What is the score of competence

1. The concept of "competence" was first formally put forward by Professor David McClelland of Harvard University in 1973. It refers to the deep-seated characteristics of an indivial who can distinguish outstanding achievers from ordinary people in a certain job. It can be motivation, traits, self-image, attitude or values, knowledge in a certain field Any indivial characteristics, such as cognitive or behavioral skills, which can be reliably measured or counted and can significantly distinguish excellent performance from general performance. However, some scholars define competency from a broader perspective, and think that competency includes three dimensions: career, behavior and strategy. Career dimension refers to the skills of dealing with specific and daily tasks; Behavior dimension refers to the skills of dealing with non-specific and arbitrary tasks; The comprehensive dimension of strategy refers to the management skills combined with organizational context.

2. The concept of competency was first put forward by McClellan of the United States in the 1960s, which is "the personal characteristics that can distinguish the performance level in a specific job position and organizational environment."
competency elements are the knowledge, skills, abilities, characteristics, or values and motivations that employees have that are directly related to the job or job performance, However, as Sandberg (2000)
said in his research, "human competency in work does not mean all knowledge and skills, but refers to those knowledge and skills that people use at work."< However,
even so, the scope of competency is still very wide,
has caused academic debate on the definition of competency,
such as the level of competency (indivial level or organizational level), the depth of competency (observable skills or deep-seated characteristics),
The measurement standard of competence (whether it can be achieved or requires high performance as long as it is competent) and the particularity of competence (whether it is universal, managerial or special, and technical) (rajadhyaksha,
2005)
therefore, there are various researches on competency in academic circles. However, in these researches, some basic characteristics of competency have been graally recognized and accepted by scholars. These characteristics are: (1) competency is related to high performance and can predict job performance 2) The competence level of an indivial can be reflected by his behavior. These behaviors are observable and measurable, and they are the specific application of knowledge, skills, attitude and motivation in specific situations 3) Competency is closely related to job requirements and job requirements, and is not independent of the work situation 4) Competency elements and degree change with the change of work and environment, and it is dynamic development. And formed two popular theories, namely iceberg theory and onion theory< In terms of the division of competency elements, Yukl (1989)
divides managers' work into three types of skills or competencies: technical, interpersonal and conceptual. This type of classification was widely spread in the past. The knowledge of technical skills includes: methods, proceres, the ability to use tools and operate equipment; The knowledge of interpersonal skills includes: human behavior and interpersonal process, sympathy and social sensitivity, communication ability and cooperation ability; Conceptual skills include: analytical ability, creativity, effectiveness of problem solving, ability to recognize opportunities and potential problems. In short, these three types distinguish indivial skills in dealing with things, people, ideas and concepts
pavett and Lau (1983) put forward four types of concept, technology, human and political skills. The first two are the same as Yukl's classification. Interpersonal skills involve the ability to work with others, understand and motivate, and political skills include the construction of power base. In recent years, some managers' job competency or skill classification mainly focuses on the non firm specific, which is the knowledge and skills that managers must possess when they manage the company with unique personality< In this context,
1998) put forward his own theory of competency classification. He believes that the division of competency should be carried out from three dimensions, which are task specificity, instry specificity and company specificity.

3. 1. There are many factors affecting a person's work performance, including knowledge and skills, as well as his attitude and thinking mode. Moreover, attitude is often a deeper and more core factor affecting performance. If a person does not have knowledge and skills, but has an active learning attitude, then these knowledge and skills will be acquired, It's just that different people have different aptitudes, and the speed of acquisition may be fast or slow. This is what we often say that a person should not only "like to do", but also "able to do". Only when he has both, can he achieve high performance. 2. Competence is to describe the knowledge, skills, attitude and personal characteristics required for the successful completion of the work in the way of behavior. These behaviors should be instructive, observable, measurable, and extremely important for personal development and business success. Competence is a concept developed from the West. It is called competence in English. It is different from what we usually call "ability". This ability refers to more knowledge and skills, such as "active and enterprising". According to our past understanding, it may not belong to competence, but according to the definition of competence, it is one of the core elements. 3. The relationship between competence and job responsibilities: every position has a job description. Competence is closely related to job responsibilities. Job responsibilities tell us "what to do", while competence tells us "how to do". The different responsibilities determine the different competence, which may be e to the different ability structure or the different degree required by the same ability.

4. Competency is also known as competency. The assessment model changes according to the post. It is generally determined by professional organizations after investigation and interview according to the post requirements. In campus recruitment, professional competency test mainly considers work motivation, adaptability, implementation, thinking style, communication, leadership decision-making and so on. The following is a case:

according to your scores, the assessment report will evaluate whether you are competent for the position, or what type of position you are suitable for, where your advantages are, what aspects need to be improved, and the suitable organizational environment.

5. In order to facilitate the classification management, Zhonghe Zhongxing management consulting company divides the competency into three types

6. Competency and competency
at present, there is a consensus on the connotation of competency: competency refers to the values of employees in the work situation

7.

Post competency is reflected in six aspects:

1, achievement and action family, including four quality elements: achievement motivation, initiative, emphasis on quality, order and accuracy, information collection, collection awareness and ability

Help and service family, including two elements: interpersonal understanding ability, customer service orientation

Impact and influence family, including three factors: influence, relationship building ability, organizational cognitive ability

extended data:

indivial characteristics of post competency: indivial characteristics - what people can (possibly) do, that is, the "ability" in competency. They show that a person's trait attributes are the deep and lasting part of a person's personality, determine the indivial's behavior and way of thinking, and can predict a variety of situations or work behaviors

1. Knowledge (information in a specific field, the ability to discover information, and whether knowledge can guide one's behavior)

2. Skills (the ability to complete specific physiological or psychological tasks)

3. Self concept (indivial's attitude, values or self-image)

Trait (indivial physiological characteristics and consistent response to situation or information)

5, motivation, need (the internal motivation of indivial behavior)

these five aspects of competency constitute a whole competency structure, in which knowledge and skills are visible and relatively superficial people's explicit characteristics, motivation and traits are more hidden and lie in the deeper layer of personality structure, and self-concept lies between them

The superficial knowledge and skills are relatively easy to change and can be developed through training; Self concept, such as attitude, values and self-confidence, can also be changed through training, but this kind of training is more difficult than knowledge and skills training; The core motivation and traits are in the deepest part of personality structure, so it is difficult to train and develop them

8. Employee's post competency rating table and post responsibility are not the same thing. Post responsibility refers to the work you are responsible for, and post ability is the size of your work ability.