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30.11.2009
Definition of employee competencies

 

Competencies in organizations can be broadly classified as employee-level and organizational-level. Since organizational-level competencies are embedded in employee-level competencies, the identification of the latter is important for organizations interested in using competencies to achieve competitive advantage. In this paper, we present a model of employee competencies as a means to organizational competitiveness and discuss various frameworks for identifying employee competencies. In addition to the traditional frameworks, which are more suitable for organizations functioning in a static environment, we offer two alternative frameworks that can be useful in identifying competencies in a dynamic organizational environment. Once appropriate employee-level competencies are identified, a competency-based human resource system can be implemented to ensure that employees actually do possess the identified competencies.

The importance of competencies

The importance of competencies to organizations cannot be overstated; in fact, they can be the key to competitive advantage. In order for an organization to succeed in its mission, organizational competencies must match strategic intent. Without the needed competencies, even well-conceptualized and well-stated strategies cannot be successfully implemented and realized.
The concept of competency can be viewed differently within an organization. From a strategic management perspective, Hitt, Ireland, and Hoskisson (2005) define competencies as a combination of resources and capabilities.
Competencies have also developed into a central concept in the area of human resource management (HRM). From the HRM perspective, competencies are viewed as capabilities of people.

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References
References

Recruitment for Górnik Zabrze

 

We had the opportunity to cooperate with Grupa Tempo  realizing various recruitment processes for positions of medium and higher level, specialist positions and managerial ones (among others: Marketing Director, Financial Department Manager, Board Manager, HR Manager, Staff and Pay specialist, Independent Accountant, Sales Specialist).
Recruitment process was highly professional (...) Górnik Zabrze SSA highly recommends Grupa Tempo as reliable, punctual and professional business partner.

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Marek Matuszewski - Vice-President of Board