HRM의 基盤으로서 力量모델

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