These descriptions provide general competencies expected of employees to carry out the mission of the Laboratory. Core competencies include initiative and creativity, judgment, cooperation, quality of work, reliability, commitment to safety, and support of diversity. Job-specific competencies may include technical knowledge, communication, customer service, problem solving, flexibility, and organization. Managerial competencies focus on values and ethics, strategic thinking, engagement, management excellence, and resource management.
What is quality? quality is a The ongoing process of building and sustaining relationships by assessing, anticipating, and fulfilling stated and implied needs.
What is quality? quality is a The ongoing process of building and sustaining relationships by assessing, anticipating, and fulfilling stated and implied needs.
The study of Pepsi Co need for organizational diagnosis and design to reduce marketing to children. Organizational diagnosis and design uses change management, tipping points, marketing, Business Case and Discovery, strategic grouping, transitioning, and talent and leadership.
Organizational Development by Prof. Dr. Aung Tun ThetThu Nandi Nwe
An original material produced by the honorable speaker Prof.Dr.Aung Tun Thet. The entire slides have presented at the Public Seminar on Organizational Development, organized by Myanmar Society of Human Resource Management (MSHRM).
Strategic Planning: Future of an organization-A critical review
Dr. Rangappa. S. Ashi
Associate Professor
Department of Child Health Nursing
SDM Institute of Nursing Sciences,
Shri Dharmasthala manjunatheshwara University, Sattur, Dharwad-580009, Karnataka, India.
Corresponding author E-mail: rangappa.ashi@gmail.com
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
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KSAs – KnowledgeSkillsAbilities[Taken from the Federal Gover.docxsmile790243
KSAs – Knowledge/Skills/Abilities
[Taken from the Federal Government, Office of Personnel Management 2008]
KSA Description
Knowledge – Mastery of facts, range of information in subject matter area.
Skills – Proficiency, expertise, or competence in given area; e.g., science, art, crafts.
Abilities – Demonstrated performance to use knowledge and skills when needed.
KSA Definitions [General Employee Competencies]
Interpersonal Skill
Is aware of, responds to, and considers the needs, feelings, and capabilities of others. Deals with conflicts, confrontations, disagreements in a positive manner, which minimizes personal impact, to include controlling one’s feelings and reactions. Deals effectively with others in both favorable and unfavorable situations regardless of status of position. Accepts interpersonal and cultural diversity.
Team Skill
Establishes effective working relationships among team members. Participates in solving problems and making decisions.
Communications
Presents and expresses ideas and information clearly and concisely in a manner appropriate to the audience, whether oral or written. Actively listens to what others are saying to achieve understanding. Shares information with others and facilitates the open exchange of ideas and information. Is open, honest, and straightforward with others.
Planning and Organizing
Establishes courses of action for self to accomplish specific goals [e.g., establishes action plans]. Identifies need, arranges for, and obtains resources needed to accomplish own goals and objectives. Develops and uses tracking systems for monitoring own work progress. Effectively uses resources such as time and information.
Organizational Knowledge and Competence
Acquires accurate information concerning the agency components, the mission[s] of each relevant organizational unit, and the principal programs in the agency. Interprets and utilizes information about the formal and informal organization, including the organizational structure, functioning, and relationships among units. Correctly identifies and draws upon source[s] of information for support.
Problem Solving and Analytical Ability
Identifies existing and potential problems/issues. Obtains relevant information about the problem/issue, including recognizing whether or not more information is needed. Objectively evaluates relevant information about the problem/issue. Identifies the specific cause of the problem/issue. Develops recommendations, develops and evaluates alternative course of action, selects courses of action, and follows up.
Judgment
Makes well reasoned and timely decisions based on careful, objective review and informed analysis of available considerations and factors. Supports decisions or recommendations with accurate information or reasoning.
Direction and Motivation
Sets a good example of how to do the job; demonstrates personal integrity, responsibility, and accountability. Provides advice and assista ...
The study of Pepsi Co need for organizational diagnosis and design to reduce marketing to children. Organizational diagnosis and design uses change management, tipping points, marketing, Business Case and Discovery, strategic grouping, transitioning, and talent and leadership.
Organizational Development by Prof. Dr. Aung Tun ThetThu Nandi Nwe
An original material produced by the honorable speaker Prof.Dr.Aung Tun Thet. The entire slides have presented at the Public Seminar on Organizational Development, organized by Myanmar Society of Human Resource Management (MSHRM).
Strategic Planning: Future of an organization-A critical review
Dr. Rangappa. S. Ashi
Associate Professor
Department of Child Health Nursing
SDM Institute of Nursing Sciences,
Shri Dharmasthala manjunatheshwara University, Sattur, Dharwad-580009, Karnataka, India.
Corresponding author E-mail: rangappa.ashi@gmail.com
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
KSAs – KnowledgeSkillsAbilities[Taken from the Federal Gover.docxsmile790243
KSAs – Knowledge/Skills/Abilities
[Taken from the Federal Government, Office of Personnel Management 2008]
KSA Description
Knowledge – Mastery of facts, range of information in subject matter area.
