Competencies at work : providing a common language for talent management /
Equips readers to understand, build, and implement competency models as a foundational and integrating element in talent management systems. Readers will understand how competency models have evolved to be the current best practice in defining criteria for all talent management applications such as...
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| Main Authors: | , |
|---|---|
| Format: | Electronic eBook |
| Language: | English |
| Published: |
New York, New York (222 East 46th Street, New York, NY 10017) :
Business Expert Press,
2015.
|
| Edition: | First edition. |
| Series: | Human resource management and organizational behavior collection.
|
| Subjects: | |
| Online Access: | An electronic book accessible through the World Wide Web; click to view |
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| LEADER | 00000nam a2200000 i 4500 | ||
|---|---|---|---|
| 001 | ebr11041383 | ||
| 003 | CaPaEBR | ||
| 005 | 20180830115404.0 | ||
| 006 | m eo d | ||
| 007 | cr cn |||m|||a | ||
| 008 | 150409s2015 nyu foab 001 0 eng d | ||
| 020 | |a 9781606499696 |q e-book | ||
| 020 | |z 9781606499689 |q paperback | ||
| 035 | |a (OCoLC)906972765 | ||
| 035 | |a (CaBNVSL)swl00404799 | ||
| 040 | |a CaBNVSL |b eng |e rda |c CaBNVSL |d CaBNVSL | ||
| 050 | 4 | |a HF5549.5.R3 |b G753 2015 | |
| 082 | 0 | 4 | |a 658.3125 |2 23 |
| 100 | 1 | |a Griffiths, Bruce., |e author. | |
| 245 | 1 | 0 | |a Competencies at work : |b providing a common language for talent management / |c Bruce Griffiths and Enrique Washington. |
| 250 | |a First edition. | ||
| 264 | 1 | |a New York, New York (222 East 46th Street, New York, NY 10017) : |b Business Expert Press, |c 2015. | |
| 300 | |a 1 online resource (xvii, 92 pages) | ||
| 336 | |a text |2 rdacontent | ||
| 337 | |a computer |2 rdamedia | ||
| 338 | |a online resource |2 rdacarrier | ||
| 490 | 1 | |a Human resource management and organizational behavior collection, |x 1946-5645 | |
| 504 | |a Includes bibliographical references (pages 83-88) and index. | ||
| 505 | 0 | |a 1. The underlying principles of competency modeling -- 2. A single competency examined -- 3. Competencies in the context of organizational systems -- 4. Universal competencies: the big six (plus one) -- 5. Case studies and examples -- Notes -- References -- Index. | |
| 506 | 1 | |a Access restricted to authorized users and institutions. | |
| 520 | 3 | |a Equips readers to understand, build, and implement competency models as a foundational and integrating element in talent management systems. Readers will understand how competency models have evolved to be the current best practice in defining criteria for all talent management applications such as selection interviews, promotion panels, assessment centers, job descriptions, and learning objectives. Specific guidance is provided in the steps needed to establish a sustainable model, with research results on universal competencies contained in most contemporary models. Also discussed are the challenges and issues in building and implementing models, such as the need for proof of efficiency and effectiveness, that is, reliable measures of competence and proof of validity. Competency models will be placed in the greater context of the complete talent management system needed to effectively recruit, select, orient, train, appraise, reward, motivate, and promote high-performing employees. The most popular competency applications of interviewing, assessment centers, survey-guided development, job modeling, and training criteria are specifically explored and explained. Finally recent case studies bring competencies to life in real organizational settings. Questions for reflection will help readers review and summarize important content in each chapter. | |
| 530 | |a Also available in print. | ||
| 538 | |a Mode of access: World Wide Web. | ||
| 538 | |a System requirements: Adobe Acrobat reader. | ||
| 588 | |a Title from PDF title page (viewed on April 9, 2015). | ||
| 650 | 0 | |a Employees |x Rating of. | |
| 650 | 0 | |a Personnel management. | |
| 650 | 0 | |a Competency-based education. | |
| 653 | |a assessment | ||
| 653 | |a behaviors | ||
| 653 | |a business | ||
| 653 | |a communications | ||
| 653 | |a competency | ||
| 653 | |a development | ||
| 653 | |a feedback | ||
| 653 | |a individual | ||
| 653 | |a leaders | ||
| 653 | |a leadership | ||
| 653 | |a learning | ||
| 653 | |a management | ||
| 653 | |a model | ||
| 653 | |a motivation | ||
| 653 | |a organization | ||
| 653 | |a organizational | ||
| 653 | |a performance | ||
| 653 | |a personal | ||
| 653 | |a process | ||
| 653 | |a role | ||
| 653 | |a skills | ||
| 653 | |a success | ||
| 653 | |a talent | ||
| 700 | 1 | |a Washington, Enrique., |e author. | |
| 776 | 0 | 8 | |i Print version: |z 9781606499689 |
| 830 | 0 | |a Human resource management and organizational behavior collection. |x 1946-5645 | |
| 856 | 4 | 0 | |u http://site.ebrary.com/lib/daystar/Doc?id=11041383 |z An electronic book accessible through the World Wide Web; click to view |
| 999 | |c 198181 |d 198181 | ||
Competing through competences