Thursday 27 December 2018

The concept of competency | Definition | Characteristics

concept of competency

What is a Competency?

A competency is characteristics underlying the person and with regard to the effectiveness of individual performance in his job (an underlying characteristics of an individual which is causally related to the criterion referenced – effective and or superior performance in a job or situation).

Underlying Characteristics contain the meaning of competence is a part of the personality that is deep and is attached to a person as well as a predictable behavior in various circumstances and job duties. Causally Related has a sense of competence is something that causes or predict the behavior and performance. Criterion Referenced meaning that competence is actually predicts who performs well, measured from the criteria or standards are used.

The competence is power (authority) to determine/decided it.

the competence is sufficient proficiency to perform a task or as having skills & know-how which is presupposed.  A competence is a human characteristic that is associated with the effectiveness performance, these characteristics can be seen as a style of acting, behave, and think.

Introduction to the concept of competency

The role of HUMAN RESOURCES in the organization or company has the same meaning as important as the work itself. Given the importance of the role of human resources in organizations or companies, human resources. As determinants of organizational or the company then competence be aspects. That determine the success of your organization or company.

With high Competence possessed by HUMAN RESOURCES in an organization or company is sure this will determine the quality of human resources who owned that will ultimately determine the competitive qualities of the company itself. The concept of competence is not something new.

The characteristics of competency

Competence is comprise of 5 (five) Characteristics:

  1. Motives

    Is something which someone thinks that he is consistently doing the action. Spencer (1993) add that the motives are "drive, direct and select behavior toward certain actions or goals and away from others". For example, someone who has the motivation of achieving good results on a consistent basis to develop goal. A goal that gives a challenge to himself and the responsibility to achieve those goals. As well as expecting some sort of " feedback to improve itself.

  2. Traits

    Are the traits that make people to behave or how someone responds to something in a certain way. For example, such as confidence, self-control, fortitude or endurance.

  3. Self-Concept

    Is attitude and value – the value of belonging to someone. Attitudes and values are measure through tests to the respondent. To know the value of belonging to a person and what was interesting for someone to do something.

  4. Knowledge

    Is information that is own by a person for a particular field. Knowledge is a complex competencies. Knowledge test measures the ability of participants to choose the most correct answer. But not an unbiased look at whether someone can do the job on the basis of knowledge.

  5. Skills

    Is the ability to execute a certain task is both physically and mentally.  By knowing the level of competence then human resource planning will better results.

Categories of competence

Competency can be divide into two categories, namely "Threshold" and "Differentiating”. The criteria use to predict the performance of a job. "Threshold competencies are the main characteristics, which are typically in the form of knowledge or basic skills. Such as the ability to read a person should have in order to carry out its work. But this category is not to determine whether one of these high-performing or not.

If this Category to assess employee was simply to find out. If he knew his duties could fill out a form, and so on. While "Differentiating competencies" factor – factors that distinguish individuals with performance of high and low. Because a person who has a high motivation and he will be able to set targets. Or objectives that are much more than its performance at the level of the median – median.

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