As an HR manager, what steps would you take to develop a competency statement? What resources would be beneficial in the process?
What will be an ideal response?
Answer: Uncovering the job's required competencies and writing them up is similar in most respects to traditional job analysis. In other words, you might interview job incumbents and their supervisors, ask open ended questions regarding job responsibilities and activities, and perhaps identify critical incidents that pinpoint success on the job. However, instead of compiling lists of job duties, your aim is to finish the statement, "In order to perform this job competently, the employee should be able to..." Use your knowledge of the job to answer this, or the worker's or supervisor's insights, or use information from a source such as O*NET. There are also off-the-shelf competencies data banks. One example is that of the Department of Labor's Office of Personnel Management.
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Opportunity costs for organizational resources:
A) should not be determined for existing products. B) are limited to the explicit cash flows involved. C) can involve no cash flows. D) are determined according to the marginal tax rate.
Which of the following, adopted by the member nations of the European Community in 1987, committed member countries to work toward the establishment of a single market by December 31, 1992?
a)Treaty of Rome b) Single European Act c) Treaty of Lisbon d) Maastricht Treaty