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Results for: Competency Models (x)
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Make Career Progression a Payoff for Employees Who Participate in Knowledge Management

To encourage employees to get involved in knowledge management (KM), APQC recommends embedding competency development and career progression support in KM approaches.

Type: Best Practices and Business Drivers  Topics: Competency Models, Human Capital Management, Employee Training & Development, KM Culture, Knowledge and Information Management, Knowledge Management (KM), KM Change Management  Processes: 6.0 Develop and Manage Human Capital, 12.3.1.5 Identify links to key initiatives, 12.3 Develop enterprise-wide knowledge management (KM) capability, 12.3.1 Develop KM strategy, 12.0 Manage Knowledge, Improvement, and Change, 12.3.3.1 Identify strategic opportunities to apply KM approach(es), 12.3.3 Identify and plan KM projects, 6.3.4 Manage employee development, 6.3 Develop and counsel employees, 6.3.5 Develop and train employees  Industry: Construction, Consulting/Consultants, Engineering, Financial Services/Banking, Government/Military, Petroleum/Oil/Gas, Professional Services/Business Services 
  • Relevance: 80%
  • Member Price: FREE
Using Networks of Excellence to Manage Employee Competencies

El Paso Exploration & Production has found synergies between its KM and HR programs, leveraging networks of excellence to help manage competencies, identify subject matter experts, and uncover potential skill ...

Type: Case Studies  Topics: Competency Models, Human Capital Management, Employee Training & Development, KM Strategy, Knowledge and Information Management, Knowledge Management (KM), KM Implementation  Processes: 12.3.1.5 Identify links to key initiatives, 12.3 Develop enterprise-wide knowledge management (KM) capability, 12.3.1 Develop KM strategy, 6.3.4.1 Develop competency management plans, 6.3 Develop and counsel employees, 6.3.4 Manage employee development, 6.3.4.3 Develop employee career plans, 6.3.4.4 Manage employee skills development  Industry: Petroleum/Oil/Gas 
  • Relevance: 78%
  • Member Price: FREE
Strategic HR Competencies

APQC's perspective on metric data from APQC's Open Standards Benchmarking Collaborative (OSBC) related to strategic HR competencies.

Type: Benchmarks and Metrics  Topics: Competency Models, Human Capital Management, Employee Training & Development  Processes: 6.1 Develop and manage human resources (HR) planning, policies, and strategies, 6.0 Develop and Manage Human Capital, 6.3.5 Develop and train employees, 6.3 Develop and counsel employees 
  • Relevance: 49%
  • Member Price: FREE
Develop Leaders Through Competency Models

APQC's perspective on best practices in using competency models to develop leaders, featuring case examples from Liz Claiborne, Raytheon, Sonoco, and Staples.

Type: Best Practices and Business Drivers  Topics: Competency Models, Human Capital Management, Employee Training & Development, Leadership Development  Processes: 6.3.4 Manage employee development, 6.0 Develop and Manage Human Capital, 6.3 Develop and counsel employees, 6.3.5 Develop and train employees  Industry: Aerospace, Government/Military, Pulp and Paper, Retail/Catalog/Mail Order, Rubber & Plastics, Security Systems 
  • Relevance: 49%
  • Member Price: FREE
Setting Global Senior Leader Competencies

APQC's perspective on best practices in setting competencies for senior leaders at a global level, featuring case examples from Air Liquide, Liz Claiborne, and Staples.

Type: Best Practices and Business Drivers  Topics: Competency Models, Human Capital Management, Employee Training & Development  Processes: 6.1.2 Develop and implement human resources plans, 6.0 Develop and Manage Human Capital, 6.1 Develop and manage human resources (HR) planning, policies, and strategies, 6.3.4.1 Develop competency management plans, 6.3 Develop and counsel employees, 6.3.4 Manage employee development  Industry: Chemicals, Consumer Products/Packaged Goods, Retail/Catalog/Mail Order 
  • Relevance: 49%
  • Member Price: FREE
Focus on Competency to Grow Business Process Management Maturity

To facilitate the adoption of business process management (BPM) across the organization and deep into its culture, organizations need to define the roles and competencies required for each process.

Type: Best Practices and Business Drivers  Topics: Business Process Management (BPM), Business Excellence, Process, Competency Models, Human Capital Management, Employee Training & Development, Maturity Assessment, Measurement  Processes: 12.1 Create and manage organizational performance strategy, 12.0 Manage Knowledge, Improvement, and Change, 6.3.4.1 Develop competency management plans, 6.3 Develop and counsel employees, 6.3.4 Manage employee development, 6.3.5.2 Develop competencies, 6.3.5 Develop and train employees  Industry: Energy and Utility, Engineering, Government/Military 
  • Relevance: 48%
  • Member Price: FREE
Effectively Managing Core Competencies

Competencies—traits that enable an individual to do a job properly—are composed of knowledge, skills, abilities, and behaviors.

Type: Best Practices and Business Drivers  Topics: Competency Models, Human Capital Management, Employee Training & Development, KM Implementation, Knowledge and Information Management, Knowledge Management (KM)  Processes: 12.3.4.1 Design process for knowledge sharing, capture, and use, 12.3 Develop enterprise-wide knowledge management (KM) capability, 12.3.4 Design and launch KM projects, 12.3.4.2 Define roles and resources, 6.1.2 Develop and implement human resources plans, 6.0 Develop and Manage Human Capital, 6.1 Develop and manage human resources (HR) planning, policies, and strategies, 6.3.4.1 Develop competency management plans, 6.3 Develop and counsel employees, 6.3.4 Manage employee development, 6.3.4.4 Manage employee skills development 
  • Relevance: 48%
  • Member Price: FREE
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