...Share the “COP” Model The COP model is a framework for discovering your sweet spot, or best fit within an organization. The model is comprised of three overlapping fields: competency, passion, and opportunity. The sweet spot is the section where all three of these arenas intersect. I presented it to Bob, another manager at my company and our discussion led to new perspectives and understandings of each of the three fields. Competency is defined as what you do well. There are many different ways to excel at a job. Bob labeled Jackson, his most tenured employee, as his most valuable worker. His group’s primary objective is to create data for software that helps estimate construction costs. Jackson has worked in residential and commercial construction for more than 20 years. His co-workers frequently rely on his expertise when making their own decision. However, Jackson lacks some technical skills and struggles to come to conclusions without the help of others. He is not the best employee at the typical assignments of his job. He succeeds, because he is very competent in the construction space and he can provide essential insights that no one else can. Excelling in areas crucial to a company’s performance, can be a very valuable asset, even if you lack more traditional skills. While discussing opportunity I asked Bob what the most important part of his job was. Opportunity is the marketability of your services or the activities that best meet the needs of the...
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...A Day in the Life of Yolanda Valdez Peter F. Drucker, an Austrian-born, American Management consultant once said “Management is doing things right; leadership is doing the right things”. On paper, anyone can make himself or herself look like an efficient leader. You can say that it’s not until you follow an employee around for a day to figure out how efficient they actually are. Yolanda Valdez, VP of Marketing at Clear Vision Group, was followed around for a day so that the reader could determine just that. Clear Vision Group, a company under S.G. Davis, is a leading global designer and distributor of eyewear and sun wear for men, women and children. They operate under the retail name ClearVue. “Clear Vision is a marketing-oriented company that bases its strategy on understanding customer’s needs and developing and delivering distinctive characteristics that appeal to customers.” (Hellriegel & Slocum 542). Understanding that the company is structured around marketing tells us that Yolanda plays a major role in the direction of the company. As we investigate the nature of an average day of Yolanda, we begin to see whether she is doing the right things, or simply just doing things right. When trying to understand where Yolanda excels or comes up short as a manager we will look at the seven key competencies for individual, team, and organizational effectiveness. These competencies will shed some light on how to be an effective leader and help her organization prosper....
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...Introduction With globalization maturing rapidly in the world today, it is not surprising that organizations are deeply affected by erratic changes in their environment. In their run to achieve organizational effectiveness, the constant need to monitor and adjust to the environment is critical. Jobs and employees are essential buffers for uncertainties in organizations to their environment. But for it to be effective, a good fit between both employee and the job is necessary so as to have a competent and dynamic workforce. Therefore, the purpose of this essay analyses on a Human Resource (HR) perspective what is competency, the importance of competencies in the current workforce and its tandem relationship to staff undertaking international assignment. Importance of Competency in workforce Mcshane, Olekalns & Travaglione (2010) mentioned that information technology and transport systems enhanced the effects of globalization by bringing connectivity and interdependence between countries around the globe to a whole new level. Therefore, in order to meet the competitiveness of the environment, recognizing core competencies needed by the organizations in its employees is essential as it promotes customer value on the external aspect and allows creation of new business through innovation on the internal aspect (Nankervis et al 2011). As such, it’s no surprise that the same job of past and present now has very different scope of duties. Cooper, Robertson & Tinline (2003) affirm...
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...a. What are your reactions to Thompson and Miner’s implementation plan? How well did the various pieces of the new sales strategy work together? Ans. The implementation plan of Thompson and Miner was a mixed bag according to us. The positives of the plan were 1. The objectives were set right from moving from selling to new accounts to selling the full product line to new accounts 2. Targeting the inefficient and ineffective functions to revive them. Ex- Ineffectiveness of the “Relationship manager” was eliminated by separating it from wholesale function. This enabled a broader relationship with firms. 3. They were responsive to the new needs and challenges in the course of implementation. Example – Building of RAMS (Relationship Account Managers) to assist in life sales. 4. Focus on Talent development to reinforce the benefits of the new sales policy. 5. Bottom-up approach of finding problems and solutions. Ex- Interviewing LFD sales manager and wholesalers to calibrate current skill level 6. Implementation was done by consensus and not by forcing them from the top. Example- Formulation of single integrated script for wholesales by consensus among all the sales manager rather than forcing it 7. Reinforcing desired changes in mindset and behaviour by change in incentive plan. The negatives of the plan were- 1. The quantitative evaluation process does not give enough attention to differences in territory potential, workload, level of competition which may...
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...Interview skills Interviews are designed to find out: * Can you do the job – experience and skills * Will you do the job – motivation * Do you fit in – culture and team Two main types of question – general and competency Good opportunity to find out about the organisation your are going for Types of interview First interview: telephone interview, CV or Application form based, case study, selection tests Second interview: 1 to 1 or panel interview Competency based Academic or technical Assessment centre (Ask what sort of interview to expect!) General questions * Tell me about yourself * Tell us about your relevant experience * Greates achievement ? experiences ? future goal ? * Give answers structure – don’t ramble * Your chance to paint your own portrait (relation to job, industry, etc) * Define the context * Be prepared with specific answers (research crucial) comparision based on the job description * Think about what they might ask you or what you have said already Competency based questions Use past behaviour indicates future success Objective way of comparing you to others Relate to skills and behaviour needed for the role Interviewers decide beforehand which type of answers score positive points They look for scenarios Identify competencies for the job your are seeking (company website, advert, job descriptions) Compare these against your background Avoid jargon !!! plan answer good examples !!!!!!!! Analytical...