Skills – Proficiency, expertise, or competence in given area; e.g., science, art, crafts.
Abilities – Demonstrated performance to use knowledge and skills when needed.
KSA Definitions [General Employee Competencies]
Interpersonal Skill
Is aware of, responds to, and considers the needs, feelings, and capabilities of others. Deals with conflicts, confrontations, disagreements in a positive manner, which minimizes personal impact, to include controlling one’s feelings and reactions. Deals effectively with others in both favorable and unfavorable situations regardless of status of position. Accepts interpersonal and cultural diversity.
Team Skill
Establishes effective working relationships among team members. Participates in solving problems and making decisions.
Communications
Presents and expresses ideas and information clearly and concisely in a manner appropriate to the audience, whether oral or written. Actively listens to what others are saying to achieve understanding. Shares information with others and facilitates the open exchange of ideas and information. Is open, honest, and straightforward with others.
Planning and Organizing
Establishes courses of action for self to accomplish specific goals [e.g., establishes action plans]. Identifies need, arranges for, and obtains resources needed to accomplish own goals and objectives. Develops and uses tracking systems for monitoring own work progress. Effectively uses resources such as time and information.
Organizational Knowledge and Competence
Acquires accurate information concerning the agency components, the mission[s] of each relevant organizational unit, and the principal programs in the agency. Interprets and utilizes information about the formal and informal organization, including the organizational structure, functioning, and relationships among units. Correctly identifies and draws upon source[s] of information for support.
Problem Solving and Analytical Ability
Identifies existing and potential problems/issues. Obtains relevant information about the problem/issue, including recognizing whether or not more information is needed. Objectively evaluates relevant information about the problem/issue. Identifies the specific cause of the problem/issue. Develops recommendations, develops and evaluates alternative course of action, selects courses of action, and follows up.
Judgment
Makes well reasoned and timely decisions based on careful, objective review and informed analysis of available considerations and factors. Supports decisions or recommendations with accurate information or reasoning.
Direction and Motivation
Sets a good example of how to do the job; demonstrates personal integrity, responsibility, and accountability. Provides advice and assista ...
How to develop valid and actionable competency models! TalentFirst 1st
Learn how to create a valid competency model to drive better business results.
In this presentation we discuss:
- how present a competency model business case
- how to engage leaders and organizations
- how to create a valid model that can be integrated in other talent management systems
The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
all basic concept of management. what is organization? what are organizational resources and how to manage them? what is management? how it is related to the other disciplines? who is manager?what are levels of managers? functions of managers? management styles and other concepts,
1. Description of Competencies
These descriptions are general and allow for flexibility in how criteria are applied. Competencies should
be defined in a way that is appropriate for the expectations of the position and the work environment.
Core Competencies
Core competencies identify behaviors and skills all employees are expected to demonstrate to carry out
the mission and goals of the Laboratory.
Initiative and Creativity
Plans work and carries out tasks without detailed instructions; makes constructive suggestions; prepares
for problems or opportunities in advance; undertakes additional responsibilities; responds to situations as
they arise with minimal supervision; creates novel solutions to problems; evaluates new technology as
potential solutions to existing problems.
Judgment
Makes sound decisions; bases decisions on fact rather than emotion; analyzes problems skillfully; uses
logic to reach solutions.
Cooperation/Teamwork
Works harmoniously with others to get a job done; responds positively to instructions and procedures;
able to work well with staff, co-workers, peers and managers; shares critical information with everyone
involved in a project; works effectively on projects that cross functional lines; helps to set a tone of
cooperation within the work group and across groups; coordinates own work with others; seeks
opinions; values working relationships; when appropriate facilitates discussion before decision-making
process is complete.
Quality of Work
Maintains high standards despite pressing deadlines; does work right the first time; corrects own errors;
regularly produces accurate, thorough, professional work.
Reliability
Personally responsible; completes work in a timely, consistent manner; works hours necessary to
complete assigned work; is regularly present and punctual; arrives prepared for work; is committed to
doing the best job possible; keeps commitments.
Commitment to Safety
Understands, encourages and carries out the principles of integrated safety management; complies with
or oversees the compliance with Laboratory safety policies and procedures; completes all required
ES&H training; takes personal responsibility for safety.
Support of Diversity
Treats all people with respect; values diverse perspectives; participates in diversity training
opportunities; provides a supportive work environment for the multicultural workforce; applies the Lab’s
philosophy of equal employment opportunity; shows sensitivity to individual differences; treats others
fairly without regard to race, sex, color, religion, or sexual orientation; recognizes differences as
opportunities to learn and gain by working together; values and encourages unique skills and talents;
seeks and considers diverse perspectives and ideas.
2. Examples of Job-specific Competencies (Optional)
Job-specific competencies are behaviors and skills required of a specific position or work environment.
