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Published by Rauf Fauzan

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Published by: Rauf Fauzan on Dec 23, 2012
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The views expressed in this document are those of the authors and do not necessarily reflect those of the Public Service Commission.
Competencies - A Brief Overview of Development and Application to Public and PrivateSectors
Scott Cooper, Eton Lawrence, James Kierstead, Brian Lynch, and Sally LuceResearch Directorate, Policy, Research, and Communications BranchPublic Service Commission of CanadaApril 1, 1998
Competencies - A Brief Overview - 2
Competencies and competency-based human resources management (CBHRM) are in commonpractice in many private sector areas and on the rise in many Canadian federal governmentdepartments and agencies. While organizations have used the idea of competencies for over fiftyyears, the expansion of the competency movement within the private sector and, now, into thepublic one, has resulted in a proliferation of definitions, tools, models and applications. All of which are not universally understood and applied.This paper is a review of the competency literature and an attempt to shed some additional lighton the field. It addresses some of the issues associated with the validity and quality of CBHRMimplementation. It outlines the pros and cons of competency use through a discussion of theefficacy of competency models and the advantages and disadvantages of CBHRM.The findings of the paper suggest CBHRM is most effective when competencies are linkedclosely to proven strategic planning processes and measurable organizational performancestandards. In the current planning environment of the public sector, there is a concern thatCBHRM may reinforce inappropriate HRM approaches and, therefore, not support the broaderobjectives of the government of Canada in the areas of globalization, social diversity,governance, and the knowledge economy. More work remains to be done to validate competencyutilization in the Canadian federal public sector.
Competencies - A Brief Overview - 3
This paper examines competencies and competency use in competency-based human resourcemanagement (CBHRM). Considerable confusion has arisen with respect to the use of Fitzgerald, 1997; Austin et al., 1996; Lado & Wilson, 1994) have expressed concern about thelack of clarity with respect to specific competency issues. What follows is a discussion of theseof human resources in the public sector.The paper is intended to be a general inquiry into the competency movement, assessing currentof competency-based models in the public sector. Given the problematic nature of strategicsurprisingly, uncovered as many questions as it sought to answer.In studying the competency area, one is immediately struck by the lack of uniform definitions,very fine lines of definition distinction with terms such as competence, competency,competence as the "power, ability, capacity to do, for a, task", whereas Merriam Webster definesthat competence and competency are synonymous as are competences and competencies. Itcompetencies then common parlance can't be far behind.employee's capacity to meet (or exceed) a job's requirements by producing the job outputs at anenvironments." He goes on to adapt Boyatzis' (1982) definition of competency and states that "aof one's self-image, social role, or a body of knowledge— which results in effective and/orCompetency-based human resource management on the other hand takes the broad term of competencies that make up an individual's overall competence and matches them with requiredwhich competencies are available to an organization can help inform and direct HRMculture.

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