The Importance of Employee Competency
The term “competence” initially appeared in a commentary
authored by R.W. White in 1959 as an idea for performance motivation (White, R.W. 1959).
Later, in 1970, Craig C. Lundberg outlined the idea in “Planning the chief
Development Program”. The term gained traction once in 1973, David McClelland
wrote a seminal paper entitled, “Testing for ability instead of for
Intelligence "(Wikipedia, the free Encyclopedia 2014).
Competencies square measure the measurable or noticeable
information, skills, talents, and behaviours (KSABs) essential to fortunate job
performanceHR (Washington State Human Resources 2012) .it's the power of a person to try to employment properly.
ability can even be viewed as a collection of outlined behaviours that offer a
structured guide sanctioning the identification, analysis, and development of
the behaviours in individual workers.
Competency models outline what performance success ought to appear as if among the organization for every individual job. The model is applied to enlisting practices, talent management, coaching and performance assessment.
The combination of noticeable and measurable information,
skills, talents, and private attributes contribute to increased worker
performance and ultimately lead to structure success. to know competencies,
it's vital to outline the varied parts of competencies that (Lincoln 2014):
● Knowledge: this is often the cognizance of facts,
truths, and principles gained from formal coaching and skill. Application and
sharing of one’s mental object is essential to individual and structure
success.
● Skills: A ability could be a developed proficiency
or deftness in mental operations or physical processes that are usually non-heritable
through specialized training; the execution of those skills ends up in
fortunate performance.
● Ability: this is usually the facility or ability to
perform physical or mental activities that square measure often connected with
a selected profession or trade like programming, plumbing, and calculus, among
others.
● Individual attributes: These square measure
properties, qualities, or characteristics of people that mirror one’s
distinctive personal make-up. Individual attributes square measure viewed as
genetically developed or non-heritable from one’s accumulated life experiences.
though personal characteristics square measure the foremost subjective of the
parts, a growing important body of analysis links specific temperament traits
to fortunate individual and structure performance.
● Individual Recognition and Rewards. singly
recognizing and profitable any of those sources of experience provides a powerful basis for individual performance engagement. However, it's there the combination that ends up in the unleashing of resources that square measure
only too often untapped.
Conclusion
Competencies offer organizations the simplest way to
outline in behavioural terms what it's that individuals ought to do to supply
the results that the organization wishes in a way that's in keeping with its
culture. Having competencies outlined within the organization permits workers
to recognize what they have to be productive. once properly outlined,
competencies permit organizations to judge the extent to that bound worker
behaviors square measure gift and wherever they'll be lacking. For competencies
lacked by workers, they will learn. this may permit organizations to grasp
probably what resources they'll facilitate the worker development and
learn those competencies.(
References
White, R.W. (1959), Motivation Reconsidered: The Concept of Competence, Psychological Review, 66.5, pp. 279-333.
Wikipedia, the free Encyclopedia (2014),
Competence (human resources) Available at:http://en.wikipedia.org/wikki/main-page.
HR Washington State Human Resources
(2012), Competencies, Available athttp://www.hr.wa.gov/pages/default.aspx.
University of Nebraska – Lincoln (2014),
The Definition of Competencies and their Application at NU, Available at
http://.unl.edu/#one
Cripe, E.J. & Mansfield, R.S.
(2002), 31 Core Competencies Explained, Available
at:http://www.workforce.com/articles/31-core-competencies-explained.
The use of competencies helps companies recruit individuals who will perform well and be a good fit with the firm. Skills can be learned, but in most cases, competencies are intrinsic to the individual's personality.
ReplyDeleteFurthermore all of competencies usually fall into three categories and there are some subcategories that are included under one category.
1. Behavioral Competencies – an expression of the softer skills involved in an employee’s performance. Subcategory - Team work, Problem Solving, Result orientation, communication, customer services
2. Technical Competencies – usually concerned with the effective use of IT systems and computers, or any hard skills necessary for a job role. Subcategory - Sales, Marketing, Accounting
3. Leadership Competencies –an expression of the qualities that make a good leader, turned into measurable behaviors. Subcategory - Motivation, Employee relations, Diversity
Greater performance success has been attributed to organizations with thoroughly defined competency models.
ReplyDeleteHere are some of the ways that implementing the competency model benefits organizations:
* Sets a concrete direction for workforce performance that aligns with organizational goals and strategies.
* Enables HR to have a concrete understanding of all employee abilities and skills.
* Enables HR and Training to more accurately identify learning & development (L&D) needs.
* Allows employees to take ownership of the skills and behaviors required of them in their roles.
* Empowers organizations to keep track of what skills employees have so that strategy and planning can work towards that future skills may be needed.
* Provides a consistent and fair system of measurement for performance evaluation.
Competent employees are the main resource to acquire competitive advantage. Business models, strategies, services, products can be copied by the competitors. A competent employee is a sustainable resource for an organization. The performance of an organization depends on its employees competencies. It is important for an organization to enhance performance, ensure the success of an organization and measure responsibilities.
ReplyDeleteCompetence means that you have the ability to do something well. You are capable of performing a task or job effectively.Competence can include the knowledge and skills needed to solve a quadratic equation. Or, it can comprise the much larger and more diverse clusters of skills, or competencies, needed to lead a multinational corporation.
ReplyDeleteEmployee competencies are bound on skills and behaviors which was well designed for expectation of organization performance for a job or whole organization. Managers have clear understanding of their competencies they are able to achieve successful growth.
ReplyDeleteFacilitate the recruiting and selection of workers who are a good match for the job and for the business.Set clear performance goals and critically assess employee contributions. Employees should be given more time to improve their efficiency and happiness at work. Map out an employee's professional growth and future career goals. Assess individual and team "competency holes" and provide useful feedback for developing modules for improved growth and training opportunities. It may take a lot of time and effort to develop a competency structure that is applicable to the company that would need it.
ReplyDeleteEmployee competency holds great importance when it comes to identify and specify the things that matter the most for a company. Employee competence helps the organization to get the workers to focus on the specific skills, expertise, abilities, and knowledge that are most required by the organization to gain success in the workplace.
ReplyDeleteHuman assets are critical resources for an organization and the organization to be successful in its functioning requires the organizational employees to be competent and effective employees. The performance of the employees as well as the organizational performance and success depend on the employees’ competencies. Competencies enable the employees of the organization to have a clear understanding of the behaviors to be shown at the workplace and the levels of performance expected in order to achieve organizational results. They provide the employees with an indication of the behaviors and actions which are required at the workplace and which are valued, recognized, and rewarded.
ReplyDelete