Difference between revisions of "Competency"
(→Extended definition) |
(→Extended definition) |
||
| Line 17: | Line 17: | ||
''Expand the definition with a couple of sentences'' | ''Expand the definition with a couple of sentences'' | ||
| − | Competency can be defined as groups of related knowledge, skills and attitudes (KSAs) needed by a person to perform a particular job [1]. It is thus the part of an individual's KSAs which can be observed and evaluated. The concept represents a [[Human resource management|HRM]] based view on managing knowledge. | + | Competency can be defined as groups of related knowledge, skills and attitudes (KSAs) needed by a person to perform a particular job [1]. It is thus the part of an individual's KSAs which can be observed and evaluated. The concept represents a [[Human resource management|HRM]] based view on managing knowledge embedded in individuals and is closely related to qualification of individuals. |
| − | + | The concept of competency is often mixed with the related job-task [1]. Competencies are the mental, physical and behavioral tools with which an activity or a task is executed. When describing competencies a difference should be made between describing the required task and the competencies which allow a person to perform the task to a standard. These competencies may include knowledge and skills which are not directly connected to the specific task. For example to perform a maintenance task a person usually needs to understand the safety relevance of the task. | |
===Relation to KM=== | ===Relation to KM=== | ||
Revision as of 11:28, 19 April 2014
Contents
Definition
Competency is Generic task or a function. The ability to put skills, knowledge and attitudes into practice in order to perform activities or a job in an effective and efficient manner within an occupation or job position to identified standards.
Summary
Description
Extended definition
Expand the definition with a couple of sentences
Competency can be defined as groups of related knowledge, skills and attitudes (KSAs) needed by a person to perform a particular job [1]. It is thus the part of an individual's KSAs which can be observed and evaluated. The concept represents a HRM based view on managing knowledge embedded in individuals and is closely related to qualification of individuals.
The concept of competency is often mixed with the related job-task [1]. Competencies are the mental, physical and behavioral tools with which an activity or a task is executed. When describing competencies a difference should be made between describing the required task and the competencies which allow a person to perform the task to a standard. These competencies may include knowledge and skills which are not directly connected to the specific task. For example to perform a maintenance task a person usually needs to understand the safety relevance of the task.
Relation to KM
Explain why the term competency is relevant for KM
Development of competency
Training
Education
Evaluation of competency
Qualification
Tools
Competency model
Competency map
References
[1] 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
