Develop Results-Driven Leaders
Results Orientation Results Orientation is a competency that is defined as focusing on the desired end result of one’s own or one’s [...]
Results Orientation Results Orientation is a competency that is defined as focusing on the desired end result of one’s own or one’s [...]
What value is added when human resource applications are built on a foundation of job competency models? Career Pathing and Retention Job [...]
Acquiring competencies has seven steps: (1) identification of the required competencies, (2) self-assessment, (3) observation and study, (4) practice, (5) feedback, (6) goal-setting, and (7) on-the-job support.
In 1996, to get a sense of how business and human resources strategy might impact decisions about competency applications, companies were asked to state their primary business strategy objectives, how their HR strategies support these objectives and the intended purpose of implementing competency-based applications. Many of the findings also apply to today and can provide insight into the challenges and opportunities facing organizations that are implementing competency frameworks and applications.
When Marissa Mayer took over the leadership at Yahoo!, headlines of radical changes to strategy, direction and company policies flooded the [...]
Last March, we wrote about the benefits and challenges of using competency models for succession planning and mentoring leaders. In today’s employment [...]
5 types of competency characteristics to understand, identify and measure in your workforce, in order to better assess your employees’ current and potential output.
Over the years, competency modeling has been the subject of its share of criticism, particularly with respect to their level of [...]