...1. As we have discussed, competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful. Consider the general competencies found in Figure 7.3 and apply these to Andra Rush, providing examples of how these competencies apply. “Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush. Throughout the case study, there are a number of competencies Rush displays. The first is personal drive which is the ability to demonstrate urgency in meeting objectives and achieving results; and the ability to pursue aggressive goals and achieve them (p. 253). When Rush worked as a nurse and heard complaints of unfair treatment, she took a proactive approach and enrolled in an MBA program to change and improve conditions. Not only did she have the drive to pursue an MBA, Rush accomplished this while working as nursing school graduate. Rush’s efforts can further more be seen through the formation of her trucking company. The success of Rush’s trucking company can be attributed to driving change which is challenging the status quo and looking for ways to improve team...
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...A competency may be described as a combination of skill, attitudes and behavior that an individual or an organization is competent at, that is, the ability to deliver; perform (a set of tasks with relative ease and with a high level of predictability in terms of quality and timeliness)(Spencer & Spencer,1993). Competencies are important, as they help to communicate what an individual stands for or what the expectation is (Ernest, 1989). The proper and careful use of competencies is important as it will help increase clarity in the system, bring transparency and build trust by avoiding multiple interpretations of the competence concept, both by the employees and the organizations (Tripathi, Ranjan & Pandeya, 2010). McClelland (2003) defined...
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...According to Drucker (1994), the assumptions about external forces (environment etc) and internal forces (mission, core competencies) must fit reality. The core competencies of a business might not me sustainable forever (Li E. et al 2011), in fact, the businesses need to invest on innovation and building new business model to develop more core competencies in order to stay ahead in the market (Mark K. et al 2008). Additionally, the business environments are constantly or continuously changing in a way those businesses might not be able to adopt as quickly as they could due to their previous assumptions about the environment (Mika et al 2011 and Antonie K. et al 2008). According to Schilling M.A. (2013), the core competency can be defined as a combination of multiple resources and skills of a firm to differentiate it from the competitors. These competencies allow the firm to have better competitive position compare to the competitors such as Apple with their iOS and iTune store that can offer variety of applications to the users. However, if the firms keep relying on those core competencies without investing to innovating itself or strengthen their current core competencies, they might be behind the competition in the near future. Such as Tower Records, the company used to be the largest record store chain in the US. Tower Records had many core competencies such as widely available across geographical area in the US and also offering great variety of music albums from many artists...
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...Assignment On “COMPETENCY MODEL OF PERFORMANCE MANAGEMENT.” An Assignment submitted to the School of Business in partial fulfillment of the requirements of the Mid-term examination in Performance Appraisal Management, Spring—2011 Prepared By: HIMEL NISARUL HASAN ID: 08-11431-2 A Dissertation Submitted to HAFSA MARYAM Faculty Department of Human Resources Management American International University-Bangladesh Section: C Date: MARCH 4, 2011. Competency Model What is a competency? A competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform "critical work functions" or tasks in a defined work setting. Competency is also used as a more general description of the requirements of human beings in organizations and communities. What is a competency model? A competency model is a collection of competencies that together define successful performance in a particular work setting. For several decades, business and industry has used competency models to select and develop their employees and for workforce planning purposes. A competency model is a "blueprint for outstanding performance". Why Competency Model importance...
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...Characteristics: * Unique * Technically complex * Time-constrained, resource-constrained * Multiple stakeholders * Dynamic/uncertainty * Key skills required of a PM * Readings that tie in to the key required skills of a PM * Question: UNCERTAINTY - for sure * How do you bound the uncertainty? * How do you deal with the uncertainty? * Hints: * Competencies * Question: Stakeholders * Competencies - expressed through BEHAVIORS * Do you know the competencies at all three levels? * Know the names, the definition of the competency * When asked a question on competency, need to be able to explain the WHY * WHY is ALWAYS answered by the BEHAVIORS * It is not just about listing the behaviors, but talk about the behaviors of the managers in a way where you actually APPLY the behaviors to the situation * Behaviors help justify why you believe the competency is relevant to the problem * Memorize the competencies inside and out Readings * Triple Constraint, project - know what they are, how to talk about them but no questions on the background readings * Project Life Cycle - should know what it is * Refer to quiz * Definition, Planning, Implementation, Monitoring/Control, Wrap-Up * Nothing about Mission 2020 * Lessons for an Accidental Profession - IMPORTANT * Research that identified the twelve things...
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...Office so that is my reason for selecting this organization for my project. In accordance with Title 5 410.201, federal agencies are required to develop training plans and programs that support a workforce capable of achieving an agency’s mission and performance goals. DoD OIG’s strategic plan goal 3.l.2 is to identify core skill requirements for each position and identify/develop training to provide opportunities for staff to attain necessary core skill. An enterprise-wide competency and training needs analysis questionnaire will assist the organization in meeting the needs of both Title 5 401.201 and strategic plan goal 3.1.2. The development of a core competency model will provide an integrated approach for supporting the mission, goals, and strategies of the organization. A core competency model will assist with establishing succession management, aligning training and development to skill gaps, and planning for future workforce needs. The identified core and technical competency models will be used to leverage the organization’s human capital needs by defining consistent position descriptions, selecting effective training and development offerings, and proper planning for future training needs. The Training Needs Analysis (TNA) results will identify knowledge, skills and abilities unique to DoD OIG and identify if there are any gaps that impact performance. The training needs identified will...
