Models of competence as a way to success

If the company sets a goal to achieve market competitiveness and high profits, then its manager must clearly understand what every employee should be able to do, without what skills he can not do, what knowledge he must have in order to be useful to the collective. The easiest way to achieve this is by developing a competency model. At present, they have a huge role in personnel management. In some companies, competence models are used to assess the performance of employees, in others - as a specific application tool that helps to form a reserve, including management. This approach allows us to evaluate not only what each employee did for his company, but also how he did it.

What is competence?

Definitions of this term there is a set: every manager puts his own meaning into it. However, the general meaning of owl "competence" is reduced to two basic approaches.

1. American models of competence are prescribed behaviors of the employee, using which he can demonstrate correct behavior, which necessarily leads to personal high results, hence, to the success of the whole firm. For example, the hr manager's competence model : loyalty and respect for business ethics, permanent personal development, production and professional effectiveness.
2. European competency models are a detailed description of the final result or work tasks. For example, the manager's competencies model assumes: growth of the company's profits and competitiveness; Professionalism, ability to navigate the economic situation, to anticipate situations and find solutions; Effective management of an enterprise or firm.

The main difference between these methods is that the European proposes to determine the minimum required from the employee, and the American one is guided by the final results. Starting from these methods, it is possible to give such definition to the term "competence". These are the properties and characteristics of a person that he must possess to achieve high results by occupying a specific position. These competences can be tested through the employee's behavior pattern.

What are the models of competence

1. Corporate. They flow from the values recognized by the company and relate to each of its members, from the cleaner to the manager.
2. Professional. In another way they are called technical. What is required of specific job groups.
3. Managerial. This is a group of managerial competencies, dealing only with managers of any level.

An example of competence for personnel involved in working with clients.

The first level is the ability to communicate with clients correctly. Presence in negotiations.

The second level is the independent conduct of negotiations, work with the database.

The third level is an active increase in the number of clients, an increase in the base.

The highest level is the opportunity to be a consultant, make independent decisions.