model................................................................................................ 17
TABLE OF FIGURES
Figure 1. 3M Competency
Model.............................................................................................................. 4
Figure 2. 3M Competency
Model.............................................................................................................. 4
Figure 3. 3M Competency
Model.............................................................................................................. 5
Figure 4. SHRM Competency
Model.......................................................................................................... 6
Figure 5. ATD Competency
Model............................................................................................................. 7

1. Introduction
Competencies are being used by everyone in this world; they
are the experiences, knowledge, skills and abilities needed to
perform our daily activities. However a structured competency
model helps us to define, identify, learn and perform successfully
in a particular work or job or industrial environment. Competency
models can be used as a resource for developing a product,
manufacturing machine, developing curriculum, selecting training
materials, writing job descriptions, recruiting and hiring workers,
and many others.
2. Researched Competency Models
I have done web based searches to identify the competency
models which is related to innovation, people development and
training. I have chosen below mentioned three competency
models for research purpose in this paper,
Competency Models
3M Competency Model
SHRM Competency Model
ATD Competency Model
The Motivation behind considering these competency
models for our analysis

1) I am a strong believer of innovation, which could create

game changing global businesses and serve people and
society. These innovations to happen, we need strong
skills and talent sets. Hence I have included SHRM and
ATD competency models which is related to human
resource and talent development.
2) The fourth competency model (Ultimate competency
model) will be for new material development company. To
do that, I was reaching competency model from a
company which does products and material innovation.
So, I have chosen 3M Competency model as another one
competency model, since 3M is one of the pioneer and
successful company in material and product development
innovation.

2.1. 3M Competency Model

3M Company is the leader for innovative products which
serves to different industries, which includes automotive,
industrial and construction, aerospace, marine and others. They
have started business almost 100 years before and constantly
evaluating and updating their company competency models. In
1980s they have made decision that customized competency
model is needed to succeed as innovative company, hence they
have identified competency models in three categories, which is
a) Fundamental b) Essential c) Visionary. The fundamental
leadership is important for leadership role as first competency
encompasses ethics and integrity. 3M leaders expected to have
intellectual knowledge which is essential for innovation company
and not to emphasis much, research project management must
require a maturity and judgment as competency, since most of
the time understanding concept hypothesis and taking right
decision is important. The second one is essential competencies
which has four sub competencies for department and functional
team members who executive the projects which includes
4

customer orientation, developing people, inspiring others and

business health and results. The third competency is visionary
for the leaders who have the increased level of responsible like
top level executives, global leaders and board directors who look
beyond the existing problems and business opportunities. This
visionary competency does required global perspective, vision
and strategy, nurturing innovation, building alliances and
organizational agility.

Figure.1. 3M Competency Model

Figure.2. 3M Competency Model

Figure.3. 3M Competency Model

2.2. SHRM Competency Model
Society for Human Resource Management reported nine
important competencies required for human resources
professionals. These nine competencies are

Relationship Management
Ethical Practice
HR Expertise
Business Acumen
Critical Evaluation
Global & Cultural Effectiveness
Leadership & Navigation
Consultation
Communication

Figure.4. SHRM Competency Model

The above mentioned competency models are defined for four

characteristics of HR professional career levels. Those are for
each competency and their behaviors and skills required are
defined for each career level. These competencies are individual
characteristics, including knowledge, way of thinking, self-image,
traits, mindsets to be used at appropriate situation and roles to
get impact on business. The mentioned career levels are

Early Level
Mid-Level
Senior Level
Executive Level

2.3. ATD Competency Model

Association for Talent Development (ATD) ccompetency model

redefines the skills and knowledge required for trainers to be
successful now and in the future. It captures the changes
happening in digital, mobile, and social technology, rapid
globalization and multicultural growth. They have defined the
competencies as foundational competencies which includes

Business skills,
Global mindset,
Industry knowledge,
Interpersonal skills,
Technology literacy
Personal skills

Figure.5. ATD Competency Model

Apart from foundational competencies, the area of expertise of

is defined as important behaviors, skill set and key components
for talent development. Those are
8

Performance improvement
Industrial design
Training Delivery
Learning Delivery
Change Management
Knowledge Management
Coaching
Integrated Talent Management
Managing Learning Programs
Evaluating Learning Impact

3. Ultimate Competency Model

Based on earlier mentioned competency models, I have
summarized below the behaviors and skills in common categories
for all the three companies in the table.1. 3M and SHRM
competency model has common in ethical practice, while
competency model related to Innovation ATD and 3M had a
defined behaviors disclosed. On people development, global
strategy and business growth all the three company competency
models had set of skills reported. Even though each company has
different wordings for behaviors and its own way of articulating
the skills, in high level all are comparable or can be collected in
similar categories.
The sections below also describe each level in greater detail.
This information will be used in this original competency model to
map the behaviors and skills to the three levels

Table.1. Referenced Competency Models Comparison

9

The Ultimate competency model focused for a company

(example!) which develops materials for global businesses. The
proposed company has a research and development centers,
manufacturing facilities across the continents with multicultural
employees. Considering the global environment of these
companies and leveraged the learning from earlier researched
competency models. I have included health and safety as one of
the competencies, since today global economic scenario, people
health and safety is vital to have engaged and passionate
employees and society. Even non-industrial work environments
like training and soft skill development companies do need safety
and health aspects in everyday life. I am surprised that not many
companies competency model has considered this aspect with
special focus.
The sections below describe different level of PM role in greater
detail. We have considered six competencies for this model and
listed the behaviors and skills, experience required, system and
sub-system in Table-2.

Health and Safety

Ethics and Integrity
People Development
Innovation and Product Development
Business Growth
Global Strategy

10

Table.2. Ultimate Competency Model Details

11

4. Acronyms List
Association for Talent Development (ATD)
Society for Human Resource Management (SHRM)
MMM ( 3M)
5. Appendix A: 3M Competency Model
3M'S LEADERSHIP COMPETENCY MODEL: AN INTERNALLY DEVELOPED
SOLUTION; Margaret E. Alldredge and Kevin J. Nilan, Human Resource
Management, Summer/Fall 2000, Vol. 39, Nos. 2 & 3, Pp. 133145 2000
John Wiley & Sons, Inc.

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Appendix B: SHRM Competency Model

13

14

15

16

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Appendix C: ATD Competency Model

www.td.org/model
http://files.astd.org

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