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...Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called “KSA’s”) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behavior. Competency mapping journey has to be very clear about the business goals, capability-building imperatives and core competencies of the organization. Thecompetency mapping process needs to be strongly integrated with these aspects. Competencies in organizations tend to fall into two broad categories: - Personal Functioning Competencies: These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors). - Functional/Technical Competencies: These competencies include specific success factors within a given work function or industry. Here we need to identify the BFSI domain knowledge with technical expertise. The most effective route is to employ recognized best-practice internal research methodology using behavioral event interview (BEI) techniques to selectively sample the target population (supplemented with expert panels and 'Competency Requirement Questionnaires'...
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...Mô hình năng lực Career and Competency Pathing: The Competency Modeling Approach By Maggie LaRocca Introduction Competencies are behaviors that encompass the knowledge, skills, and attributes required for successful performance. In addition to intelligence and aptitude, the underlying characteristics of a person, such as traits, habits, motives, social roles, and self-image, as well as the environment around them, enable a person to deliver superior performance in a given job, role, or situation.Competency modeling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job. Competency modeling can be applied to a variety of human resource activities. This research paper will describe how organizations identify their core competencies and how they are applying this competency data to improve performance. It will also explain some emerging trends in competency modeling. Developing Competency Models Competencies enable employees to achieve results, thereby creating value. It follows that competencies aligned with business objectives help foster an organization's success. Organizations must understand their core competency needs - the skills, knowledge, behaviors, and abilities that are necessary for people in key roles to deliver business results.According to Boulter, et al (1998), there are six stages involved in defining a competency model for a given job role. These stages are: 1. Performance criteria -...
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...Formulating the Business Model: Customer Needs and Product Differentiation There are Two factors determine which product a customer chooses to satisfy these needs: (1) the way a product is differentiated from other products of its type so that it is appealing and (2) the price of the product. All companies must differentiate their products to attract customers. Some companies, however, decide to offer customers low-priced products and do not engage in much product differentiation. Companies that seek to create something unique about their product differentiate their products to a much greater degree than others so that they satisfy customers’ needs in ways other products cannot. Product differentiation is the process of designing products to satisfy customers’ needs. A company obtains a competitive advantage when it creates, makes, and sells a product that better satisfies customer needs than its rivals. If managers devise strategies to differentiate a product by innovation, excellent quality, or responsiveness to customers, they are choosing a business model based on offering customers differentiated products. Differentiation has another important aspect. Companies that invest their resources to create something distinct or different about their products can often charge a higher or premium price for their product. Customer Groups and Market Segmentation is the second important choice involved in formulating a successful business model is to decide which kind of product(s)...
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...15-136 | Course: Strategic Management & Ethics (F-410) Date of Submission: 16 September, 2012 Summary Starbucks, the ubiquitous coffee retailer earned high profit and is forecasted to grow. The resources and capabilities that have provided Starbuck distinctive competencies are its unique business model of making the store as a third place between home and work, its ability to own its own stores throughout the world, a strong brand name, decision making based on the ideas provided by employees, for which Starbuck started selling experience through selling ‘third place’, superior customer services, hiring and training process for employees, progressive compensation policy even to the part time employees like stock option plan grants and medical benefits which was unique in the industry, retaining its customer at higher rate. Starbucks’ these distinctive competencies helped it to differentiate its products from those of rivals and thus achieve higher profitability. 1. Identify the resources, capabilities, and distinctive competencies of Starbucks. Ans: Resources refer to assets of a company. Assets can be of two kinds- tangible and intangible. Tangible resources are physical entities, such as land, buildings, plant, equipment, inventory, and money. Intangible assets are nonphysical entities that are created by managers and other employees, such as brand names; the reputation of the company, the knowledge that employees have gained through experience, the intellectual property...
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...Alfred State College Technology Forecast & Assessment of 3D Printing Anthony Prete TMGT 7003: Technology Innovation 27 September 2015 Table of Contents Executive Summary 2 Introduction 3 Application Areas of 3D Printing 4 Innovation Type 4 Product or Process or Organizational 5 Radical or Incremental 5 Component or Architectural 5 Competency Enhancing or Competency Destroying 6 Technology Life Cycle Stage 6 Pre- Commercial or Commercial Period 6 Field Trials 6 Technology Divergence & Convergence 6 Technological Divergence 6 Technological Convergence 7 Technology Forecast 7 Future-Aligning 8 Self-Fulfilling 9 Forecast Intent 9 Factors Impacting Adoption 9 Technological Factors 9 Social Factors 9 Economic Factors 9 Political Factors 10 Ecological Factors 10 3D Printing is Coming 10 Works Cited 11 Executive Summary You might have heard of 3D printing from newscasters and journalists, astonished at what they’ve witnessed. It can print in plastic, metal, nylon, and over a hundred of other materials. 3D printing can be used to print little objects of candy to producing a whole apartment complex. 3D printing has been used over recent years to print small scale objects. However, some architects and other construction professionals are looking to introduce 3D printing technology in the construction industry. The research below will cover: application areas of the technology, type of innovation, technology life...
