Download Competency-Based Human Resource Management by David D. Dubois William J. Rothwell PDF

By David D. Dubois William J. Rothwell

This publication describes a brand new version of functionality administration that fits worker abilities to the paintings that needs to be performed. via concentrating on the serious advantage that distinguish celebrity performers, HR pros can remodel the best way they recruit, educate, improve, and compensate top-performing staff.

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Extra resources for Competency-Based Human Resource Management

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The results suggest that improved organizational performance and improvements to the bottom line can occur when competencies support even a few HR systems. Nine out of ten organizations indicated overall improvement when job/role competencies support six HR systems, and with support from competencies in four HR systems or more, the percentage of organizations that experience improvement almost doubles. The use of competencies is appealing because it enables HR systems to concentrate on the factors that contribute directly to the organization’s success (Raising the Bar, 1996).

Competency Models A competency model is a written description of the competencies required for fully successful or exemplary performance in a job category, work team, department, division, or organization. Competency identification and modeling can be a beginning point for strategic development plans linked to organizational and individual needs. As you might expect, organizations express competency models in somewhat different ways. These variations reflect their different constraints, preferences, practices, values, business objectives, and reasons for using competencies.

Do not confuse worker competencies, or job/role competencies as they are often called, with organizational core competence. ” Further, Core competence does not diminish with use. Unlike physical assets, which do deteriorate over time, competencies are enhanced as they are applied and shared. But competencies still need to be nurtured and protected; knowledge fades if it is not used. Competencies are the glue that binds existing businesses. (p. 81) An organization’s core competence is built on its core competencies.

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