The Reading Warehouse

Many of us ask, What does it take to do a job well? and stopthere. But there's more to it than that.

What skills and knowledge are necessary for effectiveness in acertain job? Does the employee have the appropriate skills andknowledge, or is some kind of training necessary? Are these jobexpectations aligned with the culture and strategy of theorganization as a whole?

These questions are essential to performance improvementefforts. And competency modeling is designed to help you findanswers to questions such as these.

A competency model is . . . a descriptive tool that identifiesthe skills, knowledge, personal characteristics, and behaviorsneeded to effectively perform a role in the organization and helpthe business meet its strategic objectives.

From the authors of the best-selling book The Art and Science of360 Feedback comes this guide to the design andimplementation of competency models.

The authors have taken competency modeling out of the domain ofacademics and social scientists by creating a practical 'how-to'work that clearly and simply explains the steps in developing andusing competency models. I recommAnd this book to anyone whose jobincludes the pinpointing and sharpening of relevant competencies, for themselves or for others.
--Scott B. Parry, chairman, Training House

Lucia and Lepsinger have demystified competency models and putin the hands of the reader a blueprint for developing meaningfulrecruiting, performance measurement, and succession planningsystems. They succeed with a straightforward, pragmatic style, using actual examples that make the book an easy read.
--Frank Ashen, senior vice president, New York StockExchange

Get the Results You Expect

Competency models are a means of ensuring that your investmentin your employees will yield the expected results. The popularityof competency modeling is steadily increasing: human resourceproYou'll use this cutting-edge guide to:
* Clarify job and work expectations
* Hire the best available people
* Maximize productivity
* Enhance a 360 feedback process
* Align behavior with organizational strategies and values
* Adapt to change