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.
What are the 13 core competencies?
The specific 13 core competencies can vary depending on the context. However, some commonly recognized ones include:
- Leadership
- Komunikasi
- Teamwork
- Problem-solving
- Kebolehsuaian
- Inovasi
- Strategic thinking
- Pengurusan masa
- 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.
Tinjauan nadi pekerja:
Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).
Pertemuan satu lawan satu:
Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.
eNPS:
eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.
Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:
- Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju. - Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju. - pasif
Pekerja yang kekal neutral dengan jawapan mereka.
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