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. Competencies have been become a precise way for employers to distinguish superior from average or below average performance. The reason for this is because competencies extend beyond measuring baseline characteristics and or skills used to define and assess job performance. 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. Competencies have been become a precise way for employers to distinguish superior from average or below average performance. The reason for this is because competencies extend beyond measuring baseline characteristics and or skills used to define and assess job performance. In addition to recruitment and selection, a well sound Competency Model will help with performance management, succession planning and career development. [1] | ||
| − | ===Competency framework for regulatory bodies=== | + | ===Example: Competency framework for regulatory bodies=== |
| − | Fig 1 depicts a four-quadrant competency model developed for [[Regulatory body|regulatory bodies]]. This model is discussed in more detail in Ref. [2]. | + | Fig 1 depicts a four-quadrant competency model developed for [[Regulatory body|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]. |
[[File:Four quadrant model for human competences in a regulatory body.PNG|thumb|right|500px|Fig 1. Four quadrant model for human competences in a regulatory body [2].]] | [[File:Four quadrant model for human competences in a regulatory body.PNG|thumb|right|500px|Fig 1. Four quadrant model for human competences in a regulatory body [2].]] | ||
Revision as of 11:35, 19 April 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. Competencies have been become a precise way for employers to distinguish superior from average or below average performance. The reason for this is because competencies extend beyond measuring baseline characteristics and or skills used to define and assess job performance. In addition to recruitment and selection, a well sound Competency Model will help with performance management, succession planning and career development. [1]
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
