TYPES/MODELS OF COMPETENCIES

In an increasingly competitive job market, job competency models have become an important tool for human resources management. These models allow for the identification of the skills, knowledge, and behaviors required to perform a job effectively, and help companies select, train, and evaluate their employees in a more objective and systematic manner.

A job competency model can be defined as a set of skills, knowledge, abilities, and behaviors that are considered essential to perform a task or job successfully. These competencies can be technical, relational, or leadership-based, and vary depending on the type of job and level of responsibility.

Competencies

Job competency models are used in several human resources management processes. For instance, in employee selection, they can be used to identify key competencies for success in a given job and to evaluate candidates based on these competencies. In employee training and development, they can be used to identify areas in which an employee needs improvement and to design training programs that effectively address these areas.

In performance evaluation, they can be used to establish clear and measurable objectives for employees and to evaluate their performance based on these competencies.