Difference between revisions of "Competency model"
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| − | Competency models are tools which are used for establishing the competencies an organisation needs in order to prepare consistent recruitment plans, training plans and other human resource development programmes. | + | Competency models are tools which help in managing the competencies on organisation has and needs. A competency model of an organisation may, for example, identify the required competencies and group them in a meaningful way informs the organisation about the required actions [2]. |
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| + | are used for establishing the competencies an organisation needs in order to prepare consistent recruitment plans, training plans and other human resource development programmes. Competency models can help organizations align their initiatives to their overall business strategy. By aligning competencies to business strategies, organizations can better recruit and select employees for their organizations. In addition to recruitment and selection, a well sound competency model will help with performance management, succession planning and career development. [1] | ||
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Competency models can be used to identify the present state and future needs of an organization or an individual role. This | Competency models can be used to identify the present state and future needs of an organization or an individual role. This | ||
Revision as of 18:57, 7 June 2014
Contents
Definition
Competency model is A representation used to understand and communicate a selected aspect of competency Source: National approaches and strategies for Nuclear Knowledge Management
Summary
One paragraph.
Description
Competency models are tools which help in managing the competencies on organisation has and needs. A competency model of an organisation may, for example, identify the required competencies and group them in a meaningful way informs the organisation about the required actions [2].
are used for establishing the competencies an organisation needs in order to prepare consistent recruitment plans, training plans and other human resource development programmes. Competency models can help organizations align their initiatives to their overall business strategy. By aligning competencies to business strategies, organizations can better recruit and select employees for their organizations. In addition to recruitment and selection, a well sound competency model will help with performance management, succession planning and career development. [1]
Competency models can be used to identify the present state and future needs of an organization or an individual role. This
approach helps to identify gaps in competencies and may provide input e.g. to training need analysis or recruitment plans. Competency models are tools for staff qualification, career planning and professional progression.
Competency framework for regulatory bodies
Fig 1 depicts a four-quadrant competency model developed for regulatory bodies. In this case, one general model is developed for the whole regulatory body and it is further refined for specific functions under the regulatory body organization, e.g. technical tasks and legal tasks. This model is discussed in more detail in Ref. [2].
Competency based HR
The competency model and the approach to competency-base HR used by Korea Institute of Nuclear Safety (KINS) is described Ref. [3].
References
[1] Wikipedia http://en.wikipedia.org/wiki/Competence_(human_resources)
[2] Training the staff of the regulatory body for nuclear facilities: A competency framework, IAEA-TECDOC-1254, 2001, http://www.iaea.org/ns/tutorials/regcontrol/refs/20trainingstaff.pdf
[3] Choi, Young-Joon,Plans for Competency-Based Human Resources Management in KINS, In International Conference on Human Resource Development for Nuclear Power Programmes: Building and Sustaining Capacity Strategies for Education and Training, Networking and Knowledge Management, IAEA CN‐215, 2014, pp. 59-62.
