Gestión por Competencias

In this section, the speaker introduces the topic of competency management and outlines the upcoming discussions on human resource selection, performance management, and training and development.

Introduction to Competency Management

• The speaker, Osvaldo de Premio, discusses the importance of competency management for human resources and personal development.

• Three key topics to be covered are human resource selection, performance management, and training and development.

Types of Competencies

This section delves into the significance of understanding different types of competencies within competency management.

Understanding Types of Competencies

• Importance of exploring various types of competencies for effective competency management.

• Competencies align individuals with organizational goals regardless of organizational size or structure.

• Introduction to competencies related to knowledge (competencias del saber), emphasizing intellectual aspects in personal development.

Competencies: Knowledge and Skills

Focuses on competencies related to knowledge (competencias del saber) and skills (competencias del saber hacer).

Knowledge-Based Competencies

• Knowledge-based competencies are linked to intellectual aspects acquired through education or experience.

• Illustration using examples like knowing how to swim from reading a book but not having practical experience.

Skill-Based Competencies

• Skill-based competencies involve applying knowledge practically, combining knowledge with experience for effective performance.

• Emphasizes that skills result from a combination of knowledge and experience.

Competency: Being

Explores the concept of "being" as a crucial aspect in competency management alongside knowledge and skills.

Significance of "Being" in Competency Management

• Introduces the concept of "being" as an essential component in competency frameworks.

Understanding Competencies in the Workplace

The speaker discusses the importance of competencies in the workplace, emphasizing that being a good cashier involves more than just technical skills but also interpersonal abilities and motivation.

Importance of Competencies

• A good cashier should possess not only technical skills like counting money accurately but also interpersonal skills such as customer service, motivation, and attitude towards people.

• Emphasizes the need for a balance between operational skills (e.g., handling transactions) and soft skills (e.g., customer service) in roles like cashiering.

Holistic Approach to Individuals

• Individuals bring their physical, mental, spiritual, and emotional dimensions to work, impacting their performance and interactions with others.

• Personal issues or concerns can affect an individual's performance at work, highlighting the importance of considering employees' holistic well-being.

Integrating Competencies into Management

• Stress on incorporating competencies comprehensively into management systems to ensure employees are placed in suitable roles based on their skill sets and motivations.

• Managing people involves understanding individuals' needs, mediating conflicts, and aligning competencies with job requirements for optimal performance.

Enhancing Organizational Performance through Competency Management

The discussion delves into how competency management contributes to organizational success by aligning individuals' skills with job roles effectively.

Aligning Skills with Roles

• Ensuring individuals are placed in roles that match their competencies is crucial for organizational effectiveness.

• Providing opportunities for learning and development can help individuals enhance their competencies and improve performance within the organization.

Comprehensive Understanding of Individuals

• Acknowledging that individuals consist of physical, mental, emotional, and spiritual dimensions is essential when designing competency-based management systems.

• Highlighting the significance of recognizing employees as multifaceted beings with diverse needs and motivations for effective competency management.

Balancing Individual Needs with Organizational Goals

• Stressing the importance of integrating knowledge about individuals' motivations and capabilities into competency-based management systems for organizational success.

New Section

In this section, the speaker discusses the importance of managing and mentoring employees in a large company, emphasizing the value of human resources activities like coaching and training.

Managing Employees in a Large Company

• The speaker expresses the desire to not only install printers but also manage them effectively to convey important messages to executives in large companies.

• Mentoring from the human resources department, coaching sessions, and educational initiatives are highlighted as valuable contributions that add value to an organization.

New Section

This part focuses on the speaker's experiences with managing people, highlighting the significance of understanding competencies related to knowledge, skills, and behaviors.

Understanding Competencies

• The speaker shares insights about learning from mistakes and successes when dealing with individuals.

• Explains that competencies encompass knowledge, skills, and behaviors (knowing how to do something), emphasizing their importance in management practices.

New Section

Here, the discussion delves into spiritual aspects related to competencies and dimensions of individuals within organizations.

Spiritual Aspects of Competencies

• Explores competencies beyond technical skills by touching upon spiritual elements within competency frameworks.

• Introduces four dimensions of a person and various types of competencies that will be further elaborated on in subsequent discussions.

New Section

This segment emphasizes the significance of motivation, attitude, and aptitude in identifying suitable candidates for organizational roles.

Identifying Suitable Candidates

• Stresses the importance of motivation and attitude over mere knowledge or skills when selecting individuals for organizational roles.

• Highlights that individuals can learn new skills if they possess a willingness to learn and have motivational factors driving them.