1. 2011MANAGEMENT BYCOMPETENCIES MA

1. 2011MANAGEMENT BYCOMPETENCIES MANAGEMENT BY COMPETENCIES MANAGEMENT BY COMPETENCIES [TÜLAY BOZKURT] TÜLAY BOZKURT [Şirket adını yazın] [Şirket adresini[Telefon numarasını yazın] yazın] TÜLAY BOZKURT [Faks numarasını yazın] [Belgenin özetini buraya yazın. Özet, genellikle İSTANBUL, 2011NCIES [Tarihi seçin] belgenin içeriği hakkında kısa bir bilgidir. Belgenin özetini buraya yazın. Özet, genellikle belgenin içeriği hakkında kısa bir bilgidir.] TÜLAY BOZKURT nbul, 2011 [ISTANBUL] [March, 2011]
2. PREFACE In today’s fast changing environmental conditions are transforming the ways ofconducting business for individuals and organizations. Such a fast changes together withups and downs in the economy increase the uncertainty in the business world. Adapting tothese conditions requires different approaches and abilities. Since the past experience andsuccess stories can be trivial to sustain in this transition periods. Furthermore being acompetent person, having excellent leadership skills and other superior performancecharacteristics of a business professional can be insufficient to achieve successfuloutcomes. Such a major changes refers “New World Order” for every piece of businesslife. Effects of the environmental changes on the individuals bring more risks and differentresponsibilities. It also accelerates the necessity of adapting new situation. At this point thearising question mark is which individual characteristics are vital to gather successfuloutcome for today and for the future in the conditions of uncertainty and change. In thisbook effect of the environmental sources as external influencing factors to the individual’scompetencies which is effective to gather the successful outcome at workplace searchedand proposed in a new competency set. In addition various definitions, approaches,methods and stages of competency modeling and the relationship with human resourcemanagement functionalities explained. Istanbul, 2011 Tülay BOZKURT 2
3. TABLE OF CONTENTS Page NoTABLE LIST ............................................................................................................................................... 5FIGURE LIST ............................................................................................................................................. 6INTRODUCTION ....................................................................................................................................... 71. COMPETENCY ................................................................................................................................ 9 1.1. Definitions of Competency ...................................................................................................... 9 1.1.1. Historical Development of Competency Studies..................................................... 10 1.1.1.1. Competency Studies by David McClelland........................................... 10 1.1.1.2. Competency Studies of Richard Boyatsiz ............................................. 12 1.1.1.3. Competency Studies of L.M. Spencer and S.M. Spencer.................... 14 1.1.1.4. Competency Studies of David Dubois .................................................. 15 1.1.1.5. Competency Studies of Kleins .............................................................. 15 1.1.1.6. Competency Studies of Woodruff ......................................................... 16 1.1.1.7. Competency Studies of Robert A. Roe ................................................. 18 1.1.2. Evaluation of The Competency Definitions ............................................................. 19 1.1.3. Relationship Between Competencies, Knowledge, Skill and Performance ........... 23 1.1.3.1. Definition of Knowledge ......................................................................... 24 1.1.3.2. Definition of Skill..................................................................................... 25 1.1.3.3. Definition of Performance ...................................................................... 252. COMPETENCY MODELS .............................................................................................................. 28 2.1. Development of Competency Models ................................................................................... 29 2.2. Types of The Competency Models ....................................................................................... 30 2.2.1. Occupational Competency Model ........................................................................... 31 2.2.2. Job Competency Model ........................................................................................... 31 2.2.3. Core Competency Model ......................................................................................... 