WHAT TYPES OF COMPETENCIES ARE RIGHT FOR YOU?
There are four main types of competencies that can be used to describe successful job performance for your jobs.
The four types include:
WHICH COMPETENCIES SHOULD YOU USE?
The answer is: Any of the above!
They can be used in any combination. It really depends on what you are trying to do. For example, some organizations when they use competencies for this first time, focus on just core competencies. Core competencies are a good type to start with because they apply to all employees across the entire organization. As your competency framework becomes more sophisticated, you may start to use the other types of competencies.
Let’s explore these 4 types of competencies with examples of when you might want to use them.
Core Competencies
What are they? Core competencies apply to every job within your organization and are linked to the vision and values of the organization. For example, if placing the customer first is a critical value for your organization, then you can map this value to a core competency, such as customer-centric. Core competencies also help to link all employees’ behaviour to the goals of the organization. For example, if one of the goals of your organization is to be number one in your market when it comes to developing new products, then making sure that everyone is focused on innovative behaviours becomes very important.
When to use them? Core competencies can be a way to bring your organizational values to life, give them meaning, and make them observable and measurable. You may wish to consider using them if you are looking for ways to hire people and keep people that share your organization’s values and culture. They describe “how” people need to be able to behave if your organization is going to achieve its goals (e.g., what does putting the customer first look like?)
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