Competencies in organizations can be broadly classified as employee level and organizational level. Due to the organizational level expertise in employee-level competencies are embedded, is the identification of the latter for organizations in using competencies to achieve competitive advantage interested important. In this paper, we present a model of employee competencies as a means to organizational competitiveness and discuss several frameworks for identifying competencies of employees. In addition … Read more »

Competencies in organizations can be broadly classified as employee level and organizational level. Due to the organizational level expertise in employee-level competencies are embedded, is the identification of the latter for organizations in using competencies to achieve competitive advantage interested important. In this paper, we present a model of employee competencies as a means to organizational competitiveness and discuss several frameworks for identifying competencies of employees. In addition to traditional frames, suitable for organizations work better in a static environment, we offer two alternative frameworks that are useful in the identification of competencies in a dynamic organizational environment. Once appropriate staff level competencies are identified, a competency-based personnel system implemented to ensure that employees actually do not possess the skills to be identified.
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from
Robert L. Cardy,
T.T. Selva Rajan
Source: Business Horizons
11 pages.
Release Date: 15, May 2006. Prod #: BH197-PDF-ENG
Competencies: Alternative frameworks for Competitive Advantage HBR case solution