32 2.2.4. Leadership Competency Model............................................................................... 32 2.3. Competency Matrix................................................................................................................ 333. USAGE OF COMPETENCIES ....................................................................................................... 35 3.1. Function of Human Resource Management in The Organizations ..................................... 37 3.1.1. Competency Based Search and Selection Process ............................................... 39 3.1.2. Competency Based Training System ...................................................................... 44 3.1.3. Competency Based Performance Management System ....................................... 47 3.1.4. Competency Based Succession Planning System ................................................. 50 3.2. Change Management and Competencies ............................................................................ 50 3.3. Globalization, Crisis Management and Competencies ........................................................ 54 3
4. 4. MEASURING COMPETENCIES ................................................................................................... 565. PROPOSED MODEL ..................................................................................................................... 60 5.1. The Proposed Competency Model ....................................................................................... 63 5.1.1. Dependent Variables List of The Proposed Competency Model ........................... 64 5.1.2. Independent Variables List of The Proposed Competency Model......................... 65 5.2. Definition of Dependent and Independent Variables............................................................ 66 5.2.1. Definitions of Dependent Variables - Individual Competencies ............................. 66 5.2.1.1. Management Competencies ................................................................. 66 5.2.1.2. Specialties Competencies ..................................................................... 67 5.2.1.3. Entrepreneurship Competencies ........................................................... 67 5.2.1.4. Personal Competencies ........................................................................ 68 5.2.2. Definitions of Independent Variables....................................................................... 69 5.2.2.1. Company Core Competencies .............................................................. 69 5.2.2.2. Human Resource Management Competencies ................................... 70 5.2.2.3. Environmental Conditions...................................................................... 70 5.2.2.4. Work Competencies .............................................................................. 726. REFERENCES ............................................................................................................................... 73 4
5. TABLE LIST Page NoTable 1: Difference between Competence and Competency ................................................................ 17Table 2: Evaluation of Competency Approach and Definition................................................................ 19Table 3: Format of Competency Model for Each Function of Human Resource Management System.................................................................................................................................................................. 36Table 4: Benefits of Competency Models in Human Resource Management Systems ....................... 38Table 5: Competency Evaluation Form during the Interview ................................................................. 43Table 6: Competency Based Individual Development Plan ................................................................... 46Table 7: Competency Based Performance Management Assessment Card........................................ 49Table 8: Advantages and Disadvantages of Data Collection Methods Interviews, Questionnaires andObservations ............................................................................................................................................ 57 5
6. FIGURE LIST Page NoFigure 1: Factors Influencing Individual Competencies in Business Life................................................. 9Figure 2: Competency Definition by David Mc Clelland ......................................................................... 11Figure 3: Identifying Success Factors Offered by David McClelland..................................................... 11Figure 4: Competency Definition by Richard Boyatsiz ........................................................................... 13Figure 5: The Iceberg Model of Competence Defined by Spencer L.M. JR. and Spencer S.M. .......... 14Figure 6: Competency Definition by Dubois ........................................................................................... 15Figure 7: Competency Definition by Klein ....................................................................

