Core Competencies: What, Why and How Beth Duttlinger, Consultant.

Slides:

Advertisements

Similar presentations

A Presentation to the Cabinet A Presentation to Stakeholders

Advertisements

Best Practices in Placement The Wisconsin EAB Annual Conference November 9, 2006 Jay Hollowell, Facilitator ©pending 2006.

Employee Selection & Hiring By Samiya Sami. Pyramid of Competencies.

An Introduction to the HR Council’s HR Management Standards for Nonprofits Module 2 Standard Area 2: Getting the Right People.

Competencies Are King… Improving organizational and staff performance

Competency Frameworks

“How” We Do It An Introduction to NSLIJ’s Behavioral Expectations Model.

Anatomy of a Project What Every Engineer Should Know About Project Management, A.M. Ruskin and W.E. Estes A project has a beginning and an end. The major.

Herman Aguinis, University of Colorado at Denver Prentice Hall, Inc. © 2006 Measuring Results and Behaviors: Overview  Measuring Results  Measuring Behaviors.

Redesigning Technical Services By Reconceptualizing Staff University of Connecticut Libraries Francine M. DeFranco Living the Future VI April 7, 2006.

JOB ANALYSIS AND HUMAN RESOURCE PLANNING

Advances in Human Resource Development and Management

3.06 Develop Job Descriptions

DEFINING JOB PERFORMANCE AND ITS RELATIONSHIP TO ASSESSMENTS.

COMPETENCY MAPPING 1 ‘Best organs succeed not because of people but because they have right people’. 2. Modern orgns. realized that: HR is the most valuable.

“How” We Do It An Introduction to NSLIJ’s Behavioral Expectations Model.

Arnhem Business SchoolJ.Vinke 2005 Human Resource Management (HRM) Plan guide on developing a practical HRM plan.

MANA 4328 Dennis C. Veit Human Resource Staffing and Performance Management “Beginning the Staffing Process” MANA 4328 Dennis C. Veit

Components of Leadership for Diversity Articulates a vision Changes behaviors Changes organizational structure/design Strategic integration of diversity.

Principle of Management

Great Expectations : The Key to Successful Student Hires.

Functions of Management BDP301. Learning Goals  Describe management styles and responsibilities  Compare different types of ownership.

Who Gets Hired from 200 Applications?. Training Objective Gain a better understanding of how employers select a single candidate from hundreds of applicants.

OUT WEST AND DOWN UNDER: EXPLORING GEOGRAPHIES OF STAFF DEVELOPMENT Janelle Zauha, Professor Montana State University Libraries Garry Potter, Manager Library.

Interviewing, Hiring & Orientation (oh my!). How do you treat prospective employees before they arrive? Job advertisements (Where and what do you post?

Redirecting the Librarian’s Mindset: Emerging Framework for Managing Human Resources in Libraries “Emerging Landscape, Mindscape and Netscape of the Philippine.

HR Planning Introduction & Revision. HRM Is the effective use of an organization's human resources to improve its performance.

Yield Ratios Comparison of applicants across stages of the recruiting process: # applicants # Initial contacts # interviews # final interviews # offers.

A COMPETENCY APPROACH TO HUMAN RESOURCE MANAGEMENT

1 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. CHAPTER 5 Using Health Care Competencies in Strategic Human Resource Management G. Ross.

Building an information organization/staff - 6 Barbie E. Keiser University of Vilnius May 2007.

Resources Planning Human Resources Planning  = Resources.

Choosing a Consultant. What is a consultant? A consultant is an individual (or, sometimes, a group or organization) that brings experience and expertise.

Introduction to Human Resource Development -Achin Bansal -Anu A Natraj.

TheEssentialsof Talent Management. Talent Management: What is it? Alignment of employees with business priorities to deliver greater performance and results.

1-2 Training of Process Facilitators 3-1. Training of Process Facilitators 1- Provide an overview of the role and skills of a Communities That Care Process.

Functions of Management Mrs. Nations Introduction to Business and Technology.

Copyright © 2014 by The University of Kansas Choosing a Consultant.

Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle.

Midwestern State University Human Resources How to Complete a Hiring Screening Matrix Faculty & Staff 03/11.

