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describe the competency model of netflix or shopee

describe the competency model of netflix or shopee

Understanding Business
Understanding Business
12th Edition
ISBN:9781259929434
Author:William Nickels
Publisher:William Nickels
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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describe the competency model of netflix or shopee
Benefits of a Competency-Based System for Employers 1. Ensures that organization-funded training and professional development activities are cost-effective, goal-oriented and productive 2. Enables employees to achieve a high level of competence in an efficient manner Records the employee's acquisition of the skills, knowledge, safety and other procedures relating to each task Reduces cost overruns caused by poor performance or miscommunication of job expectations Improves communication between employee and management Increases internal employee mobility, providing the organization with greater ability scale and flex as needed 3. 4. 5. 6. 7. Establishes a framework for constructive feedback by management at scheduled training and performance appraisal intervals Clarifies job standards for performance appraisals Outlines employee development and promotional paths within the organization 8. 9. Hitt Benefits of a Competency-Based System for Employees Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively. 1. Gives employees insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organization Provides clear direction for learning new job skills Offers a reference resource for day-to-day requirements 6. Increases the potential for job satisfaction 7. 2. 3. 4. 5. Provides a mechanism for the recognition of employees' abilities 8. Ensures that individual professional development and training milestones are recorded and acknowledged by the organization FOUR (4) MAJOR TYPES OF COMPETENCY MODELS JOB COMPETENCY MODELS. Describe the behaviors, knowledge, and skills required for exceptional performance for any particular job. FUNCTIONAL COMPETENCY MODELS. Define the most important standards of performance for individuals within any function, (example: Sales, Marketing, Research and Development, Operations, etc. 1. 2. owledge, and skills required for important standards of kales, Marketing. Research and 3. CORE COMPETENCY MODELS. Core competencies include the baseline skills required by the organization for all employees; these are the basic things that employees must fulfill. This will vary from company to company, as it depends on the values, philosophy and goals of each organization, but can include basic requirements like communication skills or teamwork. Most jobs require a basic element of being able to work with other people to some degree. 4. LEADERSHIP COMPENCY MODELS. e organization for all II. This will vary from nd goals of each organization, teamwork. Most jobs require a egree. d management related roles loyee to lead others. They bes. Leadership competencies are often used for supervisory and management related roles, although can be applied to any job position that requires an employee to lead others. They include leadership skills and behaviors like decision-making abilities. Hit ASSESSMENT Describe the competency model of: a. Netflix b. Shoppee c. Lazada Provide the following: 1. Executive Summary (100 words) 2. Introduction (100 words) 3. Body/ Content (300 words) 4. Conclusion (100 words) 5. Recommendation (200 words) 6. References
Transcribed Image Text:Benefits of a Competency-Based System for Employers 1. Ensures that organization-funded training and professional development activities are cost-effective, goal-oriented and productive 2. Enables employees to achieve a high level of competence in an efficient manner Records the employee's acquisition of the skills, knowledge, safety and other procedures relating to each task Reduces cost overruns caused by poor performance or miscommunication of job expectations Improves communication between employee and management Increases internal employee mobility, providing the organization with greater ability scale and flex as needed 3. 4. 5. 6. 7. Establishes a framework for constructive feedback by management at scheduled training and performance appraisal intervals Clarifies job standards for performance appraisals Outlines employee development and promotional paths within the organization 8. 9. Hitt Benefits of a Competency-Based System for Employees Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively. 1. Gives employees insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organization Provides clear direction for learning new job skills Offers a reference resource for day-to-day requirements 6. Increases the potential for job satisfaction 7. 2. 3. 4. 5. Provides a mechanism for the recognition of employees' abilities 8. Ensures that individual professional development and training milestones are recorded and acknowledged by the organization FOUR (4) MAJOR TYPES OF COMPETENCY MODELS JOB COMPETENCY MODELS. Describe the behaviors, knowledge, and skills required for exceptional performance for any particular job. FUNCTIONAL COMPETENCY MODELS. Define the most important standards of performance for individuals within any function, (example: Sales, Marketing, Research and Development, Operations, etc. 1. 