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Competency and Competencies

Competency and Competencies

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Published by: cute_little45 on Mar 19, 2011
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PERFORMANCE MANAGEMENT 
 
 
PERFORMANCE MANAGEMENT- COMPETENCYCompetence
is a standardized requirement for an individual to properly perform aspecificjob. It encompasses a combination of knowledge,skillsandbehavior utilized to improve performance. More generally, competence is the state or quality of beingadequately or well qualified, having theabilityto perform a specificrole. For instance,managementcompetency includes the traits of systems thinking andemotional intelligence, and skills in influence andnegotiation. A person possesses a competence as long as the skills, abilities, and knowledge that constitute that competenceare a part of them, enabling the person to perform effective action within a certainworkplace environment. Therefore, one might not lose knowledge, a skill, or an ability,but still lose a competence if what is needed to do a job well changes.
Competence
is also used to work with more general descriptions of the requirements of human beings in organizations and communities.
Competency
means the quality of being adequately or well qualified physically andintellectually.A
core competency
is a specific factor that a business sees as being central to the way it,or its employees, works. It fulfills three key criteria:1. It provides consumer benefits2. It is not easy for competitors to imitate3. It can be leveraged widely to many products and markets.A core competency can take various forms, including technical/subject matter know-how,a reliable process and/or close relationships with customers and suppliers.
It may alsoinclude product development or culture, such as employee dedication.Core competencies are particular strengths relative to other organizations in the industrywhich provide the fundamental basis for the provision of added value. Core competenciesare the collective learning in organizations, and involve how to coordinate diverseproduction skills and integrate multiple streams of technologies. It is communication, aninvolvement and a deep commitment to working across organizational boundaries. Fewcompanies are likely to build world leadership in more than five or six fundamentalcompetencies.Thevalue chainis a systematic approach to examining the development of competitiveadvantage. It was created byM. E. Porter in his book, Competitive Advantage (1980).The chain consists of a series of activities that create and build value. They culminate inthe total value delivered by an organization. The 'margin' depicted in the diagram is thesame as added value. The organization is split into 'primary activities' and 'supportactivities'.
 
Challenge
Competency analysis is necessary to identify the knowledge, skills and process abilitiesrequired to perform the organisation’s business activities so that they may bedeveloped and used as a basis for workforce practices.CSC in India did not have competency analysis framework, thereby having nocompetencies defined for any role. The challenge was to formalise the competencyanalysis process starting from identification of workforce competencies required toperform the business activities to utilisation of competency information for workforceactivities like staffing, training and development and competency development.To address these gaps, the organisation has established a competency analysissystem where employees can map themselves against the competencies defined for their current and future roles.
Methodology
Competency analysis begins with identification of the workforce competencies requiredto perform the organisational business activities. Once the competencies are identified,a mapping between the targeted vs actual value of competencies is required tomeasure, analyse and predict the future capability of competencies and take necessarycorrective/preventive action to either enhance or maintain the current capability.Identifying the tasks, skills, knowledge and attitude required to perform variousorganisational roles can be used in formulating job description, assessing employees’current level of competency, and activities like planning career development andcoordinating competency development.
Core Competence Analysis
Get Ahead. Stay Ahead.The idea of the “core competence” is one of the most important business ideas that hasshaped our world. It is one of the key ideas that lies behind the current wave of outsourcing, as businesses concentrate their efforts on things they do well, and outsourceas much as they can of everything else.In this article we explain the idea and help you use it, on both corporate and personallevels. And by doing so, we show you how you can get ahead of your competition – andstay ahead.By using the idea, you can make the very most of the opportunities open to you:

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