Bachelor's Degree.Public Accounting / MSc.Science of Higher Education.
Author: @dgalan,through Power Point 2010 tool, and using public domain image Pixabay
Nowadays, companies are facing increasing competition and customer demands, which makes it necessary for organizations to be more effective, efficient and profitable, acquiring the challenge of maintaining a constant relationship between the dimensions of the organization, its strategies, culture and organizational development processes.
This is why a series of management models and strategies are being developed that allow them to compete. This is undoubtedly helping both public and private companies to take a more integrated and coordinated approach when designing improvements in their human resources or talent management systems. For this reason, the need to adopt new models of labor competence is evident, since it brings with it the integration of their competitive strategies in an effective way that allows their organizational development and their stability in the market.
In the midst of an increasing global economy, the need to make the best use of resources such as human talent, the development of technology, new tools and a good methodology used for business, among others, makes it necessary to mark a clear line of separation between a before and an after in the management of companies.
In a broad sense, competency models are helping organizations to take a more integrated and coordinated approach when designing improvements in human resource management systems, constituting the set of skills that enable the development and adaptation of the person to the job.
According to Gradas, Beutelpacher, and Castro. (2000) state that managerial competence is a way of describing: a) what a person is capable of doing. b) the way in which it can be judged whether what was done is well done. c) under what conditions the person has to demonstrate his/her aptitude. d) the types of evidence necessary to be sure that what was done was done consciously, based on effective knowledge, and not as a product of chance.
We can say then that managerial competence depends on the capabilities that a person has to perform a job well done, and under what parameters he/she performed it. It should also be noted that nowadays all companies try to strive to be a highly competitive institution in the market, which generates the existence of internal strategies to be efficient in their organizational development.
That is to say, organizations that wish to be a good competition must invest in the training and formation of their human talent to face the challenges that arise in the market, in order to increase income, since human talent is the fundamental element or pillar for organizational development and growth.
I hope you like my article and I would appreciate all your comments.
bibliographic reference:
1.- Gradas J; Beutelpacher O and Castro M. (2000) Qualification of merits: evaluation of labor competencies. Mexico: trillas
2.- Valhindo, Domingo (2005) gestión de conocimiento del mito a la realidad Microsoft ibérica.
