Employee Competency In The Workplace

Competencies

One of the most critical realization factors of an organizational success is the employee competencies, skills and capabilities (Alainati et al., 2010). Competency can be defined as the peculiarity and understanding of an individual or employee that acts as foundation for effective employee performance (McLagan, P. A., 1983). Winterton J. (2009) defined the expression of ‘competencies’ or ‘competency’ as the traits and characteristics of organizational employees required by them to perform and achieve well on job. Winterton J. (2009) had also defined ‘competence’ or ‘competences’ as specific requirements of job that an employee needs to be aware and conscious of and have them for performing specific tasks particular to the occupation

P., 2005). Developing adaptive and self-organizing or self-managing capabilities and competencies is highly beneficial in gaining and sustaining competitive advantage to make an organization capable of effectively managing change and sustaining its long term survival and continuity, and proactively reacting and adapting to disasters, crisis, environmental turbulence and disruptions (Amagoh, F., 2008). Training and development ensures development and enhancement of human resource competencies and skills of creativity, resourcefulness, inventiveness, and exceptional performance which in turn lead to long term survival of the organization and achievement of sustained competitive advantage in dynamic, vigorously changing and a very competitive business environment (Vemić, J., 2007). Organizational productivity and its continued performance depend upon the capabilities, understanding and skills to perform well and proficiently developed and gained as result of the diverse trainings and assistance providing wide variety of instructions (Gupta

The level of employee skills, proactive capability and competencies is directly proportional to the organizational competitiveness and long term continues survival in the industry facing confrontation, globalization, technological change, as well as economic ups and downs (Evans et al., 2002). Training and development is denoted as an essential practice for employees to develop and improve required understanding, skills and competence for increasing their productive performance (McNamara, C, 2008). Employee assistance and training programs are the strategic determinants of learning, knowledge, skills and capabilities facilitation in order to develop behaviors vital to effective performance and effectiveness of the organization (Noe, E. 2000). From these statements on the basis of research evidence it can be inferred that management competencies play a mediating or intervening role between training & development and business continuity management whose major intent and purpose is to gain and sustain competitive advantage