Models of competence as a way to success

If the company sets a goal to achievecompetitiveness in the market and high profits, then its leader must clearly understand what every employee should be able to do, without which 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 modelscompetence. Currently, they have a huge role in the management of personnel. 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 competency models are prescribedmodels of the employee's behavior, 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 efficiency.
2. European competency models are detaileddescription of the final result or work tasks. For example, the manager's competencies model assumes: the growth of the company's profits and competitiveness; professionalism, ability to navigate in the economic environment, to anticipate situations and find solutions; effective management of an enterprise or firm.

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

What are the models of competence

1. Corporate. They stem from values ​​recognized by the company and relate to each of its members, from cleaner to 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.

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, to make independent decisions.