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...Print Form CAREER DEVELOPMENT COMPETENCIES ASSESSMENT Congratulations on taking a positive step toward your career development. Taking this assessment will help you get started on your journey toward a more fulfilling work life. PRINT THIS ASSESSMENT, ANSWER THE QUESTIONS, AND SCORE USING THE INSTRUCTIONS BELOW. GUIDANCE ON YOUR NEXT STEPS IS PROVIDED AT THE END. What allows some people to effectively manage their careers while others do so less successfully? Often, it is the mastery of several key competencies that allow people to be successful in developing their careers. As you read the following list of career management behaviors, assess your own level of competency in each area of our career development model using the following scale: Not True (1) Somewhat True (2) Very True (3) Self‐Assessment Competencies • • • • • • • Career Awareness Competencies • I know what makes work environments personally satisfying and productive to me and am able to create these environments _____ • • • • • • I understand the culture of my workplace _____ I am able to identify desired organizational values and goals _____ I understand industry changes and their impact on my career effectiveness _____ I have a sense of future options and opportunities for my career _____ I am effective at building relationships and support systems for my career growth _____ TOTAL CAREER AWARENESS COMPETENCY SCORE: __________ I know and value my personal strengths and abilities _____ ...
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...core competencies of efficient and effective logistics also known as service, selection, savings and satisfaction from Circuit City to CarMax. Based on the VRIO framework, Circuit City had a competitive advantage which they applied to CarMax strategy. Their VRIO framework was based on efficient and effective logistics along with the 4w business model of service, selection, savings, and satisfaction which was valuable, rare, and difficult to imitate and organized to capture. By maintaining the same core competencies of Circuit City, CarMax has become the leading used car company with Fortune 500 status. 2. What type of diversification is Circuit City’s CarMax? Circuit City was following an unrelated diversification strategy. Circuit City went from a market of electronics to used cars which has no linkage. CarMax had its own CEO and was managed as a standalone business with profit and loss responsibilities separate from Circuit City. The linkage between electronics and used cars is not apparent. 3. Looking at the core competence-market matrix depicted in Exhibit 8.8, does Circuit City’s CarMax diversification fall neatly into one of the four quadrants? Why or why not? It falls neatly into the lower right quadrant. Circuit City was able to redeploy and recombine core competencies to compete in a new market for them of used automobiles. Circuit City was not building new core competencies to protect and extend current market position nor were the building core competencies to create...
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...ASTD Sales Training Drivers | 1 © 2010 by the American Society for Training & Development (ASTD) All rights reserved. Printed in the United States of America. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please contact ASTD, 1640 King Street, Box 1443, Alexandria, VA 22313-1443 (telephone: 703.683.8100, fax: 703.683.9203). Print edition ISBN: 978-1-56286-750-8 PDF e-book edition ISBN: 978-1-60728-862-6 Publisher: ASTD Press Writer: Jennifer J. Salopek Editor: Victoria DeVaux ABOUT ASTD ASTD (the American Society for Training & Development) is the world’s largest professional association dedicated to the training and development field. In more than 100 countries, ASTD’s members work in organizations of all sizes, in the private and public sectors, as independent consultants, and as suppliers. Members connect locally in 130 U.S. chapters and with 30 international partners. ASTD started in 1943 and in recent years has widened the profession’s focus to align learning and performance to organizational results, and is a sought-after voice on critical public policy issues. For more information, visit www.astd.org. The...
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...Talent Management project On Competency modeling in IT industry Guided By: Submitted By: (DR. GANESH SINGH) Faraz Khan Kanika Sharma Pratibha Yadav Rahul Pandey Soumyani Chatterjee IILM Graduate School of Management 16, Knowledge Park II, Greater Noida-201 306 ACKNOWLEGDEMENT It is our privilege to take the opportunity to thanks all those who have directly or indirectly helped us in the completion of this present Project work. We are delighted to thanks DR.GANESH SINGH for his able guidance, constructive criticism and generous help throughout project. We would also like to express our appreciation for the encouragement and direct assistance, excellent cooperation, valuable suggestion and help given by him at every step of our project. Words fail to express our humble gratitude and profound regards to our Parents for their affectionate encouragement and blessing which always being a source of inspiration for us without which, it could not have been possible to achieve the objective. Content 1. COMPETENCY A competency is an underlying characteristic of a person, which enables him to deliver...
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