Competency Best Practices Part 2: Job-Specific Competencies
In my last post on the topic of Competency Management best practices, I shared some “basics” that I had identified based on input I’d gotten from other HR and talent management leaders, as well as from materials on the subject of competencies. In Part 2 of my post, I’ll explore how specific organizations should go with job competencies, as well as measuring everyday job performance.
Job Competencies: How Specific Should You Be?
- The answer depends on what type of training and development you have in place to support the competencies, because the two must co-exist. If you are using competencies to determine the level of competence in an individual, you have a specific skill to measure. If the employee doesn’t have that skill, then you need to help them develop it. Competencies need to reflect the type of learning you want accomplished.







Getting Engaged











