For several years, the one talent management application most frequently correlated with the best financial performance, has been competency management. It has always made a lot of sense to me: if an organization knows the competencies it needs for the future, it can assess what it currently has and if deficient can either train or hire. And, I'll make the assumption that if they know the competencies it has, then it knows which ones deliver the best performance. See: www.cedarcrestone.com/research for the latest research reports.
Today, I came across this competency list from Harvard University. It sure seems to me that these are awfully generic. Doesn't every organization have people with these competencies? Don't organizations really need to have information on the competencies that make them unique?
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment