The three elements of competency model include skill, attitude and knowledge.
Competency model is a method to evaluate and improve employees' ability, which was put forward by mcclelland, a professor at Harvard University, in 1973. Its purpose is to predict a person's performance in the future work by summarizing the quality of his successful work. The three elements of this model: skill, attitude and knowledge are the core elements of competence.
1, skills.
Skills refer to the specific skills and experience needed to complete a job. This includes an in-depth understanding of one's own work and the company's products or services, as well as the ability to handle problems and deliver tasks according to customer needs.
Skills not only refer to professional skills, but also include communication skills, time management and problem-solving skills. Employees with high skill level are usually more suitable for this job.
2. Attitude.
Attitude refers to an individual's attitude towards work and working environment. It includes enthusiasm, motivation, optimism and firmness for work. A good attitude can give employees a new vision and enhance their motivation, so as to better complete tasks and solve problems. An excellent employee usually has a good working attitude, is willing to cooperate with others, and has the courage and confidence to face the challenges in his work.
3. knowledge.
Knowledge refers to an individual's comprehensive and in-depth understanding of work content, tools and methods, including professional skills and social, cultural and commercial knowledge related to work. The growth of knowledge requires constant learning and repeated practice. Only by constantly updating knowledge can we keep pace with the times. A knowledgeable employee can better create value for the company.
These are the three elements of the competency model: skills, attitudes and knowledge. These elements are the core competencies necessary for employees to successfully complete their work, and they are also an important basis for evaluating employees' abilities.
If an employee has only mastered one or several elements and lacks other abilities, he or she will still encounter some difficulties in his or her work.
Therefore, enterprises need to strengthen employee training, tap and utilize everyone's advantages, help employees develop skills, improve their attitude and knowledge level, and thus improve their competence.