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Core Competencies

Core competencies are the unique capabilities and strengths that set a business apart from its competitors. These competencies encapsulate the collective knowledge, skills, and resources within an organization, enabling it to deliver value to customers and achieve sustainable growth.

What are core competencies?

Core competencies are the unique capabilities and strengths that set an individual, organization, or entity apart from others in the same field. They represent the collective knowledge, expertise, and resources that enable superior performance and competitive advantage.

What are core competencies in business?

Core competencies in business refer to the specific capabilities, skills, and resources that give a company a competitive edge in its industry. These could include technological expertise, efficient processes, strong customer relationships, or innovative product development.

What are the 3 basic competencies?

Technical competence: Skills and knowledge related to specific tasks or functions.
Interpersonal competence: Ability to effectively communicate, collaborate, and interact with others.
Conceptual competence: Capacity to think critically, analyze situations, and formulate strategic solutions.

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What are the 13 core competencies?

The specific 13 core competencies can vary depending on the context. However, some commonly recognized ones include:

Leadership
Comunicación
Teamwork
Problem-solving
Adaptability
Innovation
Strategic thinking
Time management
Decision-making
Customer focus
Technical proficiency
Project management
Interpersonal skills

What is a core competency example?

An example of a core competency could be Apple Inc.'s design excellence and innovation. This competency has been central to Apple's success, as evidenced by its iconic product designs and groundbreaking technology innovations, setting it apart from competitors in the technology industry.

Is core competence a skill?

Core competence is not merely a single skill but rather a combination of skills, knowledge, capabilities, and resources that contribute to a competitive advantage. It encompasses a broader range of attributes that enable superior performance and differentiation in a particular field or industry.

How to identify core competencies?

The Key characteristics of core competencies are:

Relevance: Core competencies should directly contribute to the organization's strategic objectives and value proposition.
Uniqueness: They should be distinctive and difficult for competitors to imitate or replicate.
Durability: Core competencies should endure over time and remain relevant despite changes in the external environment.

The methods for identifying core competencies

SWOT Analysis: Identifies strengths that can be leveraged as core competencies while also identifying weaknesses that need to be addressed.
Resource-based view (RBV) analysis: Focuses on internal resources and capabilities that can be developed into core competencies.
Competency mapping: Systematically identifies and evaluates the skills, knowledge, and abilities required for specific organizational roles.

How to manage and maintain core competencies?

Importance of continuous improvement: Continuous improvement is essential for maintaining the relevance and effectiveness of core competencies in a dynamic business environment.
Monitoring and evaluating core competencies: Regular monitoring and evaluation of core competencies enable organizations to identify strengths, weaknesses, and opportunities for improvement.
Strategies for protecting core competencies: Protecting core competencies requires proactive measures such as intellectual property rights, talent retention strategies, and strategic partnerships to maintain a competitive edge.

Encuestas sobre el pulso de los empleados:

Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).

Reuniones individuales:

Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.

eNPS:

eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.

En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:

Promotores
Empleados que han respondido positivamente o están de acuerdo.
Detractores
Empleados que han reaccionado negativamente o no están de acuerdo.
Pasivos
Empleados que se han mantenido neutrales con sus respuestas.

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Plataforma de compromiso y reconocimiento líder del sector

Ciclo Hype para la tecnología de RRHH, 2023
Ciclo Hype para el trabajo híbrido, 2023
Guía de mercado de Voice of the Employee Solutions™ 2023
Perspectiva de la innovación: Las tecnologías digitales impulsan los resultados de la DEI en 2023

Panorama del reconocimiento de los empleados de Forrester, primer trimestre de 2023