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1.2011MANAGEMENT BYCOMPETENCIES 管理能力管理的能力 [TÜLAY 博兹库尔特] TÜLAY 博兹库尔特 [Şirket adını yazın] [Şirket adresini [锯床 numarasını yazın] yazın] 博兹库尔特 TÜLAY [Faks numarasını yazın] [Belgenin özetini buraya yazın。Özet，genellikle İSTANBUL，2011NCIES [区 seçin] belgenin içeriği hakkında kısa bir bilgidir。Belgenin özetini buraya yazın。Özet genellikle belgenin içeriği hakkında kısa bir bilgidir]。博兹库尔特 TÜLAY nbul，2011 [伊斯坦布尔] [2011 年 3 月，]2.在当今快速变化的环境条件的前言正在转变方式做业务的个人和组织。如此快速的变化一起 withups 和起伏的经济增加商业世界中的不确定性。适应这些条件需要不同的方法和能力。因为过去的经验 andsuccess 故事可以是微不足道的维持在这一过渡时期。此外是 acompetent 的人，具有卓越的领导才能和商业专业其他优越 performancecharacteristics 可以是不足以达到 successfuloutcomes。如此重大的改变是指每件 businesslife 的"世界新秩序"。环境的变化对个人的影响带来更多的风险和 differentresponsibilities。它还提高了适应新形势下的必要性。在这一点上 thearising 问号是哪些个人特征是必须收集 successfuloutcome 为今天和未来的不确定性和变化的条件。在这本书源的影响环境作为外部影响因素对 individual'scompetencies 是有效收集的成功的结果，在工作场所 searchedand 提出一套新的能力。此外各种定义、 方法、 方法和阶段的胜任特征模型及与人力资源管理功能的关系解释说。伊斯坦布尔，2011 Tülay 博兹库尔特 23. TABLE OF CONTENTS Page NoTABLE LIST ...............................................................................................................................................5FIGURE LIST .............................................................................................................................................6INTRODUCTION .......................................................................................................................................71. COMPETENCY ................................................................................................................................9 1.1。Definitions of Competency ......................................................................................................9 1.1.1。胜任力研究的历史发展......10 1.1.1.1。胜任力研究由 David 麦克利兰......10 1.1.1.2。胜任力研究的理查德 Boyatsiz......12 1.1.1.3。胜任力研究 L.M.斯宾塞和外长斯潘塞......14 1.1.1.4。胜任力研究的 David 杜波依斯......15 1.1.1.5。胜任力研究的 Kleins......15 1.1.1.6。伍德拉夫的胜任力研究......16 1.1.1.7。胜任力研究的罗伯特 A.净资产收益率......18 1.1.2。评价的胜任力定义......19 1.1.3。能力、 知识、 技能和业绩之间的关系......23 1.1.3.1。知识的定义......24 1.1.3.2。Definition of Skill.....................................................................................25 1.1.3.3。对性能的定义......252. COMPETENCY MODELS ..............................................................................................................28 2.1。胜任力模型的发展......29 2.2。胜任特征模型的类型...30 2.2.1。职业胜任力模型......31 2.2.2。Job Competency Model ...........................................................................................31 2.2.3。Core Competency Model .........................................................................................32 2.2.4。领导胜任力模型......32 2.3。Competency Matrix................................................................................................................333. USAGE OF COMPETENCIES .......................................................................................................35 3.1。人力资源管理在组织中的作用。37 3.1.1。基于胜任力的搜索和甄选过程......39 3.1.2。基于胜任力的培训体系......44 3.1.3。基于胜任力的绩效管理体系......47 3.1.4。基于胜任力的继任规划系统......50 3.2。更改管理和能力......50 3.3。全球化、 危机管理和能力......54 34.4。MEASURING COMPETENCIES ...................................................................................................565. PROPOSED MODEL .....................................................................................................................60 5.1。拟议的胜任力模型中......63 5.1.1。拟议的胜任力模型的变量列表...64 5.1.2。拟议的胜任力模型的自变量列表...65 5.2。定义依赖和独立变量...66 5.2.1。定义的变量 — — 个人能力......66 5.2.1.1。管理能力......66 5.2.1.2。专业能力......67 5.2.1.3。创业能力......67 5.2.1.4。个人的能力......68 5.2.2。独立变量的定义...69 5.2.2.1。公司的核心竞争力......69 5.2.2.2。人力资源管理能力......70 5.2.2.3。环境条件......70 5.2.2.4。Work Competencies ..............................................................................726. REFERENCES ...............................................................................................................................73 45.表列表页面显著 1： 区别素质和胜任素质......17Table 2： 评价能力的方法和定义......19Table 3： 格式胜任特征模型的人力资源管理系统各项功能...36Table 4： 胜任力模型在人力资源管理系统的好处......38Table 5： 胜任力评价形式在面试的时候......43Table 6： 基于胜任力的个人发展计划......46Table 7： 基于胜任力的绩效管理评价卡......49Table 8： 优点和缺点的数据集合方法访谈、 问卷 andObservations......57 56.图列表页 NoFigure 1： 因素在商务生活中的个人能力......9Figure 2： 能力定义由 David Mc Clelland......11Figure 3： 找出成功因素提供的 David 麦克利兰......11Figure 4： 能力定义由理查德 Boyatsiz......13Figure 5： 由 L.M.小斯宾塞和斯宾塞外长定义的冰山模型的能力......14Figure 6： 能力定义由杜波依斯......15Figure 7： · 克莱因能力定义......

