Topic #2: Competencies
Created by Johnnita Richards-Redd on Apr 11, 2016 2:19 PM
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Competencies are the measurable or observable knowledge, skills, abilities, and behaviors (KSABs) critical to successful job performance (Competencies, n.d.). They are popular in training departments in that they are a part of training design. Training designs must take into account: desired outcomes, conditions and standards (UMUC, 2016). If clearly written, they can be used to communicate the objectives of training to participants. After the training, an evaluation should be used to gauge whether or not the desired outcomes and or competencies have been mastered.
Competency models are related to job analysis in that position-specific competencies are derived from a job analysis. Generally, identifying the competencies tied to each job is the first step in the job analysis process. Often, both the individual who currently holds the job as well as the people who oversee the worker within the position work together to determine which competencies are necessary for success in the position (Schreiner, n.d.). Then they are ranked by importance to determine which competencies are appropriate for the employee in the position.
Competencies (n.d.) Retrieved on April 11, 2016 from http://www.hr.wa.gov/WorkforceDataAndPlanning/WorkforcePlanning/Competencies/Pages/default.aspx
Schreiner, E. (n.d.). Competencies & Their Relation to Job Analysis. Retrieved on April 11, 2016 from http://smallbusiness.chron.com/competencies-relation-job-analysis-17462.html
UMUC. (2016). Module 2 Commentary. Document posted in University of Maryland University College HRMN 406 7983 online classroom, archived at http://campus.umuc.edu