Competencies in HR

Core competencies an essential method for the company. It helps to modernise the competitive advantage over another(prenominal) companies. The actual sources of advantage be to be found in the managements capacitance to faith business varied technologies and production skills onto competencies that authorize and enable individual businesses to adjust rapidly to shifting opportunities. In short, core competencies be the combined acquisition in the agreement, particularly how to organize various production skills and participate many streams of technology to accomplish interactions and generate unexpected products (Prahalad, and Hamel, 1990, p. 9-90). In other words, by selecting and centralizeing on an brass sections core competences, the management is knowing to take significance which empowers the organization to attain a large(p)er productivity. The favored outputs for an organization ar increased profits and tax revenues. The output for an legions organization is mission achievement in battle fighting, solidity operations, or country of origin protection. Senior management will consequently 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 usually tend to develop large, all-purpose forces to cover all possibilities and army characters, smaller republics, with both smallest citizens and resources or budgets must get word what core competencies they should idiom in order to deliver worth additional contributions as intimacy followers, peacekeeping contributors, and ad-hoc partners. These competencies can suggest concentrating on sure position competences. for intensity level 9, 2007 Baltic Security & Defence Review 222 What is Competency?Competencies are the central elements of talent management practices. They are the demonstrable and assessable knowledge, ski lls, behaviors, individual characteristics that are allied with or predicative of excellent job performance. There are two types of competencies 1) technical competencies and, 2) behavioral competencies. Why competencies importance The first draw a bead on is to link the competencies model with business or organizational strategies that make the managements guess and define the skills, attributes, attitude and knowledge leads to high performance.Through competencies model the organization sends a agreeable message to the take formforce about what it takes to be productive in the job. The importance of competencies matrix helps employees realize what helps drive successful performance. It is an get on concentrate on the how of the job. It means the competency model is behavioral preferably than functional concentrate on the people rather than jobs. Moreover, competency models consider as an outcome driven rather than activities, for instance, the job description focus on activ ities while the competencies matrix focus on outcomes.Integrates HR outline with organizational strategy both focus of outcomes. The competencies framework set 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 Resource systems can be based. In addition, the competencies model is important beca engagement it Defining the factors for success in jobs and work roles. Assessing the current performance and future using needs of persons holding jobs and roles. procedure succession possibilities for employees. Selecting applicants using competency based interviewing & assessment techniques. Designing and ascertain training solutions. The competency Model The competency model classifies usually one-third clusters of competencies 1-Core competencies reflect the set of critical c ompetencies required throughout the company to fix the organizational abilities and culture required to accomplish the strategic goals.Time management, talk and result orientation are an example of core competencies. 2-Leadership competencies this type of competencies knowing for the managerial position of several level for selection, succession planning and development purpose. An example of leadership competencies are Conflict management, leadership skills and strategic thinking. 3-Functional or technical competencies consider as a special type use specifically for each job family. For example budgeting and forecasting, policies and procedure and payable are an examples of technical competencies.