Competences in human resources management Advisio's approach
The idea of competence-based management is influential in many visions and approaches to organization's human potential. Traditionally, competences are conceived as internal, unobservable dispositions - be it knowledge, skills, or attitudes - that are causally connected to successful task completion. The notion should be useful in planning HR development, so it is normally applied to measurable, job-related features that correlate with quality of achieved results. Furthermore, it is often narrowed only to those features that can be influenced, modified, and developed through different actions and programmes.
Both Competence Navigator and other Advisio tools are based on knowledge and scientific research in the area of competence measurement and development. Their only modus vivendi is creating a comprehensive system, that will be maximally useful in optimization of HRM processes. We acknowledge, that both competences and their components can vary in specificity, precision of description, or possible quality of measurement. However, complexity of any given construct is of less importance to us when compared to its influence on employee performance on specific workplaces.
In this approach, every characteristic of an employee, that carries some new and useful information about the probability of his "goodness of fit" in workplace environment is considered important, and has to be included in the model. We aim to measure it with maximum possible validity, reliability and objectivity. We define 'competence' broadly - as any individual feature - be it a soft personality trait or a hard hands-on skill - that is necessary for a successful completion of tasks
If you want to know about the possibilities, that stem from such broad understanding of competences, please read the description of our tools.
You see things; and you say, "Why?" But I dream things that never were; and I say, "Why not?"
