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HRM의 基盤으로서 力量모델

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Authors
白三均
Issue Date
1999
Publisher
서울대학교 노사관계연구소
Citation
Journal of industrial relations, Vol.10, pp. 287-310
Abstract
Competencies are a way to identify what really makes a difference in job performance. They are the characteristics that drive performance. People can do their jobs more effectively when they cleary identify what's expected of them in terms of behavior on the job. In general competencies are defined as a set of related knowledge, attitudes, and skills that affects a major part of one's job. Some authorities differentiate between competencies and skills. as skills tend to be situational and specific. whereas competencies are generic. But organic competency model is more useful than the generic competency model. Because generic competencies can probably only account for a third of a varience in managerial performance, the other ingredients being organization-specific competencies and day to day situational factors. Therefore we should be devoting our time to building organic competencies that are specific to the context and language of the organization. Competencies determine the basis for decisions about hiring, training, promotions, and other human resources issues. So identification of firm-specific competencies is very important in HRM
Language
Korean
URI
http://hdl.handle.net/10371/30101
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College of Business Administration/Business School (경영대학/대학원)Institute of Industrial Relations (노사관계연구소)Seoul Journal of Industrial Relations (노사관계연구)Journal of industrial relations vol.10 (1999) (노사관계연구)
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