Competencies in HR

Core competencies an essential rule for the company. It helps to modernise the competitive advantage over another(prenominal) companies. The actual sources of advantage argon to be found in the managements capability to harmonize business varied technologies and production skills onto competencies that authorize and alter individual businesses to adapt rapidly to shifting opportunities. In short, center field competencies are the combined learning in the transcription, particularly how to organize various production skills and get in numerous streams of technology to accomplish interactions and generate unlooked-for products (Prahalad, and Hamel, 1990, p. 9-90). In other words, by selecting and focusing on an organizations outcome competences, the management is happy to take signifi grassce which empowers the organization to attain a greater productivity. The preferred outputs for an organization are change magnitude profits and taxs. The output for an army organization is cathexis achievement in battle fighting, solidity operations, or homeland protection. Senior management will accordingly be judged on their capability to recognize, encourage, and exploit core competencies that create achievement potential progress and revenue for an organization efficiency and mission success for a military.While great republics usu each(prenominal)y tend to develop large, all-purpose forces to cover all possibilities and army characters, littler republics, with both smallest citizens and resources or budgets must delve what core competencies they should emphasis in order to deliver worth(predicate) additional contributions as association followers, peacekeeping contributors, and ad-hoc partners. These competencies can suggest concentrating on sure position competences. for deal 9, 2007 Baltic Security & Defence Review 222 What is talent?Competencies are the fundamental elements of talent management practices. They are the demonstrable and assessable know ledge, skills, behaviors, individual characteristics that are consort with or predicative of excellent air performance. there are two typefaces of competencies 1) technological competencies and, 2) behavioral competencies. wherefore competencies importance The first point is to link the competencies ride with business or organisational strategies that make the managements examine and define the skills, attributes, attitude and knowledge leads to high performance. with competencies model the organization sends a tenacious heart to the workforce about what it takes to be winning in the affair. The importance of competencies ground substance helps employees realize what helps drive successful performance. It is an approach centralize on the how of the job. It means the aptitude model is behavioral rather than functional concentrate on the people rather than jobs. Moreover, competence models consider as an outcome driven rather than activities, for instance, the job desc ription focus on activities while the competencies matrix focus on outcomes.Integrates HR strategy with organizational strategy both focus of outcomes. The competencies framework align in the heart of HR, it serves as the basis upon which all employees processes are constructed (Berger and Berger, 2011). On the other word, competencies model provides an organization with a common language and a consistent and measurable platform on which Human choice systems can be ground. In addition, the competencies model is significant because it Defining the factors for success in jobs and work roles. Assessing the occurrent performance and future development needs of persons prop jobs and roles. Mapping succession possibilities for employees. Selecting applicants using competency based interviewing & assessment techniques. Designing and determining training solutions. The competency Model The competency model classifies usually lead clusters of competencies 1-Core competencies reflect th e set of critical competencies required throughout the company to shape the organizational abilities and culture required to accomplish the strategic goals.Time management, communication and resolving power orientation are an example of core competencies. 2-Leadership competencies this type of competencies designed for the managerial position of several level for selection, succession planning and development purpose. An example of lead competencies are Conflict management, leadership skills and strategic thinking. 3-Functional or technical competencies consider as a particular(prenominal) type use specifically for each job family. For example budgeting and forecasting, policies and procedure and payable are an examples of technical competencies.