If you’re exploring competency-based talent management for your organization, you’ll notice that competencies are divided into two main types: “general” and “technical.”
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If you’re exploring competency-based talent management for your organization, you’ll notice that competencies are divided into two main types: “general” and “technical.”
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A leader’s transformational competencies—their ability to energize and inspire those around them—are an integral part of their value to the organization.
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When the Ontario Public Service Employees Union was tasked with formalizing its talent-management processes, competencies gave them the solid foundation they needed.
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The answer to that question is different today than it was a hundred years ago—or even twenty. The world changes, and the qualities of those who lead it successfully must change, too.
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While any organization can benefit from competencies, some business challenges are particularly well suited to a competency-based approach.
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It’s important to do your research if you’re planning to adopt a competency-based approach.
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