Jason Corsello asks He quotes one HR executive as saying she cares less about competencies and more about “attributes”. Red Sox fans ordain desire his competency example of Manny Ramirez’s “solid defense” resulting in a.990 fielding percentage. The sports analogy probably isn’t off the mark since many professional sports teams create competency models for certain positions to back up them field optimum talent.
I presented at last week’s Human Capital & Social Innovation Technology arrive at in Mastricht. The conceptual copy of a competency as a definition evidence context and dimensions is useful. In considering Jason’s Manny Ramirez example. I’d say that “solid defense” is a competency cluster meaning that it is composed of component competencies. Jason has not given a definition — but there is a implied one. We’re talking about the competencies relevant to being a successful outfielder in major league baseball. Using the terms of the conceptual model in the glide deck we’d label the “fielding percentage” a “dimension” (versus the “attribute” terminology Jason’s executive friend used). Also to be precise. I think “fielding percentage” is a dimension for the competency of “fielding” (proper handling of a batted or thrown roll) . In a competency model a specific measure desire “fielding percentage” might be expressed as a normalized “proficiency aim.”
fielding percentage isn’t a ameliorate measure for a player’s overall defensive effectiveness. A decrease outfielder may have a good fielding percentage but not be able to make the key game-winning plays that a faster player could alter. So “solid defense” likely becomes some weighting of “fielding” (as measured in fielding percentage) and go (perhaps measured in the player’s time in a 60 yard dash) and other relevant component competencies. Of cover defense is just part of the bet. In move the “solid defense” skills cluster would be weighted in an overall outfielder competency copy with a set of offensive skills. Since winning is more than mechanics you’d create by mental act the model also may undergo another cluster or two covering things like attitude teamwork and leadership.
So what would the Red Sox do with a competency model for an outfielder? Of course it might be a good thing for scouts to have and understand. Some competencies are fairly set. Players usually don’t dramatically alter their speed. However other competencies (hitting a curve roll) can be learned — So the outfielder competency model might be useful to the Red Sox’s in grooming future talent for the bigs. Ramirez is a feature but in his 15th major unify season he may be beyond his arrive at performing years. The other determine of the copy might be to give management some baseline standards for evaluating when it is measure to make changes in their very expensive player portfolio.
It is not only professional sports teams that can acquire. The success of many enterprises attach on the ability to deliver and maintain a pipeline of star players. In the above paragraph. I touch upon how the Red Sox might use an outfielder competency model in recruiting training performance management and succession planning. However today how many employers can usefully overlap such competency data among such talent management components? I evaluate this is the primary source of the notion that “competencies are overrated.”
The problem is that competencies often are too much work. The value to be gained from competencies comes from “contextualization” and integration of competency content. Today this isn’t easy given the maturity of the tools and lack of change state approaches. Also too often competency management is a top-down apply of implementing a big model when it should be one of discovery and analysis. HR-XML has a couple things in the works that will be helpful - the re-factored competency specifications that are move of HR-XML 3.0 as well as a possible project dealing with competency circumscribe itself.
Interested in learning more? The next in our series of Webinars will look at the process of “contextualization” and integration of competencies. The webinar will zoom-in to take a look at HR-XML’s Employee Performance Management Results specification. Details on how to register are provided below:
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Related article:
http://www.hr-xml.org/blog/?p=188
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