2. owledge, and skills required for important standards of kales, Marketing. Research and 3. CORE COMPETENCY MODELS. Core competencies include the baseline skills required by the organization for all employees; these are the basic things that employees must fulfill. This will vary from company to company, as it depends on the values, philosophy and goals of each organization, but can include basic requirements like communication skills or teamwork. Most jobs require a basic element of being able to work with other people to some degree. 4. LEADERSHIP COMPENCY MODELS. e organization for all II. This will vary from nd goals of each organization, teamwork. Most jobs require a egree. d management related roles loyee to lead others. They bes. Leadership competencies are often used for supervisory and management related roles, although can be applied to any job position that requires an employee to lead others. They include leadership skills and behaviors like decision-making abilities. Hit ASSESSMENT Describe the competency model of: a. Netflix b. Shoppee c. Lazada Provide the following: 1. Executive Summary (100 words) 2. Introduction (100 words) 3. Body/ Content (300 words) 4. Conclusion (100 words) 5. Recommendation (200 words) 6. References
Competency is the capability to apply or use the set of related knowledge, skills, and abilities required to successfully perform 'critical work functions' or tasks in a defined work setting. Competencies often serve as the basis for skill standards that specify the level of knowledge, skills, and abilities required for success in the workplace as well as potential measurement criteria for assessing competency attainment. Competence is a measure of both proven skills and proven knowledge. COMPETENCY MODEL A competency model is a framework for defining the skill and knowledge requirements of a job. It is a colection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. They represent a key component of recruitment and hiring, as well as talent and performance management activities of HR departments. Competency assessments often help form the basis for training programs and learning content, both formal and informal. HittM Here are some of the ways that implementing the competency model benefits organizations: 1.) Sets a concrete direction for workforce performance that aligns with organizational goals and strategies. 2.) Enables HR to have a concrete understanding of all employee abilities and skills. 3.) Enables HR and Training to more accurately identify learning & development (L&D) needs. 4.) Allows employees to take ownership of the skills and behaviors required of them in their roles. Hitm Teamwork Personal Eftectiveness ASSESSING Leadership Technical Knowledge A competency model is a guideline developed by a Human Resource department that sets out the specific skills, knowledge and behavioral requirements that enable an employee to perform their job successfully. Competency models define what performance success should look like within the organization for each individual job. The model is applied to recruitment practices, talent management, training and performance assessment. stional MOH- COACHING DEVELOPING mun insay cation Conceptual Critical
Transcribed Image Text:Competency is the capability to apply or use the set of related knowledge, skills, and abilities required to successfully perform 'critical work functions' or tasks in a defined work setting. Competencies often serve as the basis for skill standards that specify the level of knowledge, skills, and abilities required for success in the workplace as well as potential measurement criteria for assessing competency attainment. Competence is a measure of both proven skills and proven knowledge. COMPETENCY MODEL A competency model is a framework for defining the skill and knowledge requirements of a job. It is a colection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. They represent a key component of recruitment and hiring, as well as talent and performance management activities of HR departments. Competency assessments often help form the basis for training programs and learning content, both formal and informal. HittM Here are some of the ways that implementing the competency model benefits organizations: 1.) Sets a concrete direction for workforce performance that aligns with organizational goals and strategies. 2.) Enables HR to have a concrete understanding of all employee abilities and skills. 3.) Enables HR and Training to more accurately identify learning & development (L&D) needs. 4.) Allows employees to take ownership of the skills and behaviors required of them in their roles. Hitm Teamwork Personal Eftectiveness ASSESSING Leadership Technical Knowledge A competency model is a guideline developed by a Human Resource department that sets out the specific skills, knowledge and behavioral requirements that enable an employee to perform their job successfully. Competency models define what performance success should look like within the organization for each individual job. The model is applied to recruitment practices, talent management, training and performance assessment. stional MOH- COACHING DEVELOPING mun insay cation Conceptual Critical
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