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...Employee: Job Title: Family: Phase: Date: Date of Last Updated Job Profile: Employee Group: Review Period (year): The purpose of the annual feedback and development process is to facilitate a dialogue that recognizes and appreciates successes while supporting continuous learning and development. Feedback is used to reach agreement on goals and a development plan for the upcoming year. The process is facilitated through a standard Performance Framework (see illustration). There are two components to performance: Accountabilities and Competencies. Accountabilities support the overall directions of the unit by defining what outcomes are expected in a specific job over the long term. Accountabilities need to be supplemented by annual measurable goals. Competencies are demonstrated behaviours (skills) which describe how an employee is expected to do their work to be consistent with the core values inherent in the directions of the organization. Using the Form — Steps to Ensure the Performance Dialogue is Effective: Step 1: Either the employee or supervisor completes the information at the top of this page. Step 2: Either the employee or supervisor inserts the accountability statements from the employee’s job profile (max: 25) into the section on page 2. For assistance developing accountability statements and job profiles please attend the Defining Accountabilities module as part of the Skill...
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...The job that I decided to pick for this assignment is the job of a waiter/waitress. A waitresses responsibility is to take orders and serve food/beverages to patrons in a dining establishment. He or she may also have to recommend food/beverages to people who have never been to the restaurant before. It’s important for them to know the menu thoroughly so that they are able to answer any questions that someone may have regarding menu choices. A waiter/waitress has to write patrons’ food orders on order slips, memorize orders, or enter orders into computers for transmittal to the kitchen staff. They have to then check with customers frequently to ensure that they are enjoying their meals and take action to correct any problems. The main goal is for your customers to be satisfied so that the result is a great tip to the waiter/waitress and for them to return to the business establishment in the future. Waiters/waitresses prepare checks that itemize and total meal costs and collect payments from customers (O Net 2015). Competency Model Occupation Specific Task • Present menus to patrons and answer questions about menu items, making recommendations upon request. • Explain how various menu items are prepared, describing ingredients and cooking methods. • Inform customers of daily specials. • Serve food or beverages to patrons, and prepare or serve specialty dishes at tables as required. • Stock service areas with supplies such as coffee, food, tableware, and linens...
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...COMM 330 Final Review • Stereotype - a set of beliefs (cognitive) - can be positive / negative • Prejudice - an attitude (affect) - can be positive / negative — is stored in the mind — i love Mexican food (prejudice) • Discrimination - a type of behavior - can be positive / negative — is the act/ behavior • Traditional relationship among the three stereotypes —> prejudice —> discrimination • Discrimination is communicative — is prejudice, ex: “i like a dodger fan just as much” later that day ends up beating up a dodger fan. - generous definition of communication: Festivals, Marches, Tattoos, Violence, Clothing, and Language are all communicative - if discrimination can be positive / negative, then so can communication (be positive / negative) • Communication Accommodation (Adjustment) Theory: explores how discrimination occurs communicatively • Main Premise: we adjust (accommodate) our communication based on our communicative partner. - attitudes of communicative partner’s social group are important - types of accommodation • Converge: —> social identity - we desire a positive social identity - we want to feel good about our own group membership —> social comparison - we compare our group in relation to other groups (“relative” others) — relative means that when you are comparing the same genders but different ethnicities they’re the same, but different — in-group rejection: when you reject yourself • Social Comparison - we compare our group...
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...Experiential Exercise: Self Competency—Key Competencies Self-Assessment Inventory Self-competence describes the attitudes, abilities and knowledge required in order to reflect on yourself and your own personality. As such it forms the basis for developing other competences. Every one of us has a range of personal dispositions, of personal characteristics or acquired views/attitudes, which influence us all in our daily lives. In order to fully develop your own abilities/talents and overcome (personal) obstacles it is important to have personal skills, and to set your own objective 1) What does your overall profile suggest in relation to your needs for personal and professional development? Individual’s view to handling a situation and being competent to handle pressure defines their self-control or in other words their self-competency. To develop personally or professionally, one must attain a self-control over the situation. To be proficient professionally, change is the only constant. There is strong urge to be volatile and keep constant search to learn new personality to develop our own. I strongly feel the urge to change myself. Although, I like exploring the new ideas, I am not open to change. 2) Based on the competency most in need of development, identify three possible actions that you might take to reduce the gap between your current and desired level for that competency. Based on my current level of being self-controlled, I feel I need to work on these three...
