CBTM
Competency Based Talent Management
Does Competency Based Talent Management effectively contribute to the success of an organization? In spite of the time and money required to apply a competency Based Talent Management in any organization, many companies nowadays are adopting a Competency Based Talent Management approach believing of its direct impact on achieving the company’s goals and boosting the performance of their human capital. This paper will explore this approach from different angles to reach a conclusion of whether this approach worth the organizations’ investments on it or not.
What is a Competency?
A competency is cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation. Competencies manifest themselves as behaviors that the human capital display everyday through their skills, knowledge and abilities which includes the good and the not so good.
There are two types of competencies: Technical competency and Behavioral competency.
Technical competency:
These are specific knowledge and skills needed to be able to perform one’s job effectively. They are job specific and relate to success in given job or job family, and also focus on job. They are specific to a given function. Example, knowledge of accounting principles, knowledge of human resource law and practice relate to Accounting and Administration Positions.
Behavioral competency:
Known also as Generic competency, these refer to behavioral, knowledge, skills, attitudes, abilities, and other characteristics that contribute to individual success in the organization. They apply to all jobs and focus on the person. Examples include teamwork, cooperation and communication.
Margaret Butteries has likened competencies to an iceberg, saying that most organizations focus on technical competencies, the ones most visible and easily assessed. However, experience shows that it is the
Does Competency Based Talent Management effectively contribute to the success of an organization? In spite of the time and money required to apply a competency Based Talent Management in any organization, many companies nowadays are adopting a Competency Based Talent Management approach believing of its direct impact on achieving the company’s goals and boosting the performance of their human capital. This paper will explore this approach from different angles to reach a conclusion of whether this approach worth the organizations’ investments on it or not.
What is a Competency?
A competency is cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation. Competencies manifest themselves as behaviors that the human capital display everyday through their skills, knowledge and abilities which includes the good and the not so good.
There are two types of competencies: Technical competency and Behavioral competency.
Technical competency:
These are specific knowledge and skills needed to be able to perform one’s job effectively. They are job specific and relate to success in given job or job family, and also focus on job. They are specific to a given function. Example, knowledge of accounting principles, knowledge of human resource law and practice relate to Accounting and Administration Positions.
Behavioral competency:
Known also as Generic competency, these refer to behavioral, knowledge, skills, attitudes, abilities, and other characteristics that contribute to individual success in the organization. They apply to all jobs and focus on the person. Examples include teamwork, cooperation and communication.
Margaret Butteries has likened competencies to an iceberg, saying that most organizations focus on technical competencies, the ones most visible and easily assessed. However, experience shows that it is the
References: Definition of a Competence, Retrieved on September 5, 2013, from http://libguides.dixie.edu/content.php?pid=5025&sid=44941 Competency-based management talent management: Companies are realizing that talent management is mission Critical, Retrieved on September 5, 2013, from http://www.kenexa.com Talent Management , What is it , Why now by Josh Berson , Retrieved on September 6,2013 from http://www.bf.umich.edu/docs/KeyReferenceArticles.pdf Talents and Competency Management strategy for public sector performance by Ukertor Gabriel , September 2006. Emerald Article: Competency based management: a review of systems and approaches, by Fotis Draganidis, Gregoris Mentzas, retrieved on September 10, 2013 from http://imu.ntua.gr/sites/default/files/biblio/Competency%20based%20management%20a%20review%20of%20systems%20and%20approaches.pdf Using a Competency-Based Approach: Linking Core Competencies to your Business Strategy, Retrieved on September 19 from http://www.thinkwiseinc.com/files/competency-based-approach-whitepaper.pdf