Competencies, in general, include the "things" that a person must demonstrate in order to be effective in a job, role, function, task, or task. These things include job-related behavior (what a person says or does that leads to good or poor performance), motivation (the way a person feels about a job, organization, or geographic location), and skills/ Technical knowledge (what a person knows about facts, technologies, professions, methods, jobs, and organizations). Competencies are identified through job and role studies.

Competencies and development / performance management

Over the years, performance management has evolved from personality-based and outcome-based approaches, and no constructive developmental focus has been placed on behaviors or approaches that provide feedback on job responsibilities and goals, as well as competencies and behavior. , does not have. At the individual level, this focus on competencies allows individuals to play an important role in their own development by providing guidance in efforts to change behavior. At the organizational level, the focus on competencies in performance development/management enables us to align individual performance with values and strategies while maximizing personal performance in achieving specific work-related goals and behaviors. to maximize (dictionary of competence and competence).