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...Career Plan Building Activity: Work Culture DaShawn Butler MGT/527 Consulting Instructor: Graciano Etrata The right business culture doesn’t require a cult atmosphere, but it does require a disdain for concepts like conventional wisdom and the existing condition. It does have to be built around ideals, employee permission to be creative, and something other than just making profit. After viewing my work culture skill plan I am driven by high powered. At first I wasn’t to sure if why this was my number one choice but after taking a closed look and reviewing the skills, I know have a clear understanding why. I enjoy learning new skills, career development and advancement, and high salaries. Also something that I though was going to be my number one skill is teamwork. I believe that in order to have a good work environment, the team has to work together, supportive, open communication, cooperative and sharing atmosphere, and positive feedback. By knowing my work culture I am able to select my methods of engaging clients by knowing exactly what to look and be able to make decisions based on the organizations needs. My approach and attitude would be based off knowledge and confidence in knowing that I would be able to help bring success within a company. As an consultant getting thru the discovery phase the competency that would be helpful is teamwork. Working with the client you are there to help encourage new attitudes and beliefs to transform...
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...In my line of work law enforcement, communication is a very important skill. Competent communication is defined as strategic competence: appropriate use of communication strategies (workiq.com). Strategies is the key term, in every conversation we must use appropriate words and tone and even body language to ensure that we are conveying the proper meaning with our words. An example of this in my line of work would be to ask someone how they are doing, with my hands on my gun or my handcuffs. It is amazing at how many officers do this and wonder why citizens will not engage in conversations with them. As an investigator, I strive to practice communication skills by talking to as many people as possible. I strive to not use the same technique to get conversations started; I always try to be inquisitive. I will ask people a simple set of questions at a low tone and then ask a personal question and nine times out of ten people will open up to me about the most personal things in their life. It is very important that when you are engaged in the conversation to keep your eyes on the person you are talking to. The worst example of communication I have seen was when an officer was attempting to stop an argument from turning into a fight; he made the mistake of not looking at the person he was talking to. When he did this the person, who was already agitated struck the officer in the face, the officer made multiple mistakes he did not use the right tone, body stance or officer safety skills...
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...[pic] AMERICAN INTERNATIONAL UNIVERSITY – BANGLADESH 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...
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...Question 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” (p. 252). They also provide a clear description of what a person needs to be able to do and know. They provide the skills, ability, and knowledge a person needs in order to perform well in a specific job or occupation. A competency model can also be used to identify core competencies that leaders or employees need to develop in order to improve their performance, whether it be in their current job or for a future promotion. The Leadership Competency Model on page 253 of our textbook provides us with many competencies that middle managers should possess. After reading the case about Andra Rush and examining the listing in Figure 7.3 I can see that she possesses many of the leadership competencies that are described in the figure. Rush exhibits personal drive: the “urgency in meeting objectives and achieving results” (p. 253). This can be seen through her efforts to change how employees were treated, her starting her own trucking company, enrolling in an MBA program while still working as a nurse, and her persistence in delivering a crucial shipment even...
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...Job Analysis Report Hugo G Haro HRM531 March 25, 2011 Gabriel Lewall Job Analysis Report InterClean, Inc. Project Proposal Project Information Project Name: | Full Service Cleaning Solutions Blitz | Project Focus: | Sales Team Development | Time-frame: | 90-180 days | Summary: | The focus of this project proposal is to demonstrate the need to develop an experienced sales team that will provide a brand new full service cleaning solution service. A new business strategy will lead us to a market of opportunities, in which include entering the healthcare industry. | Background and Purpose The purpose and focal point for this proposal is to integrate solutions and services into InterClean’s product line with the recent acquisition of EnviroTech, Inc. In addition, InterClean has a strategic advantage and a potential to grow by building the right experienced sales team. As a company we recognize and want to capitalize on the diversity of employees from Interclean and EnviroTech merger, which we believe has given us an additional advantage in our industrial cleaning and sanitation industry. Although our company can explore outside resources, we believe our organizational structure provides the adequate staffing thanks...
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...How to handle placement rejection? When your peers have made the cut and you are left behind in a placement interview, it could cause disappointment. But that's never the end of the road — there will be more companies to choose from. Rica Bhattacharyya suggests ways to deal with rejection during placement interviews. Read to know more: Know That it Happens to Everyone Don't use the job interview as a measure of your professional competence. "The decision to not hire you was based on the company's criteria and needs which may or may not have anything to do with how you performed at the interview," says Dhruv K Desai, head of human resources and leadership academy at Angel Broking. Believe There's More to Come Rejection by one company does not mean all doors are shut. "Remember there are many companies that participate and you will have several opportunities," says Abhishek Kumar, assistant professor at BIM, Trichy. Agrees Desai: "It's easy to blame yourself and focus on your imperfections when faced with a job rejection." Focus on what you're really good at. Find your Match There will always be a set of companies that need your skill set and you need to find that. "You need find a job to match your strengths and competencies; because once you find it your liking for that job is going to better than one you were rejected for," says Sudhir Dhar, associate director, head - HR and administration at Motilal Oswal Financial Services. Formulate a Strategy Discuss your career...
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