 |
||||||||||||||||||||||||||||||||
|
|
 |
|
|
|
WHO DEFINES THE Job’s needed COMPETENCIES? The answer is simple: the company, with the active participation of its maximum line of conduction. This is not a minor topic and it is like that in all the cases we know; it is mandatory that this commitment and participation and the definition of competencies can not be left in lower level hands, even when they may be experts, inside the organization. If you look for the services of an external advisory, this will have to work, with no exception, with the number one of the company in order to define competencies. The so called competencies dictionaries are so wide as imagination of the different specialist allows it, therefore, as this is not an advisory company, the competencies of keys for success will have to be defined in there. The so defined competencies are applied to the different human resources’ functions. Now we will only pay attention to the competencies in the recruitment and selection processes. And, at the same time, we will pay special attention to the competencies during the interviews. Why do we say interviews in plural? Because the interview by competencies technique can be applied on the first steps of the selection, meaning, in the first or second interview, made in an advisory or in the Human Resources area, or it can be applied by the line that needs to fill the position of by the own future boss of the evaluated person. In any of these situations, the interview technique is the same one: the only required thing is the training. In the following graphic, we try to show the interrelation of management by competencies with the whole Human Resources area. |
|
|
 |
|
|
|
|
|
|
|