Management and Competencies
Managing People Assignment
Critically discuss how the use of competencies and competency frameworks can support the achievement of improved individual and organisational performance.
In understanding how an organisation can improve through organizational competency frameworks, one must first understand what is a competency.
Competency, defined by Boyzatis (1982: 21) is known as “the behavioral characteristic of a person which is casually related to effective or superior performance in a job” Competencies act as a signal from the organisation which indicate to an individual behaviours and actions that will be valued, recognised and in some organisations rewarded.
Each individual competency consists of a number of observable behaviours (i.e. behavioural indicators) that are relevant to the performance of the role. Lets use an aerospace manufacturing organisation such as Pattonair to understand what key competencies it requires for its employees to be successful;
People management is crucial; it demonstrates competencies of planning, guiding developing human resources. It incorporates using prior knowledge of individual’s strengths, interests, development needs to delegate tasks; provides accurate regular feedback; identifies where support is needed and provides it.
Team work; working effectively with all members of the team to achieve shared objectives. Contributes to sense of camaraderie and strengthens collaboration across departments.
Production and efficient management skills
Problem solving; an employee deals quickly and effectively in a calm manor to difficult or unforeseen situations.
Communication is vital in order to achieve results and maintain and encourage motivation. Listen attentively to what people have to say in order to gain an accurate understanding of their wants and needs.
Innovation
In understanding these competencies lets now build a competency framework, Pilbeam and Corbridge (2006) suggest that a competency framework is both
Critically discuss how the use of competencies and competency frameworks can support the achievement of improved individual and organisational performance.
In understanding how an organisation can improve through organizational competency frameworks, one must first understand what is a competency.
Competency, defined by Boyzatis (1982: 21) is known as “the behavioral characteristic of a person which is casually related to effective or superior performance in a job” Competencies act as a signal from the organisation which indicate to an individual behaviours and actions that will be valued, recognised and in some organisations rewarded.
Each individual competency consists of a number of observable behaviours (i.e. behavioural indicators) that are relevant to the performance of the role. Lets use an aerospace manufacturing organisation such as Pattonair to understand what key competencies it requires for its employees to be successful;
People management is crucial; it demonstrates competencies of planning, guiding developing human resources. It incorporates using prior knowledge of individual’s strengths, interests, development needs to delegate tasks; provides accurate regular feedback; identifies where support is needed and provides it.
Team work; working effectively with all members of the team to achieve shared objectives. Contributes to sense of camaraderie and strengthens collaboration across departments.
Production and efficient management skills
Problem solving; an employee deals quickly and effectively in a calm manor to difficult or unforeseen situations.
Communication is vital in order to achieve results and maintain and encourage motivation. Listen attentively to what people have to say in order to gain an accurate understanding of their wants and needs.
Innovation
In understanding these competencies lets now build a competency framework, Pilbeam and Corbridge (2006) suggest that a competency framework is both