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The Knowledge, Skills, and Abilities (KSA) framework, is a series of narrative statements that, along with résumés, determines who the best applicants are when several candidates qualify for a job.
The association between capability and human resources strengthened, shifting away the attention from education. [51] Hase & Davis (1999) explains this transgression as follows: while competencies form the foundation of capability, competencies alone may be insufficient for achieving optimal human resource management.
Competencies and competency models may be applicable to all employees in an organization or they may be position specific. Competencies are also what people need to be successful in their jobs. Job competencies are not the same as job task. Competencies include all the related knowledge, skills, abilities, and attributes that form a person's job.
Competency diagnosis – this is based on the current employees in the company. This outlines the present proficiency level each employee possesses. The company will perform a ‘skill gap analysis’, which defines the gap between the skills the employee currently has compared to the competencies needed for their job
The ability to gain initial employment; hence the interest in ensuring that 'key competencies', careers advice and an understanding about the world of work are embedded in the education system [1] The ability to maintain employment and make 'transitions' between jobs and roles within the same organization to meet new job requirements [2]
Enjoy a classic game of Hearts and watch out for the Queen of Spades!
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