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.
As the pandemic has made clear, change is inevitable. Whether it is planned or reactive, change typically occurs as a necessity to [...]
Competency modeling is a mainstream HR management practice that has evolved considerable over the past 30 years, mainly in response to changes [...]
Why should you use a dictionary of generic competencies when you can develop your own dictionary? Because so much competency modeling has [...]