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Flashcards in 8 - developing competencies Deck (12)
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1
Q

What are the effects if incompetency?

A

Shift from incompetency to failure.
Inability to meet quality standards and delivery deadlines.
Inability to implement new technologies, improve a process or modify management practice.
Inability to continue working with certain suppliers.
Tensions and conflicts between team members (ex : some are busier than others).
Obligation to move en employee to a different position or give the job to someone else.
Reduction of the manager’s flexibility (cannot use all employee).

2
Q

describe the learning pyramid

A
traditional passive:
-lecture (5%)
-reading (10%)
-audio-visual (20%)
-demonstration (30%)
active
-discussion groups (50%)
-practice by doing (75%)
-teach others/immediate use (90%)
3
Q

Why is developing competencies important?

A
New technologies
Performance problems
New products/services
Mergers/acquisitions/downsizing
Competition
Legal or professional obligations
4
Q

Who are the key actors in competency development?

A
Employee (what they want)
Superiors (what they need)
Human Resources Department
Upper management
Government (ex : laws to ensure training)
Training firms
Educational organizations (ex : HEC)
Professional associations (ex : Barreau)
5
Q

What are the 4 goals of competency development activities?

A
  1. Ensure integration of new employees.
  2. Consolidate your present operational position.
  3. Support (current and future) organizational change.
  4. Support career path of employees.
6
Q

what is competency composed of?

A

a competency profile is a mix of KSAO that is useful in the workplace

  • knowledge
  • skills
  • attitudes
7
Q

what us the definition of a competent employee?

A
  • Masters the knowledge, skills and attitudes necessary to perform thei jobs in an effective manner.
  • Have the ability to solve problems.
  • Have the ability to adapt to change.
8
Q

how can competency be confirmed?

A

A competency can be confirmed through concrete action that has short- and long-term outcomes. A person with an unpredictable performance level is not competent.

9
Q

what is the life cycle of a competency?

A
  • Acquisition:
    Employees obtain new knowledge, develop new skills or adopt new attitudes towards their jobs.
  • Optimization:
    Employees are fully operational and apply competencies on a daily basis (the employers recover their investment).
  • Obsolescence:
    A competency loses its relevance more or less rapidly. It needs to be updates or simply replaced.
10
Q

Definition : Crocodile syndrome

A

What you need VS what you have: the bigger the gap, the bigger the problem.

11
Q

The promotion of workforce skills development and recognition is a law applied to whom and administered by who?

A

it is applies to all categories of employees

it is administered by Emploi-Québec

12
Q

Employers whose total payroll is $2 million or more must do what? (3)

A
  • Invest 1% of the total payroll in competency and skills development activities for their personnel each calendar year
  • Declare the amount invested in these activities to Revenu Québec
  • Pay the difference to the government labour force training fund if the amount invested is less than 1% of the total payroll (if the amount invested is higher