Job Knowledge/Technical Knowledge
Demonstrates knowledge of techniques, skills, equipment, procedures and materials. Applies knowledge
to identify issues and internal problems; works to develop additional technical knowledge and skills.
Quantity of Work
Produces an appropriate quantity of work; does not get bogged down in unnecessary detail; able to
manage multiple projects; able to determine project urgency in a meaningful and practical way;
organizes and schedules people and tasks.
Communication
Writes and speaks effectively, using conventions proper to the situation; states own opinions clearly and
concisely; demonstrates openness and honesty; listens well during meetings and feedback sessions;
explains reasoning behind own opinions; asks others for their opinions and feedback; asks questions to
ensure understanding; exercises a professional approach with others using all appropriate tools of
communication; uses consideration and tact when offering opinions.
Customer Service
Listens and responds effectively to customer questions; resolves customer problems to the customer’s
satisfaction; respects all internal and external customers; uses a team approach when dealing with
customers; follows up to evaluate customer satisfaction; measures customer satisfaction effectively;
commits to exceeding customer expectations.
Problem Solving
Anticipates problems; sees how a problem and its solution will affect other units; gathers information
before making decisions; weighs alternatives against objectives and arrives at reasonable decisions;
adapts well to changing priorities, deadlines and directions; works to eliminate all processes which do
not add value; is willing to take action, even under pressure, criticism or tight deadlines; takes informed
risks; recognizes and accurately evaluates the signs of a problem; analyzes current procedures for
possible improvements; notifies supervisor of problems in a timely manner.
Attention to Detail
Is alert in a high-risk environment; follows detailed procedures and ensures accuracy in documentation
and data; carefully monitors gauges, instruments or processes; concentrates on routine work details;
organizes and maintains a system of records.
Flexibility
Remains open-minded and changes opinions on the basis of new information; performs a wide variety of
tasks and changes focus quickly as demands change; manages transitions from task to task effectively;
adapts to varying customer needs.
Organization
Able to manage multiple projects; able to determine project urgency in a practical way; uses goals to
guide actions; creates detailed action plans; organizes and schedules people and tasks effectively.
Staff development
Works to improve the performance of oneself and others by pursuing opportunities for continuous
learning/feedback; constructively helps and coaches others in their professional development; exhibits a
“can-do” approach and inspires associates to excel; develops a team spirit.
Quality Control
Establishes high standards and measures; is able to maintain high standards despite pressing deadlines;
does work right the first time and inspects work for flaws; tests new methods thoroughly; considers
excellence a fundamental priority.
Responsiveness to requests for service
Responds to requests for service in a timely and thorough manner; does what is necessary to ensure
customer satisfaction; prioritizes customer needs; follows up to evaluate customer satisfaction.
Innovation
Able to challenge conventional practices; adapts established methods for new uses; pursues ongoing
system improvement; creates novel solutions to problems; evaluates new technology as potential
solutions to existing problems.
3. Managerial/Supervisory Competencies (For employees who supervise others)
Demonstrated respect of people and laboratory principles. Incumbent maintains a respectful, diverse and
Values and Ethics: inclusive work environment where decisions and transactions are transparent and objective. They hold
Integrity and Respect themselves, their employees, and their organizations accountable for their actions.
Incumbent offers advice and creates plans based on analysis of issues and trends, and how these link to
the responsibilities, capabilities, and potential of their organization. Scan an ever-changing, complex
Strategic environment in anticipation of emerging crises and opportunities. Develop well-informed advice and
Thinking: Analysis strategies that are sensitive to the various needs of multiple stakeholders and partners, reflect the strategic
and Ideas direction of the department and position the organization for success.
Engage people, organizations, and partners in developing goals, executing plans, and delivering results.
Mobilize teams, building momentum to get things done by communicating clearly and consistently,
investing time and energy to engage the whole organization. Use negotiation skills and adaptability to
Engagement: People, encourage recognition of joint concerns, collaboration, and to influence the success of outcomes. Follow
Organizations, Partners and lead across boundaries to engage broad-based stakeholders, partners, and customers in a shared
agenda and strategy.
Deliver results by maximizing organizational effectiveness and sustainability. Ensure that people have the
Management support and tools they need and that the workforce as a whole has the capacity and diversity to meet
Excellence: Action current and longer-term organizational objectives. Align people, work, and systems with the business
Management, People strategy to harmonize how they work and what they do. Conscientiously assign performance goals, offer
Management, Financial year-round performance feedback, and conduct timely performance discussions and reviews.
Management
Accesses and reviews standard budget reports as appropriate for the organization; creates yearly spending
Resource plan for all budget accounts; keeps appropriate records of organizational spending and tracks it against
Management: Budget spending plan; reallocates resources as organizational change occurs. Regularly analyzes budget data to
Management and identify trends and improve the cost effectiveness of unit processes and practices; gathers and organizes
Management of other credible data to make a business case for changes and additional resources.
Resources