Competency
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The competency (British: competency) is technique used for the inflection of the human resource in companies and is translated with action properties of the person of high achievements.
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Summary
With McBer company, educational background and an intelligence level studied it in 1973 why it was that the difference of achievements appeared to the equal diplomat, and Professor McCleland of United States Harvard University (psychology) announced this technique as knowledge, a technique, a wide concept including the characteristics of the human root from the 1970s. I merely pointed to an action dimension, a standard, a characteristic, the tendency to action as a definition of the competencies (competency) conventionally, but I was defined as follows by ボヤティズ (Boyatiz,1982). With "the competency, I bring the ability as the individual characteristic to be tied to environment established the organization and an action to make up for the request in duties or the result that was strongly called" for. In addition, there is the definition of Evarts(1987) "to be the individual properties who, as a result, is tied to the effective or superior action in duties and the role with the competency". I was taken in in the place of the talented person utilization in the United States in the 1990s. I came to be taken in with introduction of the principle of recent ability result in Japan. But this is a common view in Japan, but there are many objections, too.
I analyze action properties of the employee achieving high achievements according to the type of job and am intended that I plan improvement of the quality of the whole employee by modelling the action characteristic, and being based on an evaluation, and evaluating an employee. It is conjugated by the performance rating such as companies. The talented person evaluation of the conventional Japanese model was comprised of "sense of cooperation" "aggressiveness" "rules characteristics" "responsibility characteristics" and evaluated it mainly on the potential overt ability of the employee. But it was often what it was not connected to the result that ability was high, and an evaluation and a contribution degree to the company did not link to. On the other hand, I evaluate the competency with the concrete action phenomenon form including an "intimacy" "degree of leaning hearing ability" "mood maker" "calculation processing capacity" "logic thought". Therefore an evaluation and a contribution degree to the company become easy to link. On the other hand, the low evaluated evil exists even if I achieve high achievements because an estrangement degree with the action model is high. In addition, an evaluation standard is vague, and it is easy to evaluate that the evaluation main constituent is arbitrary, and it is possible "to touch, for example, a low evaluation to the subordinate disliking". Therefore, as for the assent degree in the evaluation object, a lot of low cases invite motivation to a fall, the situation called the outflow of the excellent talented person. I may be used as means to obtain a just cause of personnel expenses restraint and the restructuring.
In addition, adoption selection is related to competency in the United States and is often argued, and there is what's called "competency adoption" that utilized competency for talented person adoption.
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