The Multiple Jobs Approach to Building Competency Models
In the Multiple Jobs Approach, competency models are developed simultaneously for a set of jobs (e.g., all professional jobs in marketing; all [...]
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 [...]
Developing the Persuasive Communications Competency
From Workitect's Competency Development Guide, a 280-page resource guide for developing thirty-five competencies. Definition: The ability to plan and deliver oral and [...]
The Business Case for Competencies – Part Two
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 apply to today and can provide insight into the challenges and opportunities facing organizations that are implementing competency frameworks and applications.
Develop competencies to fulfill basic professional needs
In today’s environment, employees and managers can no longer just think of a career ladder concept when assessing performance and growth opportunities [...]
Managing Role-Specific Technical Competencies
With the continuing evolution of the business environment, it has become necessary for companies to adopt a competency framework that [...]
Developing Technical Competencies
The demand for and interest in creating technical competencies has significantly increased in the past few years. When the concept of [...]
Selecting for Success: Succession Planning
The challenge with any corporate succession plan is ensuring its adaptability to the dynamic nature of the actual succession process, as [...]