Difference between revisions of "Competency model"
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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 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 | + | 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 | + | approach helps to identify gaps in competencies and may provide input e.g. to [[Training|training]] need analysis or recruitment plans. Competency models are tools for staff qualification, career planning and professional progression. |
| − | + | ||
Revision as of 14:27, 25 May 2014
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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 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.
Example: 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].
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
