Competencies: Alternative frameworks for competitive advantage |
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Authors: | Robert L Cardy |
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Institution: | a Department of Management, W.P. Carey College of Business, Arizona State University, Tempe, AZ 85287-4006, USA b School of Business, University of Houston-Victoria, 14000 University Boulevard, Sugar Land, TX 77479, USA |
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Abstract: | Competencies in organizations can be broadly classified as employee-level and organizational-level. Since organizational-level competencies are embedded in employee-level competencies, the identification of the latter is important for organizations interested in using competencies to achieve competitive advantage. In this paper, we present a model of employee competencies as a means to organizational competitiveness and discuss various frameworks for identifying employee competencies. In addition to the traditional frameworks, which are more suitable for organizations functioning in a static environment, we offer two alternative frameworks that can be useful in identifying competencies in a dynamic organizational environment. Once appropriate employee-level competencies are identified, a competency-based human resource system can be implemented to ensure that employees actually do possess the identified competencies. |
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Keywords: | Employee competencies Competency identification Development frameworks |
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