Beside being profitable and productive for the organization, the administration based on competitions generates direct benefits for each of his members, nevertheless, as any tool of administration, his inadequate or unexpected implementation can carry to a wear for the organization, setback in the scope of the aims and discredit to the management of the human talent.
Since its initial proposal in 1973 by David McClelland, the concept of “competence” has been associated with the body of knowledge and skills required to be successful in a specific job behaviors. In this regard, the organization from its strategic platform (mission, vision, values and strategic perspectives), build a competency model that allows it to consolidate its human talent to meet the challenges of their environment and prepare for the coming changes may besides being more productive, optimize investment in different human management processes, ensure their human capital as a competitive advantage and be prepared for new challenges.
The implementation process model must have the full commitment of senior management and alignment to business strategy, from which the key competencies required by the organization are identified.
The definition of competence constitutes the basis of talent management processes from selection to maintenance.
By implementing the model, the company:
- It aligns the policies of management of the human talent to the strategy of the business
- Select the ‘suitable’ partners not only compliance with education and experience, but by adapting to the skills required.
- Optimizes basing training to reduce the gaps found in front of the required level of skills
- Facilitates the identification and development of candidates for succession and future challenges for the organization
- Enables the generation of recognition plans and retention of greater impact for employees.
As the employee:
- Identify your role and expectations for your position in the organization.
- Recognizes their skills and the level at which they are.
- Developing your skills apply to the organization and beyond.
- Are identified and recognized good results.
In summary, the model of human competence management allows the organization to define what human capital required to achieve the objectives that has arisen under this premise generate policies and processes for talent management that will ensure employees have successful since its selection to its development. Your inappropriate application becomes a fashion model’s wearing the administration.
Olga L. Salazar P.
osalazar@strategos.com.co
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