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1. 2011MANAGEMENT BYCOMPETENCIES管理BY能力要求管理BY能力要求[TÜLAYBozkurt的]TÜLAYBozkurt的[Şirket阿迪尼yazın] [Şirketadresini [筿numarasınıyazın]yazın]TÜLAYBozkurt的[Faksnumarasınıyazın] [Belgeninözetiniburayayazın。Özet，genellikle伊斯坦布尔，2011NCIES [Tarihiseçin] belgeniniçeriğihakkındaKISA井bilgidir。Belgeninözetiniburayayazın。Özet，genellikle belgeniniçeriğihakkındaKISA井bilgidir]TÜLAYBozkurt的nbul，2011 [伊斯坦堡] [2011年3月]
2。前言在当今快速变化的环境条件正在改变ofconducting企业，个人和组织的方式。这种快速的变化一起withups起伏的经济增长在商业世界的不确定性。适应tothese条件需要不同的方法和能力。由于过去的经验andsuccess故事可以是微不足道的，以维持在这一过渡时期。而且是acompetent人，具有优异的领导能力和业务专业等优越performancecharacteristics可能不足以实现successfuloutcomes。这样一个重大变化是指“世界新秩序”为每一个作品businesslife的。对个体的环境变化带来的影响更多的风险和differentresponsibilities。这也加速了适应新形势的需要。在这一点上thearising问号是个体特征是至关重要的收集successfuloutcome今天以及在不确定性和变化的条件下的未来。在的环境来源的外部影响因素，以能有效地聚集在工作场所的成功结果的individual'scompetencies thisbook效果searchedand提出一个新的能力集。另外不同的定义，方式，方法和能力建模阶段，与人类resourcemanagement功能的关系解释。伊斯坦布尔，2011TülayBozkurt的2
3，目录页值得注意的LIST 5FIGURE LIST 6INTRODUCTION 71.胜任特征 9 1.1。胜任力的定义 9 1.1.1。胜任力研究的历史发展............................................. ........ 10 1.1.1.1。由大卫·麦克利兰胜任力研究........................................... 10 1.1 1.2。理查德Boyatsiz的竞争力研究............................................. 12 1.1.1.3。LM Spencer和SM斯宾塞.................... 14 1.1.1.4的胜任力研究。大卫·杜波依斯的胜任力研究............................................. ..... 15 1.1.1.5。克莱因的胜任力研究.............................................. ................ 15 1.1.1.6。伍德拉夫的胜任力研究.............................................. ........... 16 1.1.1.7。罗伯特A.雷奥能力研究........................................... ...... 18 1.1.2。评价的胜任力定义............................................. ................ 19 1.1.3。之间的竞争力，知识，技能和绩效........... 23 1.1.3.1关系。知识的定义............................................... .......................... 24 1.1.3.2。技能的定义............................................... ...................................... 25 1.1.3.3。性能的定义............................................... ....................... 252能力模型 28 2.1。发展能力模型.............................................. ..................................... 29 2.2。胜任力模型的类型............................................. .......................................... 30 2.2.1。职业胜任力模型............................................... ............................ 31 2.2.2。职位胜任力模型............................................... ............................................ 31 2.2.3。核心胜任力模型............................................... .......................................... 32 2.2.4。领导力素质模型............................................... ................................ 32 2.3。能力 333.用法竞争力 35 3.1。人力资源管理中的组织功能..................................... 37 3.1.1。基于能力的搜索和选择过程............................................ ... 39 3.1.2。基于能力的培训体系.............................................. ........................ 44 3.1.3。基于胜任力绩效管理系统....................................... 47 3.1.4。基于胜任力继任规划系统............................................. .... 50 3.2。变更管理和竞争力.............................................. .............................. 50 3.3。全球化，危机管理和竞争力............................................ ............ 54 3
4 4.测量能力要求.............................. .................................................. ................... 565.提出的模型 60 5.1。拟议的胜任力模型.............................................. ......................................... 63 5.1.1。拟议的胜任力模型的因变量列表........................... 64 5.1.2。该建议的胜任力模型......................... 65 5.2独立变量列表。对因变量和自变量的定义............................................ ................ 66 5.2.1。个人能力............................. 66 5.2.1.1 -因变量的定义。管理能力................................................ ................. 66 5.2.1.2。特色竞争力................................................ ..................... 67 5.2.1.3。创业胜任力................................................ ........... 67 5.2.1.4。个人竞争力................................................ ........................ 68 5.2.2。独立变量的定义.............................................. ......................... 69 5.2.2.1。公司核心竞争力............................................... ............... 69 5.2.2.2。人力资源管理能力................................... 70 5.2.2.3。环境条件................................................ ...................... 70 5.2.2.4。工作胜任力................................................ .............................. 726参考 73 4