Job Analysis - Competency Modeling MANA 5322 Dr. Jeanne Michalski

Recruiting and Retaining Staff Dr Lee Gruner1. Principles of Recruitment and Retention Aimed at ensuring that the organisation has competent, high performing.

Session 2.1.3: Using competencies in staff recruitment Learning objectives: By the end of the session, participants will be able to: Apply the Core Humanitarian.

Sharmake Hassan Osman  MEANING OF HRM AND PERSONNEL MANAGEMENT  Personnel management can be defined as obtaining, using and maintaining a satisfied.

1 Human Resource Development Introduction. MH 2 Definition of HRD A set of systematic and planned activities designed by an organization to provide its.

Chp. 1 - Managers & Management

The Medical Assistant as Human Resources Manager

What is it? A personal action plan, jointly agree to by you and your supervisor that identifies competencies to develop and short or long term goals. Individual.

Job Analysis. The process of collecting and organizing information about jobs performed in the organization and the principle elements involved in performing.

 HR management is about helping the entire organization understand & manage its people.  HR management consists of planning, attracting, developing,

FOCUS GROUP INTERVIEW GUIDE LEARNING & DEVELOPMENT STRATEGIC PLAN Group: Interviewer: Date: PHASE 2: Data Collection 1 ©2012 RAY SVENSON CONSULTING, INC.

The Value of Soft Skills in Technical Services Penny Lochner, Head of Collection Resource Management Trexler Library, Muhlenberg College

1 Introduction to Human Resource Management Copyright © 2015 Pearson Education, Ltd

© 2013 by Nelson Education1 Job Analysis and Competency Models.

Recruitment and Selection

Core Competencies Training for Supervisors

Core Competencies Training for Supervisors

Functions of Management

Building a Master Task List (MTL)

Staffing Siti Azizah.

15 COMPETENCY-BASED HRM.

NHN member organizations

Interviewing: 3 Things Your Audience Really Wants to Know About You

“CHOOSING THE RIGHT CANDIDATE FOR THE JOB”

Human resource aspect.

Human Resources Competency Framework

Talent Development System mytalent.ku.edu

Succession/Replacement Planning

Standard BMA-IBT-4 Analyze and integrate leadership skills and management functions within the business environment.

Presentation transcript:

Core Competencies: What, Why and How Beth Duttlinger, Consultant

Definition Core competencies identify the knowledge & skills needed by library employees to provide superior services. Can be broad to identify key aspects Can be more specific to positions

Broad

Specific Core Competencies April 2009

What's the big deal? Orientation Continuing Ed Job Descriptions Recruitment Interviewing Performance Evaluations

Orientation Standardize Checklist

CE Periodic review Staff input

Job description Identify tasks necessary Abilities needed

Recruitment Write ads Define and articulate skill sets for search team

Interviewing Can assist hiring supervisors and search committees to determine which candidates meet or show potential to develop a particular competency. Question examples

General-Customer Service As a library assistant, how do you ensure that you are providing good service?

Computer/Technology Describe a time you solved a problem using technology.

Information Literacy/Reference Give an example of a time you weren’t sure what a patron wanted. How did you handle the situation?

Integrated Library System Have you ever had to orient another employee on the library’s circulation system? How did you do it or how would you go about doing it?

Evaluations Document special achievements Set realistic goals Improve performance

How to adapt 1. Develop an understanding of core competencies. 2. Review the mission/goals & strategic plan. 3. Develop a list of potential core competencies. 4. Identify relationships and cluster related skills together. 5. Incorporate into corporate culture. 6. Review periodically and consider options for improvement.

Resources delicious.com/thelibrarian Ohio Public Library Core Competencies Ohio Public Library Core Competencies WebJunction - IL Course Catalog for Core Competencies WebJunction - IL Course Catalog for Core Competencies WebJunction - Library Staff Competency Collection WebJunction - Library Staff Competency Collection technologytrainingwheels.pbworks.c om / 23 Things and Core Competencies technologytrainingwheels.pbworks.c om / 23 Things and Core Competencies PLCMC core competencies wiki

What questions do you have?