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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.
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.
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.
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
Competency models can help organizations align their initiatives to their overall business strategy. By aligning competencies to business strategies, organizations can better recruit and select employees for their organizations. Competencies have become a precise way for employers to distinguish superior from average or below average performance.
Holistic competency [ edit ] Holistic competencies is an umbrella term for different types of generic skills (e.g., critical thinking , problem-solving skills, positive values, and attitudes (e.g., resilience , appreciation for others) which are essential for life-long learning and whole-person development.
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