Assessment and Development Essay

1. What is a competency? What are its characteristics? How is it different from Job Description? Competency Competencies refer to skills or acquaintance that leads to superior implementation. These are formed by means of an singular/organizations knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and useable levels.Competencies are individual abilities or characteristics that are key to utileness in work. Some examples of competencies required by the employees are 1. Adaptability 2. Commitment 3. Creativity 4. Motivation 5. hyperopia 6. Leadership 7. Independence 8. Emotional Stability 9. Analytical Reasoning and 10. Communication Skills Characteristics of Competencies ? ? ? ? ? ? Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective perfor mance at bottom an organizational area.The best way to understand performance is to observe what people actually do to be successful rather than relying on assumptions pertaining to trait and intelligence. The best way to measure and predict performance is to assess whether people convey key competencies. Competencies can be learnt and developed. They should be made evident/accessible. They should be linked to meaningful life outcomes that describe how people should perform in the real world 3P a ge uncouth difference Competencies & Job Description.Competencies Underlying characteristic of a persons inputs. Clusters of knowledge, attitudes and skills. Generic knowledge motive, trait, social role or a skill. Personal characteristics. strike out of skills, related knowledge and attributes. On the early(a) hand, Job Description Superior performance in a disposed(p) livestock of work, role or a situation. mortals ability to perform. Linked to superior performance on the job. Contribute to effective managerial performance. Successfully perform a task or an bodily function within a specific function or job.4P a ge 2. What are the different types of competencies? What is their relevance? 1. Behavioral Competency Behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success in the organization ? ? ? Can apply to all (or most) jobs in an organization or be specific to a job family, career level or position For example- teamwork and cooperation, communication Focus on the person 2. Technical or functional Competency Specific knowledge and skills needed to be able to perform ones job effectively ? ? ?Job specific and relate to success in a touchn job or job family For example- knowledge of accounting principles, knowledge of human resource law and practice Focus on the job A trainer requires a different set of competencies than an accountant, and a teller requires a different set than a maintenance worker. If there are different levels within the same position, then each job level might also discombobulate its own set of vertically derived competencies 3. Core Competency ? ? A total competency is defined as an internal capability that is critical to the success of business.These are organizational competencies that all individuals are expected to possess. These competencies define what the organization set the most in people. For example- an organization might want each individual to possess teamwork, flexibility and communication skills. 5P a ge 4. Threshold competency ? ? The characteristics required by a jobholder to perform a job effectively are called threshold competencies. For the position of a typist it is necessary to birth primary knowledge about typing, which is a threshold competency.5. Differentiating competency ? ? The characteristics, which differentiate superior performers from average performers, come under this category such characteristics are non found in aver age performers. Knowledge of formatting is a competency that makes a typist to superior to others in performance, which is a differentiating competency. 6P a ge 3. What is the difference between opinion Centre and development Centre? Differences between Assessment and Development centers Assessment centers usually ? ? ? ? ? ? ? ? ? ? ? ? ?Have a pass/ discover criteria are geared towards filing a job vacancy address an immediate organizational need have fewer assessors and more participants involve line managers as assessors have less emphasis placed on self-assessment focus on what the chance can do now are geared to fiddle the needfully of the organization assign the role of judge to assessors place emphasis on selection with little or no developmental feedback and follow up give feedback at a later date involve the organization having control over the information obtained have very little pre-centre briefing tend to be used with external candidates.Development centers usual ly ? ? ? ? ? ? ? ? ? ? do not have a pass/fail criteria are geared towards developing the individual address a longer term need have a 11 ratio of assessor to participant do not have line managers as assessors have a greater emphasis placed on self-assessment focus on potential are geared to meet needs of the individual as well as the organization assign the role of facilitator to assessors place emphasis on developmental feedback and follow up with little or no selection function 7P a ge ? ? ? ?give feedback immediately involve the individual having control over the information obtained have a substantial pre-centre briefing tend to be used with internal candidates 8P a ge 4. What are the advantages and disadvantages of Assessment Centre and Development Centre? Assessment Centers Assessment centers consist of a number of exercises designed to assess the full range of skills and personal attributes required for the job. Advantages ? Assessment centers map the following(a) level cha llenges and simulate them in exercises. This raises the validity of the assessment tool.The old way of evaluating the person based on past performance does not work many times, as the challenges of the next level are different from the challenges in the existing position. Assessment centers not only help the organization in placing the right candidate for the right job/assignment but also help in developing the participants. When participants see others handling the same exercise differently, it gives them an cleverness into their own performance thereby raises the credibility of the selection procedure. It appeals to the lay persons logic and therefore is regarded as a fair means of assessment by the participants.Assessment Centers can be customized for different kinds of jobs, competencies and organizational requirements. They are far more accurate than a standard recruitment process as they allow a broader range of selection methods to be used during the process. They enable int erviewers to assess existing performance as well as predict future job performance. They give the opportunity to assess and differentiate between candidates who seem very similar in terms of quality on paper. They give the candidates a better insight into the role as they are tested on exercises, which are typical for the role they have applied for.They help employers build an employer brand. Candidates who attend assessment centers which truly reflect the job and the organization are often impressed by that company, even if they are rejected. The greet of an assessment centre is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors. 9P a ge ? ? ? ? ? ? ? ? ? ? They are a fair process they complement an organizations diversity agenda and ensure that people are selected on the basis of merit alone. Disadvantages ? ? ? ? ? Assessment Centers are very costly and time consuming.Assessment Centers requires exceedingly skilled observers as the observers may bring in their own perceptions and biases while evaluating. Those who receive poor assessment might become de-motivated and might lose sanction in their abilities. New recruits with high expectations can feel disappointed if the assessment centre has encouraged them to believe the job or organization fits their values if, in fact, it does not. If you havent defined the key competencies prior to the event and a way to measure these competencies you will only be able to compare candidates on anecdotal details.