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    The document discusses competency and capacity in the context of human resources and talent management. It defines competency as the combination of knowledge, skills, and characteristics that enable effective job performance. Four main types of competencies are identified: technical, managerial, human, and conceptual. Capacity is defined differently by various academics but generally refers to an organization's ability to achieve objectives through problem-solving, functions, and adding value. Capacity depends on training and developing employee skills and is considered a latent factor based on potential.

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    The document discusses competency and capacity in the context of human resources and talent management. It defines competency as the combination of knowledge, skills, and characteristics that enable effective job performance. Four main types of competencies are identified: technical, managerial, human, and conceptual. Capacity is defined differently by various academics but generally refers to an organization's ability to achieve objectives through problem-solving, functions, and adding value. Capacity depends on training and developing employee skills and is considered a latent factor based on potential.

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    8 views1 page

    7 PDF

    Uploaded by

    fjsalkudxpnbzoecza
    The document discusses competency and capacity in the context of human resources and talent management. It defines competency as the combination of knowledge, skills, and characteristics that enable effective job performance. Four main types of competencies are identified: technical, managerial, human, and conceptual. Capacity is defined differently by various academics but generally refers to an organization's ability to achieve objectives through problem-solving, functions, and adding value. Capacity depends on training and developing employee skills and is considered a latent factor based on potential.

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    IBT Journal of Business Studies

    The Talent Powered Organization: Strategies For Globalization,


    Experience Cheese (2007)
    Talent Management And High Performance.
    Bethke-
    The Differentiated Workforce: Effects Of Categorization In
    Knowledge Langenegger P
    Talent Management On Workforce Level.
    (2012)
    Tansley et al.
    Performance Talent: Strategy, Management, Measurement
    (2007)
    Tansley et al.
    Potential Talent: Strategy, Management, Measurement.
    (2007)
    Rob Silzer and
    Skills Strategy-Driven Talent Management: A Leadership Imperative.
    Dowell (2010)
    Note.

    Competency

    (Hoffmann,
    Kafatos, Janeway, & Ezekowitz, 1999). According to Katz and Kahn (1978) there are four
    main different types of competencies:

    1) Technical or functional (such as working with machines or new softwares)


    2) Managerial (planning, organizaing, staffing and controlling)
    3) Human (ability to work with other workers)
    4) Conceptual (ability of visualizations of the future scenarios and abstract
    imaginations).

    Competency models describe how knowledge, skills and personal characteristics of workers
    are combined for effective performance needed in organizations and these models also act as
    an aid for HR department to select, train, develop , and appraise and plan for succession
    (McLagan, 1989).

    Capacity

    of a standardized understanding among scholar. Different authors view the definition of


    capacity with different perspectives. Most of the academics and practitioners view it as
    an HR issue with specific training and skill development so that the employees are better
    able to deliver or implement policies / procedures (Alsop & Kurey, 2005). The United
    The ability of individuals,
    institutions, and societies to perform functions, solve problems, and set and achieve objectives
    (UNDP, 2009).

    effectively, deliver efficiently, and add value (or in other words to make a positive
    contribution towards the strategic goal of the organization). Because it is mostly based
    on potential or intangibles, capacity is considered a latent factor as opposed to

    218

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