Content about Competence

February 28, 2012
Core Competencies: Setting Training Up for Failure?

Letting the Training department assume responsibility for core competencies sets you up for failure. You’re not in a position to implement organizational strategies. What you can do is provide a direct link between the core competencies your organization has chosen and your department’s specific training offerings in terms of employee competence.

By Dan Cooper, CEO, ej4.com

When it comes to training, the “competence” word gets thrown around a lot. The assumption is that everyone knows what it means, but that often isn’t the case. You need to make sure you know which of two definitions you’re talking about, and what the training department is signing up for.

Core Competence

July 25, 2011
Soapbox: A Strategic Approach to Role-Based Talent Management

Talent management can be approached tactically or strategically. The ultimate goal is to create a high-performing organization for today and tomorrow. A tactical approach to talent management focuses on the processes, systems, and components, while a strategic approach to talent management begins with desired business results. The whole must be more and produce more than the sum of the parts.

By Nancy Q. Smith

We are designing a talent management system. Our first priority is to…

How would you complete that statement? The most typical answer is:

“Design quality components of a talent management system and identify a technology provider.”

What we don’t often hear is this:

“Decide what business goals we’re going to support and ensure the talent management system we design results in the achievement of those goals and equips us for near- and longer-term needs.”