Competency Dictionary Spencer.pdf

The successful use of a competency-based human resource management system is highly dependent on the individual user learning a competency model, working with the knowledge that the user has some authority, skills, and resources and still being satisfied. This paper will discuss the user interaction with the model.

Competency Dictionary Spencer.pdf

This study provides insights into the role of soft skills in successful competency-based HRM implementations. Soft skills are sought after by many companies in their HR professional workforce. These skills allow HR professionals to engage effectively in the various HRM functions such as recruiting, orientation and career development. Hard skills such as technical ability, such as programming languages are important in the actual business functions. In the current study, we use the HRM competencies to identify those skills that are soft skills and often viewed as 'interpersonal' skills, as opposed to 'technical' skills.

This document has been designed to assist the reader to construct a competency-based HRM system. The content and the structure follow a 5-stage process. Step 1 allows the user to assess the situation, step 2 is to collect and process the data, step 3 is to screen, select and rank competencies, step 4 is to review the data and develop a framework for the HRM competencies, and step 5 is to develop a competency dictionary.

The final product of this 5 step approach is an HRM competency dictionary. Competing for talent is the first step to becoming world-class. This competency model for the human resource management is one of the tools that can help organizations to compete successfully in the global market place.