Influence Of Employee Competencies On Employee Job Performance At Energy And Petroleum Regulatory Authority

Abstract

The primary objective of the study was to decide the impact of employee competencies on employee job performance at Energy and Petroleum Regulatory Authority. A case study research design was used. The target population were managers at Energy and Petroleum Regulatory Authority. An interview guide was utilized to collect data. Data was collected by interviewing the managers of human resources department at Energy and Petroleum Regulatory Authority. This study applied content analysis to analyze data. Content analysis is an empirical scientific approach that is utilized to draw conclusion concerning the content in several kinds of communication for example interviews and observation protocols. The study found that most popular employee competence includes core competencies, emotional competencies, intellectual competencies, cross functional competencies and functional competencies. The study also found that core competences help the managers to make decisions, improve teamwork, improve work standards, facilitate reliability, increase motivation, facilitate adaptability, help in problem-solving, integrity, communication, planning and organization, stress tolerance, and initiative. The study found that the firm mostly used competency based performance measure to establish whether the employees were suitable enough to carry out the duty. The study found that some of the competency based performance measures focused on customer's perspective, internal business perspective, innovation and learning perspective and financial perspective. The study found that through customer perspective Energy and Petroleum Regulatory Authority is able to create value for customers and meet their demands for them to get satisfied thus increasing their willingness to pay for the services. The study found that the firm used core competence as they make major contributions to employee job performance as they form the basics through which the employees can set targets. The study concluded that the adoption of competency based practices enabled employees to achieve their set targets in that the management and employees generally gravitate towards team working even though team work as a competency was not evaluated. The set-up of the competency based review system ensured that all assessed competencies pull employees to work together as a team. There was general understanding that team based cooperation and engagement is necessary for each individual to achieve their goals, surpass their targets, improve on their performance and become motivated and committed to their job. The study concluded that the firm used core competence as they make major contributions to employee job performance as they form the basics through which the employees can set targets. The study concluded that the competencies are very helpful for people to express, strengthen and reward themselves with the organizational qualities. The examination prescribed that there is requirement for guaranteeing the skills to be utilized are connected to the immediate interpretation of corporate objectives into singular, group, office and divisional objectives. The competencies ought to likewise be concurred by agreement and collaboration as opposed to control or pressure with the workers and feed into the corporate culture and fundamental beliefs. The double loop system must circulate from agreement on the competencies, support systems to ensure the competencies are well articulated with meaningful key behavior indicators and continued process of evaluation and feedback.