5。表列表页面显着的1：能力与胜任力...................................的区别............................. 17Table 2：胜任力的评价方法，并定义了............ .................................................. .. 19Table 3：格式胜任力模型的人力资源管理的各项功能 36Table 4：胜任力模型的人力资源管理系统的优势....................... 38Table 5：在面试的时候能力评估表...... .................................................. ......... 43Table 6：基于胜任力的个人发展计划................................. .................................. 46Table 7：胜任力的绩效管理评估卡....... ................................. 49Table 8：优点和数据收集方法访谈，问卷调查andObservations缺点 57 5
6.图列表页面NoFigure 1：影响因素在商务生活.................................个人能力................ 9Figure 2：由大卫麦当劳Clelland胜任力的定义......................... ................................................ 11Figure 3 ：确定一款由大卫·麦克利兰的成功因素.......................................... ........... 11Figure 4：胜任力的定义由理查德Boyatsiz ............................... ............................................ 13Figure 5：冰山模型竞争力的定义由斯宾塞LM JR。和Spencer SM .......... 14Figure 6：杜波依斯胜任力的定义.............................. .................................................. ........... 15Figure 7：胜任力的定义克莱因................................ ....................................

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1。2011management bycompetencies管理能力，管理能力Ü博兹库尔特] [下TÜ躺博兹库尔特[Şirket广告ıNıYAZın ] [Şirket adresini [电话numarasıNıYAZın ] YAZın ] TÜ躺博兹库尔特[传真numarasıNıYAZın ] [ belgeninözetini buraya YAZı国Özet，genellikleİ伊斯坦布尔，2011ncies [喀什硒ç] belgenin我ç蓖麻ğ我hakkıNDA KıSA BIR bilgidir。belgeninözetini buraya YAZı国Özet，genellikle belgenin我ç蓖麻ğ我hakkıNDA KıSA BIR bilgidir。] TÜ躺博兹库尔特它，2011 [伊斯坦布尔] [ 3 ]，2011
2。前言在今天快速变化的环境条件进行改造的方法，为个人和企业进行业务。识别成功因素，由戴维麦克利兰.....................................................提供4：11figure能力定义由李察boyatsiz ...........................................................................5：13figure能力由斯宾塞L.M. Jr.和斯宾塞S.M. ..........定义冰山模型14figure 6：杜布瓦...............能力定义这种快速的变化在经济withups起伏增加在商业世界中的不确定性。适应这些条件需要不同的方法和能力。从过去的经验和成功的故事，可以是微不足道的在这个过渡时期维持。此外，作为一个人，具有优秀的领导能力和商业专业等优越的性能特性可以实现successfuloutcomes不足。这样的一个重大变化是指“为businesslife每一件新的世界秩序”。对个人的环境变化的影响带来的风险和differentresponsibilities。在环境资源影响的individual'scompetencies是外部因素，这效果的有效集成功的结果在工作场所searchedand在新的竞争力提出了一套。此外，不同的定义，方法，方法和能力模型的阶段，人力资源管理功能的关系进行了解释。伊斯坦布尔，2011ü躺博兹库尔特2
3。内容页的显著...............................................................................................................................................表列表5figure列表.............................................................................................................................................6introduction ........................它也加速了适应新形势的必要性。在这一点上兴起的问题是个体特征标记为不确定和变更条件的将来收集成功的结果为今天的和重要的。...............................................................................................................71。胜任力................................................................................................................................9 1.1。胜任力......................................................................................................定义9 1.1。1。.....................................................胜任力研究的历史发展10 1.1.1.1。由戴维麦克利兰...........................................研究能力10 1.1.1.2。李察boyatsiz .............................................能力研究12 1.1.1.3。的S.M. L.M.斯宾塞和斯宾塞....................能力研究14 1.1.1.4。戴维杜布瓦..................................................能力研究15 1.1.1.5。的kleins ..............................................................能力研究15 1.1.1.6。车叶草.........................................................能力研究16 EC1.11.1.7。罗伯特A.鱼子.................................................能力研究18 1.1.2。的能力的定义.............................................................评价19 1.1.3。之间的关系的能力，知识，技能和绩效...........23 1.1.3.1。