Chapter 2 HRE 4301

  1. Self-reflection
     the process of identifying personal interests, and skills.
  2. Self-clarity
    the process of developing answers to questions raised by self-reflection.
  3. Visioning
    the process of considering future possibilities that are personally desirable.
  4. Implementing
     the process of action related to achieving goals.
  5. Competency
    • an
    • underlying characteristic of a person which enables him/her to deliver superior
    • performance in a given job, role, or situation
  6. Competency
    • A person-related concept that refers to the dimensions
    • of behavior lying behind competent performer.
  7. Competence
    • A work-related concept that refers to areas
    • of work at which the person is competent (general
    • characteristics – skill learned through education and experience)
  8. Competencies
    • the state or quality of being well
    • qualified to perform a task
  9. What are the career flow competencies?
    hope, self-reflection, self-clarity, visioning, goal setting/ planning, implementing/ adapting 
  10. Human Agency Theory 
    A theory of understanding who you are and developing, implementing, and adjusting plans based on new learning 
  11. What are the Components of Competency?
    • Skills- related to the ability to do Physical domain
    • Knowledgerelated to information Cognitive domain
    • Attribute-relates to qualitative aspects, personal characteristics or traits
  12. personal flexibility 
    the ability to identify an pursue action steps around the obstacles that will allow you to achieve your goal
  13. What are the components of the Competency
    of Decision Making?
    • * dealing with difficult decisions
    • *commits to a course of action
  14. Strategic agility and innovation management
    Anticipates future consequences and trends accurately; brings creative ideas to market; recognizes strategic opportunities for change; creates competitive and breakthrough strategies.
  15. Intellectual acumen
    Is intelligent and capable; deals with concepts and complexity comfortably; is good at learning and deciphering new knowledge; able to assimilate new skills independently
  16. Competencies: Individual Excellence
    •Building effective teams


    •Customer focus


    •Integrity and trust

    •Interpersonal skills

    • •Listening 
    • •Managing relationships

    •Managing vision and purpose

    •Motivating others


    •Personal learning and development

    •Valuing diversity
  17. Competencies: Strategic skills 

    •Dealing with ambiguity

    •Decision quality and problem solving

    • •Functional/technical skills 
    • •Intellectual acumen

    •Learning on the fly

    • •Strategic agility and innovation
    • management

    •Technical learning
  18. How do competencies differ from skills and knowledge?
    • •only include behaviors that demonstrate
    • excellent performance

    • •do not include knowledge, but do include
    • "applied“ knowledge

    • •include the manifestation of skills that
    • produce success

    •are not work motives
  19. What is the Value of Superior Performance?
    High performing individuals– 1 standard deviation above the mean generally outperform average performers by 100-200% (148% avg.)*
  20. Learning Agile: 
    continuously learning to do what you don’t know how to do
     showing the way for others, either by example or by promoting a new direction. 
    Achieving goals in a way that makes the best use of all resources. This covers self-management as well as managing others.
Card Set
Chapter 2 HRE 4301
HRE 4301 Chapter 2 Career Flow Competencies