CMAC
Competency: Our Definition (In college context)
Competency is a term used to describe the knowledge required by people as well as associated behaviour needed to provide effective performance, deliver the business and learning goals of the College and be competent in various individual as well as team roles. Competences are strongly linked to the overall vision, mission, objectives and values of the College.
The need for defining Competency framework
The management of NMIMS, following discussions between teaching and non-teaching staff (as per our findings) has identified various technical and behavioural competencies expected from teaching as well as non-teaching staff members, in form of job descriptions and clearly defined
…show more content…
A robust and comprehensive behavioural competency framework and more quantifiably standardised technical objectives are a key to attain organizational goals and enable an open, honest and continuing two-way dialogue and measurement of performance.
Competency cluster
As part of our project, we have devised three major cluster of competencies which are key in successfully discharging of various roles under the ambit of non-teaching staff of NMIMS. We have taken Lancaster Model as reference point which would be visible as we move along.
These have been postulated below:
• Core Competencies - Applies to all Employees at all levels.
• Promoting Diversity and Equality
• Working with People: Team Dynamic and Working, Effective Communication
• Results Orientation : Drive to Attain Sustained Excellence, Advanced Technical Skills & Consummate Professionalism
• Focus on Delivery: Organisational Awareness, Consistent and Clear Customer/Learner Focus
• Self Motivation : Accountability, Adaptability & Flexibility,
• Management Competencies – Applies in conjugation with Core competencies for all Senior Managers, Departmental Leaders and Supervisors
• Quality Management
• Resource Utilisation
• Leadership Competencies – Applies in addition to Core & Management competencies for to Senior Management
• Building relationships and fostering partnerships
• Inspirational Leadership
• Strategic Planning and Future orientation
• Technical Competencies- Specific to jobs
•
“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.
They understand the value in ethical and professional behavior and the impact it has on their work. Social workers must maintain the highest form of ethical practice because of their intense work in the community. Social workers use NASW Code of Ethics to help them make the most ethical decision because they often hold a lot of weight. Social workers also know how to differentiate their personal beliefs even when in difficult situations. They do not mix their values as a social worker with their values as a person and therefore do not let their beliefs affect their work. Social workers understand the importance of maintaining professional behavior because it can affect their
To provide a developmentally appropriate learning environment that is safe, healthy, respectful and supportive of children and families. For the learning environment to be safe, I ensure that I always check identification, and have parents notify me whenever someone new to the list will be picking up. I always bring my roster with me to ensure I have all my children with me. I do a roll call every time we get to a new area after traveling anywhere away from our room, and before leaving the room. Another way that I make the learning environment safe is by covering all the outlets in the room, and making sure sharp or dangerous objects are put away, and out of the children’s reach. I put cleaning supplies and other chemicals in high locked cabinets.
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)
There are many competencies that one may find important in a health care organization. Competency is a functional and behavioral quality that makes an excellent leader. It is hard to condense down what competencies that a leader should have. The competencies of a leader helps define the culture and the environment in an organization. Two competencies that really stand out is compassion and organizational agility.
Leading change involves an individual's ability to bring about strategic change within and outside an organization to meet the goals of that particular organization. This executive core qualification should establish an organization's vision and implement it in a continuously changing environment (OPM, 2006). Some of the competencies involved here include creativity and innovation, external awareness, flexibility, resilience, strategic thinking, and vision. Creativity and innovation helps an individual to develop new insights into situations, question conventional approaches, and design and implement new or cutting edge programs (OPM, 2006). A flexible individual will always be open to change and new information and rapidly adapt to new information. Resilience helps one to deal effectively with pressure and remain optimistic and persistent. Strategic thinking competency is critical in formulating objectives and priorities and implements an organization's long term interests.
Management Skills: I have strong management skills which I acquired when I was managing the cerebral palsy unit of a physiotherapy clinic. Later I served as a senior officer (lieutenant) and was responsible of nearly 300 elderly residents onsite and 150 soldiers within the Turkish Armed Forces Military Senior Center. As an anchor mentor in the CPL / Safety Team, it is my responsibility to support the team leads, arrange day-to-day management within the team and help the team members at every stage.
Core Competencies: The Company is full of assurance and potential. Each and every day represents a new opportunity to share Vision, strategy and style.
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.
Core competencies are the most significant value creating skills within a company and key areas of expertise that are distinctive to a company and critical to the company's long-term growth. Core competencies are the pieces that a company is superior than its competitors in the critical, central areas of the company where the most value is added to its products. These areas of expertise may be in any area from product development to employee dedication. A competence which is central to business's operations but which is not exceptional in some way is not considered as a core competence, as it will not generate a differentiated advantage over rival businesses. It follows from the concept of core competencies; resources that are
Training of personnel is another area which has detailed requirements in WQA. All roles relating to ensuring quality must be undertaken by suitably qualified staff. Training schedules are linked to employees’ job descriptions, training records are kept and training needs are regularly reviewed.
the organisations core business and competencies. The leadership competencies are key factors for success and these will be evaluated so as to ensure that the executive team leading this transformational effort are best positioned to succeed. It is recommended that such an analysis include the use of the eight essentials of excellence proposed by the European Forum for Quality Management’s Excellence Model and the eleven core values highlighted in the Malcolm Baldridge National Quality Award. This will seek to align the leadership skills of the executive team to the core values of the
“He that would govern others must first master himself”. Personal skills form one of the bases of great management skills. It can be subdivided into the following categories:
Frenzel (2004) claimed that to be successful, a firm’s IT management team must take action on the following critical areas: business management issues; strategic and competitive issues; planning and implementation concerns; and operational items. If for any reason, the organisation experiences difficulties in the above areas, the manager will need to set goals and objectives to overcome and prevent these issues.