Here is the synopsis of our sample research paper on Do the Use of Competency Based Frameworks Improve Person Specifications. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 10 page paper considers the use competency frameworks and whether or not they may increase the person specifications of those carrying out the job through both recruitment and later training assessment. The paper looks at how and why they may be used ands the problem that may present and then looks at other tools that may be used and interpreted as separate or as a part of competency frameworks. The bibliography cites 15 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEcompframe.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
use of human labour, especially in skilled jobs were employees may be harder to find and more costly to keep. The use of motivation theory has been a common
focus, but this alone is not sufficient as it not a guide to how the jobs may be performance or the setting of standard, for this there is the recognition
for job descriptions and more finite levels of competence. If we look at many of the professional organisations it is this reason there are initial exams to assess the
skills of the potential practitioner and in many cases there are ongoing requirements for training and skills developments (Huczyniski and Buchanan, 2003). However, the development of competency frameworks has not
always been popular, seeing it as stifling individualism and creativity or simply containing the employers and the employees too much. Others, more recently have seen it as a way of
determining and setting standards and making sure that are reached with the recruitment of staff that meet the competency frameworks used, or may be trained to meet those frameworks.
In the mid 1970s a Gallup survey supported the model of resistance of the use of competency frameworks as it was seen as
unable to adapt, there was an approach seen in most employers where they wanted to take advantage of the strengths of the employees and their personal talents, which could not
be facilitated within a rigid competency framework (Buckingham, 1999). There is little doubt that the use of these frameworks can cause problems, on anything form the inability to find
the correct staff to the breaching of representation rules for minorities, for example in the US any measures that results in any type of bias may be deemed illegal (Lexis,
...