This document presents an integrative model of competence management that balances individual and organizational competencies. It discusses identifying required competencies, validating current competencies, and extending competencies for the future. Key aspects include combining psychological, sociological, and organizational perspectives; representing, reflecting on, distributing, and developing competencies; and intervening strategically, culturally, managerially, legally, and technically for effective integration of competence management. The model aims to synchronize employee and company competencies for benefits like increased innovation, problem solving, and knowledge sharing.
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einstellung
About 15 years ago, in the beginning of progressive management of knowledge, and the conciseness, that knowledge was more than information – an internal resource that had to be managed – the core competencies view (Prahalad / Hamel) was dramatically changes management views up to this time. Later on, in the late 80s , reconfiguration and new configuration of product and market strategies dominated discussions in management. actually knowledge was seen as a resource, but through outsourcing and lean management a lot of useful and valuable knowledge in companies was lost. In the 90s management was conciseness, that knowledge has to be more than a simple resource, which can be upgraded or downgraded. Nonaka and Takeuchi were the god-fathers of that view. An own discipline was created, which was now responsible for an strategic view on knowledge. We all know a lot of different approaches, to deal with knowledge. The IT-industry and large parts of the consulting industry grabbed this topic and tried to better the situations in the business – some more, and some less successful. Today, a new term has arised: competence management. Competence managememt is seen as the fine-tuning of all past views. It has the target, to better knowlegde management strategies, because it is dealing with the one and only important thing: implicit knowledge. folge
There is no difference between knowledge management and competence management. CM is just an segment of knowledge management. But some aspects are definitely different from each other. Those are shown on this slide.
To start with a short definitions, we have to explain what competence means. In our view, competence is….
Competence management deals with competence as the main resource. Competence Management…..
verschiedene
Intersection between current employee‘s competencies and companies is the organizational potential future competencies
Intersection between current employee‘s competencies and companies is the organizational potential future competencies
Intersection between current employee‘s competencies and companies is the organizational potential future competencies