Competency-Based Human Resource Management by David D. Dubois William J. Rothwell

By David D. Dubois William J. Rothwell

This ebook describes a brand new version of functionality administration that fits worker abilities to the paintings that has to be performed. via concentrating on the severe advantage that distinguish celebrity performers, HR pros can remodel the best way they recruit, educate, strengthen, and compensate top-performing staff.

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First, in 1954, John C. Flanagan devised an approach he called the critical incident technique, which was used to examine what people do (Flanagan, 1954). He defined the technique as “a set of procedures for collecting direct observations of human behavior in such a way as to facilitate their potential usefulness in solving practical problems and developing broad psychological principles. ” An incident is an observable human activity that is complete enough on its own to allow inferences and predictions to be made about the individual performing the act.

Also, the process involved with creating a model often places a strong focus on the company’s resources and goals, according to Edward J. Cripe. Incorrect, noted Maxine Dalton, are companies that devote their efforts to the development of the model but then do not seriously implement it. An Overview of Competency-Based HR Management Practices 39 Competency-based HR management practices produce significant benefits to organizations and their employees. The value of using competencies to help meet business needs cannot be overemphasized.

Competency models built from competency menus can be organized in a variety of ways, depending on the needs or preferences of the user. Competencies can be organized around work roles, traditional jobs, or work outputs or results. Flexibility is one of the key selling points for competency menus, especially in organizations that must accommodate frequent change. A competency menu must be modified—a process that some call “tailoring”—to meet the needs of a unique corporate culture. Modifications may be accomplished in several ways, such as by using card sorts, focus groups, surveys, or a combination of the three.

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