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competency essay example
competency essay example
core competencies capability
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Core competencies are those traits, strengths, skills and attributes that employees need to possess in order to perform their jobs most effectively (smallbusiness.chron). The core competencies are expected to be demonstrated by the employee in order to carry out the mission and goals of the organization. These will be different based on the specific position within the organization. Employees will come with a certain set of core competencies and others can be learned and developed on the job. This may not applicable in all cases depending on the position. When applying for a position it is important for the candidate to assess their core competency to ensure they are a fit for the position and organization. The candidate must be able to articulate their knowledge and skills as they apply to the position, so it is imperative they have a solid understanding of their strengths and weaknesses. In general, an organization measures a candidate based on three basic competencies; know-how, problem-solving, and accountability. Job knowledge is broken down even further into technical, managerial and human relations (Snell, Morris, & Bohlander 2015). Problem-solving and accountability also have additional components similar to the ones listed …show more content…
When completing this exercise, the process should be divided into three categories; functional, personal and leadership (citygirlcareer.com). This will assist with keeping the process organized and concise. Personal competencies can be divided with specific examples into each category. For example, a candidate might want to highlight their personal by elaborating on how they act with honesty, integrity and personal ethics. Being aware of one’s core competencies can establish a competitive advantage over other candidates (Hitt, Ireland, & Hoskisson
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
I chose this assessment because I believe is it important for all leaders to be self-aware of these skills, as all three are needed and continually improve these skills. From this assessment, I
Christiana's mother stated, "I don't have to go into work until later and I bought everyone breakfast.
Core competencies are to begin a mark while gaining the reputation and brand acknowledgment. Core competencies have become more important now than they ever have before. Depending on how your company takes advantage of the concept and gets greater figures in the positions of building core competencies. When the situation approaches when a small or medium sized business becomes very complex they will have no choice but to build core competencies to succeed in a difficult environment and get to the global level.
The five themes from my Clifton Strengths Report overwhelmingly echoed what I already see as active assets in my personal and professional roles. My five attributes in order from highest to lowest are Activator, Command, Woo, Communication, and Futuristic. These have aided and sometimes cause misunderstandings, but these are elements I have learned to hone, define, and exercise in order to develop others under my charge and myself.
Core competency one consists of identifying with the social work profession. This core competency relates to the time in my internship. The following paragraphs will connect the practice behaviors associated with the core competency to the artifacts that I have chosen where I demonstrated the mastery of each practice behavior. The first practice behavior is continually employ and model conscious use of self, self-reflection, self-monitoring, and self-correction in practice situations, which was demonstrated through my receiving feedback journal. The second artifact is a narrative on my first learning contract from my intern supervision, which will highlight my ability to adhere and model professional roles and boundaries. The last practice
It provides knowledge about skills someone need to develop and the skills which are present in someone. No one is perfect so every one have some strengths and some weak points. As far as I am concerned I think that from my past experience I have developed some skills but I still need improvements for achieving my goals. I have some opportunities which might prove a career booster for me but there are some threatsthat might lead me towards decadence. So here I have discussed my strengths and weaknesses as well as opportunities available to me and threats which I might face in
When it comes to management and leadership within any organization, there are fundamental components to consider, of which, managers of all backgrounds embody. One way to briefly assess these foundations is through Personal Assessment of Management Skills (PAMS), allowing examination of skill competencies from a number of strengths and weaknesses that can be brought to attention. This analysis will briefly discuss the strengths and weaknesses of the PAMS examination results and analyze the skill competencies and how they impact the role as an ethical leader. For the purpose of this examination, strengths will be assumed to be topics where the quality is in abundance. This comes with the assumption that while their importance may
In this report, I will reflect on my professional development throughout this module, from when I started in September, to now. According to Beausaert et al. (2011), ‘the art of self-evaluation is an integral element of reflection and involves critical insight into understanding one 's strengths and limitations’. Therefore, my aim is to identify my learning needs and to recognise my personal skills and capabilities, as well as identifying areas of my skill set that need to be refreshed or extended to stand out in the competitive job market. By doing this, I hope to demonstrate knowledge of the skills that I have gained during this module.
Compared to my competitors, my strengths are my languages, technology skills, education, work ethic and the ability to follow directions. The first strength that I am aware of is I speak three different languages. Also, I have decent technology skills. I have a great educational background from KU. Work ethic is another one of my personal strengt...
For each foundational competency I will identify if my competence is at the entry, intermediate, or expert level. Entry level will be assigned to competencies in which I have minimal knowledge or experience. Intermediate level will be assigned to competencies in which I have demonstrated basic knowledge and experience. Expert level will be assigned to competencies in which I have demonstrated advanced knowledge and experience. In addition, I will document a plan for closing the gap between my current level of competency and the level I require for being successful in the field of training and development.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.
Viitala(2005) concluded another theory about management competencies that contains six categories which are relevant to technical , knowledge , knowledge, leadership and supervisory competencies, social and intrapersonal. Technical competencies allow managers to handle the content of processes that they are responsible for by using tools, procedures and techniques. Business competencies are related to any business, it makes managers to think, to lead in the managing system. Knowledge management competencies include a lot of professional management knowledge such as concept formation and problem solving. Leadership and supervisory competencies are meant to lead people, support people and participate people. Social competencies include the ability of manager to establish the relationship with stakeholders. Intrapersonal competencies trend to provide the ability of self-control for managers.
As an employer, it’s important to hire the best person for the job to ensure their organization receives the best quality of work at suitable efficiency. To make the decision of who to hire, employers look for certain attributes in potential employees. These attributes may be general to any job, specific to a skill requiring job or personal attitudes/qualities.