Selected Product:
| The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations
Hardcover
Author: Anntoinette D. Lucia, Richard Lepsinger
Publisher: Pfeiffer
Release Date: 1999-03-05
ISBN-10: 0787946028
ISBN-13: 9780787946029
List Price: $55.00
Average Customer Rating:
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Summaries and Customer Reviews are supplied by Amazon.com
How Do You Ensure that Employees Are Doing the Right Things?
Many of us ask, "What does it take to do a job well?" and stop there. But there's more to it than that.
What skills and knowledge are necessary for effectiveness in a certain job? Does the employee have the appropriate skills and knowledge, or is some kind of training necessary? Are these job expectations aligned with the culture and strategy of the organization as a whole?
These questions are essential to performance improvement efforts. And competency modeling is designed to help you find answers to questions such as these.
A competency model is . . . a descriptive tool that identifies the skills, knowledge, personal characteristics, and behaviors needed to effectively perform a role in the organization and help the business meet its strategic objectives.
From the authors of the best-selling book The Art and Science of 360? Feedback comes this guide to the design and implementation of competency models.
"The authors have taken competency modeling out of the domain of academics and social scientists by creating a practical 'how-to' work that clearly and simply explains the steps in developing and using competency models. I recommAnd this book to anyone whose job includes the pinpointing and sharpening of relevant competencies, for themselves or for others."
--Scott B. Parry, chairman, Training House
"Lucia and Lepsinger have demystified competency models and put in the hands of the reader a blueprint for developing meaningful recruiting, performance measurement, and succession planning systems. They succeed with a straightforward, pragmatic style, using actual examples that make the book an easy read."
--Frank Ashen, senior vice president, New York Stock Exchange
Get the Results You Expect!
Competency models are a means of ensuring that your investment in your employees will yield the expected results. The popularity of competency modeling is steadily increasing: human resource proYou'll use this cutting-edge guide to:
* Clarify job and work expectations
* Hire the best available people
* Maximize productivity
* Enhance a 360? feedback process
* Align behavior with organizational strategies and values
* Adapt to change
A very good place to start
| Customer Rating: | | If you are new to this topic, you will get a good grounding of why and how you should go about developing a competency framework for your organisation. This book is thorough, to the point and easy to follow. |
A good coverage of the field of competency models
| Customer Rating:  | | Competency Models have become a must for an up-to-date HRM system - I have been helping companies to build this kind of models since 1996. These models make great tools for selection, training and development, appraisal and succession planning. Unfortunately, until I came accross this book, I found that most of the reference works to this field are quite unaccessible, not the kind I would put into the hands of a newcomer. This is a practical book, showing why competency models are important and helping the reader to go through the complete process of setting up such a system, including a chapter on how to sell the idea to others in the organisation - I wish some of the people I work with would have read this book before, that would have smoothened the problems that are caused if these steps aren't followed well. The book also shows how to transform your competence model into a 360° feedback questionnaire. It was the first time I came accross a book explaining how to do that! The only area that I found a bit weak is the compentency-interview (both for building the model, als doing behavior-based interviews for recruiting), but maybe that's a bias coming from my own expertise in that domain (my book "7 Steps to Emotional Intelligence" includes a full chapter on how to ask the right questions). Conclusion - whether you know about Competency Models or not - add this book to your library! And if you are a consultant in the field of competency models, this is a book you might recommend to your customers. Patrick E. Merlevede -- co-author of "7 Steps to Emotional Intelligence" |
A must read for everyone!
| Customer Rating: | | Well written. Reader-friendly without sacrificing depth of content. I am not an HR specialist, but I still find this book to be very useful. Provides me with knowledge on competency and how to build a competency model for my own company. |
A "must" reading guide !!!
| Customer Rating: | | "Competency models that identify the skills, knowledge, and characteristics needed to perform a job have been in use for more than three decades. In the last five years, interest in them and their potential to help staffing and development efforts has increased dramatically among our client group. We believe this interest will continue to grow over the next few years due to three key, related trends-intensified competition, aggressive cost management and downsizing, and the proliferation of 360-degree feedback system (A. D. Lucia & R. Lepsinger / Preface xiii)." In this invaluable study authors * define what a competency model is, describe its components, and discuss some of their broad, general applications. * examine how competency models can be applied within selection, training and development, appraisal, and succession planning systems to support an organization's business objectives. * discuss establishing the performance criteria with which your organization measures success to better focus your data collection and analysis. * describe specific action steps to follow during the development of the competency model from scratch. * discuss various methods of data collection and how they can be used to increase the likelihood of identifying the knowledge, skills, and characteristics required to succeed in the job. * describe the process of creating competency-based selection, training and development, appraisal, and succession planning systems. * discuss the methods for converting the model into the necessary formats or tools to integrate the competencies into each step of human resource management. This study is a "must" reading guide for HR professionals and line managers. I highly recommend. See also : * The Competency Casebook/D. Dubois * Strategic Human Resource Leader/W.J.Rothwell et.al. |
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