Building Organizational Competency : An Organization

“Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush.

Principal Mark Burge is the leader of Blanding Elementary in San Juan School District. Mr. Burge has been in this leadership role the past 4 years. Blanding Elementary School (BES) has an enrollment of 575 students Pre K thru fifth grade. The student population is 44% Native American, 55% Caucasian, with 65% of the students are free and reduced lunch.

Documented in an employee survey (2012) conducted by the National Association of Colleges and Employees (NACE) the belief by many of the employers surveyed set a number of employee competencies they felt were essential. The findings resulted in a list of capabilities they felt were needed in order to proficiently desired by organizations. Effective verbal articulation within and outside of the organization’s structure, a team player that will a readily work with others, an administrator and convergent thinker, obtain and process data, while planning, organizing, and prioritizing work.

This unit is about understanding the strategic skills required to enable an organisation to achieve its ambitions. It requires you to demonstrate that you are able to identify and manage organisational skills requirements and personal leadership development and evaluate the effectiveness of the results. The unit is also about understanding how to create a staff welfare environment aligned to organisational values.

The leadership competency for development I chose to work on is Knowledge of the Healthcare Environment. I chose this competency because I have very little knowledge of the healthcare environment and feel it would greatly benefit me to broaden my knowledge in this area since I would like to work with the older population as a care manager/geriatric care manager type role in the near future.

Instead, if we shifted the level importance from organizational strategic goals to the effective implementation and recognition of organizational competencies, then it is more likely that the organization as a whole will be better aligned across all parts (departments) and each part will more likely identify the appropriate strategic goals. In a report by Cullen Coates and Associates in 2008, Managing Organizational Competencies, they define this as ‘the process of determining how each part of the organization can contribute to each competency will cause all parts of

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

Core competencies are the capabilities that are critical to a business achieving competitive advantage. The starting point for analysing core competencies is recognising that competition between businesses is as much a race for competence mastery as it is for market position and market power. (Prahalad and Hamel)

“FPS is the model law enforcement and critical infrastructure protection organization for the Nation’s homeland security enterprise, protecting people and Federal facilities, sharing intelligence and threat information, ensuring that Federal facility security investments are based upon risk, and measuring and reporting on outcomes”, (U.S. Department of Homeland Security, 2015, p.12)

Based on this week’s reading, core capabilities or competencies are defined as the main strength of organization based on their specific knowledge sets, skills, and technical capacities that render organizations competitive advantage in the industry (Bateman and Snell, 2014). When organizations are rooted in well-established core competencies, it would be difficult for competitors to imitate their competitive advantage.

Every person gravitate its strengths to step up in life like the best cook in a family makes meals. The mechanically inclined person in a family fixes the broken parts at home and a plant lover takes care of the garden. Similarly, the businesses use their strengths to position themselves in the market. However they follow a formal path for developing core competencies. Successful businesses follow an exact approach to identify and define their core competencies and then jointly follow them. For example, Auto manufacturers restrict themselves only to the tasks that they do best like assembling or designing automobiles, leaving additional tasks for others. This keeps their mission clear and defined.

Although core competencies are developed over time, they are never too late to try and find what works best for the success of a company. According to investopedia 2015, Knowledge and skills are what betters core competencies, and they are both also allows for companies to develop and continue to strive. The same set of core competencies should be possessed and demonstrated by all members of an organization regardless of their job or title.

Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organisations to form a model of the kinds of employee it wishes to attract through recruitment.

In order for learning and development to take place it must be able to show that it can meet the organisations goals.

Therefore, this study attempt to provide some viewpoints, and empirical results to understand this relationship. Following are the main objectives of this study: 3. Investigating the main categories of core competencies within the researched companies. 4. Investigating the role of core competencies in achieving competitive advantage fore the researched companies.