知识.........................................................................定义24 1.1.3.2。技能................................................................定义胜任力模型的.......................................................................................类型30 2.2.1。职业胜任力模型...........................................................................31 2.2.2。岗位胜任力模型...........................................................................................31 2.2.3。核心能力模型.............................25 1.1.3.3。绩效......................................................................定义252。胜任力模型..............................................................................................................28 2.1。胜任力模型的发展...................................................................................29 2.2。.................................................................................32 2.2.4。领导胜任力模型...............................................................................32 2.3。................................................................................................................能力矩阵333。...................................使用能力....................................................................35 3.1。人力资源管理在组织.....................................功能37 3.1.1。基于搜索和选择过程...............................................能力39了。基于胜任力的培训体系......................................................................44 3.1。3。基于绩效管理体系.......................................能力47 3.1.4。基于继任规划系统.................................................能力50 3.2。变更管理和能力............................................................................50 3.3。全球化，危机管理能力........................................................54 3
4。4。测量能力...................................................................................................565。提出的模型.....................................................................................................................60 5.1。所提出的胜任力模型.......................................................................................63 5.1.1。依赖于所提出的胜任力模型...........................变量列表64 5.1.2。所提出的胜任力模型.........................独立变量列表65 5.2。的依赖和独立的变量............................................................定义66 5.2.1。…67 5.2.1.4。个人能力........................................................................68 5.2.2。独立变量.......................................................................定义69协议下。公司核心竞争力的..............................................................69 5.2.2.2。人力资源管理能力...................................70 5.2.2.3。环境条件......................................................................70 5.2.2.4。工作能力..............................................................................726。引用...............................................................................................................................73 4
5。表1：列表页之间的显著能力和竞争力................................................................差异2：17table能力的方法和定义................................................................评价19table 3：对人力资源管理系统的各个功能..............................................胜任力模型格式....................................................................................................................36table 4：胜任力模型的人力资源管理系统.......................好处38table 5：胜任力评价形式的采访中.................................................................43table 6：基于个人发展计划...................................................................能力46table 7：基于绩效管理评估卡........................................能力49table 8：优点和缺点的数据收集方法的访谈，问卷调查，观察............................................................................................................................................57 5
6。图1：列表页nofigure商业生活.................................................影响个人能力的因素2：9figure能力定义由戴维MC克莱兰.........................................................................11figure 3：识别成功因素，由戴维麦克利兰.....................................................提供4：11figure能力定义由李察boyatsiz ...........................................................................5：13figure能力由斯宾塞L.M. Jr.和斯宾塞S.M. ..........定义冰山模型14figure 6：杜布瓦...............能力定义