Competencies and Why They are Important for the Future

1. Competencies and
Why They are
Important for the
Future
Michael Intravartolo

2. Overview
• Many work functions have been undergoing unprecedented
changes in the last few years; new visions are being
formulated, innovative strategies implemented, advanced
information systems installed, structures redesigned, and
processes reengineered.
• All these changes, however, call for revamped roles and new
competencies among professionals. Without aligning the skills
of professionals with the changing visions, strategies,
structures, systems, and processes, it is inevitable that the
transformation of functions will be crippled.

3. What are Competencies?
A combination of skills, attributes and behaviors that are
directly related to successful performance on the job.
• Core competencies are the skills, attributes
and behaviors which are considered
important for all staff of the Organization,
regardless of their function or level.
• Managerial competencies are the skills,
attributes and behaviors which are
considered essential for staff with managerial
or supervisory responsibilities.
• Core and managerial competencies are not
specific to any occupation.

4. • A majority of HR leaders identified the
following three competencies as critical: (1)
solid knowledge of business or business
acumen; (2) a capacity to facilitate and
implement change; and (3) influencing
skills.
– Mentioned by 90% of HR Leaders
• Only 40% of HR leaders selected
leadership, organizational effectiveness,
consultation skills, and strategic thinking as
essential competencies.
• Only 30% considered technical expertise
as a critical competency.
Interesting Facts

5. Why Are They Important?Because they:
• Are forward Looking
• Describe the skills, attributes staff and
managers will need to build a new
organizational culture and meet future
challenges.
• Help clarify expectations, define future
development needs and do more focused
recruitment and development planning.
• Provides a sound basis for consistent and
objective performance standards by
creating a shared language about what is
needed and expected in an organization

6. How Will Future Competencies Be Used?
• Staff Development
• Career Planning
• Performance Management
• Recruitment
• Etc.

7. Types of Core Competencies
• Communication
• Team Work
• Planning and Organizing
• Accountability
• Creativity
• Client Orientation
• Commitment to Continuous
Learning
• Technological Awareness
•Leadership
•Vision
•Empowering Others
•Building Trust
•Managing
Performance
•Judgment / Decision
Making

8. “It is important to define organizational core competencies – the combination of
skills, attributes and behaviors which are essential for all staff – as well as the
additional managerial competencies required by those who manage others.
That being said, it is my hope that competencies will provide us with shared
language for talking, in concrete terms, about high performance and
managerial excellence. I believe that a shared view of the standards we are
striving to achieve will assist us in our continuing efforts to prepare
organizations to meet the challenges of the 21st
century.”
-Anonymous Quote

9. Questions and/or Comments

10. Questions and/or Comments