The session of “Designing and developing a competency model for the social security organization managers” was held


 

The public relation unit reports: A session for presenting the results of the research project “Designing and developing a competency model for the social security organization managers” was held in at the institute.

Dr. Aryan Gholipour, the manager of the Project presented the last results of his study and said that all individuals have some qualifications and the roles need special competencies. So he defined the success in coordination between roles and individual competencies. Organizations use three methods to creating such coordination:

  • Adjustment of the job in proportion to the capabilities of the employed.
  • Increase the skills and capabilities of the employees by training with the aim of proportionate to the desired job
  • Find the most suitable person for the desired job

This professor of Tehran University emphasized the need for a road map for the selection and appointment in the Social Security Organization that we can name it as “Competency Model”.

Competency model is a framework that defines the main competencies needed to succeed in the desired job; provides a roadmap for job development for managers; identifies the skill gap and aligns the goals of the individual with the goals of the organization.

He went on to explain the study methodology and how he and his colleagues collected data and information, and finally he presented his proposed model.

The Competency Model for chief executive of provinces includes 8 key competencies that are: Organizational awareness and cognition of social insurance, strategic management and systematic attitude, ability to coordinate and organize, commitment to continuous improvement, human resource management, servility, communication skills and effective environmental relations, professional ethics and social responsibility.

The Competency Model for Health executive of provinces includes 9 key competencies that are: Organizational Knowledge and Understanding the Structures and Processes of the Health System, Strategic Management, Coordination and Organizational Capacity, Commitment to Continuous Improvement, Human Resource Management, Servility, Management of Resources and Costs, Communication Skills and Effective Environmental Relations, Professional Ethics and Social Responsibility.

The Competency Model for Heads of Branch includes 9 key competencies that are: Organizational awareness and recognition of rules and regulations, the ability to coordination and organization, the commitment to continuous improvement, people management, servility, problem-solving and decision making skills, effective communication, personal development and professional ethics.

 

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