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What are Core Competencies?

There are three types of competencies that we must consider: core, functional, and task. Firstly,
we have the core competencies. A core competency is a certain knowledge, skill, and attitude that
each person from an organization should have. Furthermore, core competencies are deeply
rooted in the mission and vision of an organization. The second type of competency is called the
functional competency. These competencies are focused on a specific department or a specific
branch. Lastly, we have the job competencies. A job competency is dependent on a specific role in
the organization. It therefore means that within an organization, all employees have all core
competencies, different departments have their own competencies, and within these
departments, different roles have their very specific competencies. For this article, we are going
to focus on discussing core competency.

Mission and Vision

We have mentioned that there is a very profound connection between an organizations missionvision and their core competency / competencies. As a review, lets have a quick discussion on
what mission and vision statements are. Mission statements provide guidelines on what an
organization is supposed to do. Vision statements, on the other hand, stipulate what an
organizations future goals are. In short, the Mission tells you the reason for a companys reason
for existing, while the Vision articulates the groups long term goals.

Identifying your core competencies

We have defined a core competency as a knowledge, skill, and attitude that everyone (from the
board of directors to the middle management, down to the rank and file) should have. Lets now
have a look at the three approaches on how we identify and define a core competency.
The first approach is through the use benchmarking and analysis of archival performance data.
Core competencies are defined through the Identification and observation of your organizations
top performers. This will work for organizations that have very clear measures of success for
performance and also for companies that have the needed performance data available. The main
challenge for this approach is that although competencies are based on actual performance, these
are based entirely on the past. The current environment might now be different.
The second method is taking on a values-based line. This means that definition of your core
competency / competencies are done by getting tangible examples of your companys values. The

most effective way to do this is by installing a champion / role-model that exemplifies all these
values. The main challenge is defining an observable and tangible manifestation of a valuesbased core competency. Like try getting a good definition and a tangible example for, lets say,
The third methodology is by taking on a strategic approach. Competency definition is done by
having the organizations mission and vision in mind. Thus, having a defined set of core
competencies ensures that all employees in an organization are strategically aligned with the
companys reason for existing; and they are also united in achieving its long-term goals.

Competency pages

Analyzing Competencies

ANMC Competency Standards

Are You Competent Enough?

Assessing Competency

Assessing your Organizations Competencies

Behavioral competency

Change Competency

Clinical Competency

Communicating Across the Board

Competence Based Questions: Why are they used and how to answer them

Competence Competency

Competence Vs. Competency

Competencies for the Educator

Competency Appraisal

Competency Assessment Tools

Competency Based Education

Competency Based Instruction

Competency based interview to Garment Industry

Competency Based Interviews

Competency Building

Competency Center What is a Competency Center?

Competency certificate

Competency checklist

Competency evaluation

Competency Exam

Competency Example Answers

Competency exams

Competency Form

Competency Forms

Competency Frameworks

Competency Interview Questions:

Competency levels

Competency Management System

Competency Map

Competency Mapping

Competency Modeling

Competency Overview

Competency ppt

Competency Profile

Competency Profiles

Competency Questionnaire

Competency Scale

Competency Skills

Competency Software

Competency Standards in Medical Sector

Competency Template

Competency Tools

Competency Training

Competency: Asking the right interview questions

Computer Competency

Conceptualizing Competency Models

Core Competency Definition

Cultural Competency Plantation Industry

Definition of Competency

Distinctive Competency

Emotional Competency

Employee Competency

Evaluate Employee competency systematically

Examples of Competencies

General Nursing Care Competencies

Gillick Competency

Healthcare competency

How to Answer Competency Based Questions

HR Competency

Interview Competency Industry of Civil Engineering

IT Competency

IT Competency Framework


IT Competency test

Key Competencies Twoards a Successful Business

Levels of Competency

List of Competency

Lominger Competency List

Maximize Human Resource capabilities through Competency Assessment

Meaning of competency

Mental competency

Methods of Competency Testing

Microsoft Competency

National Competency Standards

Nursing Competency

Professional Competencies

Project Management Competency

Quality Competency

Research Competency

Sales Competency

Staff Competency

Successful Leadership Competency Frameworks

Teacher Competency

Teaching Competency

The Importance of Defining Key Competencies in an Organization

Training Competency

Units of Competency

What are Core Competencies?

What is a competency model?

What is competency standard?

What is Competency?

What is Unit of Competency?

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