Competency Models of Training

00:06:45
https://www.youtube.com/watch?v=AsmQFP4mTyo

Ringkasan

TLDRThe video explains the significance of competency models in modern business environments, where identifying the right skills and characteristics for employee success is crucial. Competency models help organizations define the necessary competencies for various roles, ensuring that training and development align with business goals. Unlike job analysis, which focuses on specific tasks, competency models emphasize how work is accomplished and link competencies to overall performance. They are beneficial for recruitment, performance management, and employee development, providing a framework for ongoing feedback and coaching. The video outlines the process of developing competency models, including identifying effective performers and validating competencies related to performance.

Takeaways

  • 📈 Competency models help identify necessary skills for job success.
  • 🔍 They focus on how work is accomplished, linking to business goals.
  • 🛠️ Useful for training, recruitment, and performance management.
  • 📊 Competency models provide a framework for ongoing employee development.
  • 📝 They ensure feedback is specific and actionable for improvement.
  • 🔗 Competencies can include various types like leadership and technical skills.
  • 📅 Models help anticipate future skill needs for the organization.
  • 👥 They support succession planning by identifying potential managerial candidates.
  • ✅ Validation ensures competencies are related to effective performance.
  • 📚 Competency models align training programs with current and future needs.

Garis waktu

  • 00:00:00 - 00:06:45

    In today's competitive business landscape, companies struggle to assess employee capabilities, which vary across roles and units. To address this, many organizations are adopting competency models to identify the necessary knowledge, skills, and personal characteristics for job success. These models aid in aligning training and development with the competencies required for effective performance, particularly in managerial roles. Competency models encompass a range of HR practices, including recruitment, selection, and performance management, and are tailored to align with a company's strategic goals. They differ from job analysis by focusing on how work is accomplished rather than just what tasks are performed, providing a broader application for employee development and performance evaluation. The development of competency models involves identifying business strategies, analyzing job roles, and validating the competencies linked to effective performance, ultimately serving as a framework for ongoing employee development and succession planning.

Peta Pikiran

Video Tanya Jawab

  • What are competency models?

    Competency models identify the knowledge, skills, and personal characteristics needed for successful job performance.

  • How do competency models differ from job analysis?

    Job analysis focuses on specific tasks and responsibilities, while competency models emphasize how work is accomplished and link competencies to business goals.

  • What are the benefits of using competency models?

    They help in recruitment, training, performance management, and provide a framework for employee development.

  • How are competencies identified in competency models?

    Competencies are identified through a process that includes analyzing business strategy, job roles, and effective performance.

  • What role do competency models play in performance management?

    They provide specific criteria for evaluating performance and ensure feedback is directed towards necessary behaviors and skills.

  • Can competency models be used for succession planning?

    Yes, they help identify and develop employees who may be candidates for managerial positions.

  • What types of competencies can be included in a model?

    Competencies can include sales, leadership, interpersonal, technical skills, and more.

  • How do competency models support training and development?

    They identify necessary behaviors for effective job performance and align training programs with current and future skill needs.

  • What is the validation process for competency models?

    It involves determining whether the competencies included are truly related to effective performance.

  • How do competency models aid in employee feedback?

    They ensure feedback is specific and relates to individual and organizational success.

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Gulir Otomatis:
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    [Music]
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    in today's global and competitive
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    business environment many companies are
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    finding that it's difficult to determine
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    whether employees have the capabilities
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    needed for success the necessary
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    capabilities may vary from one business
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    unit to another and even across roles
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    within a single business unit as a
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    result many companies are using
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    competency models to help them identify
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    the knowledge skills and personal
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    characteristics like attitudes and
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    personalities needed for successful
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    performance in a job competency models
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    are also useful for ensuring that
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    training and development systems are
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    contributing to the development of such
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    knowledge skills abilities and personal
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    characteristics traditionally needs
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    assessment has been involved in
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    identifying knowledge skills abilities
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    and tasks however a current trend in
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    training is for needs assessment to
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    focus on competencies especially for
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    managerial positions competencies are a
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    set of skills knowledge or abilities and
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    personal characteristics that enable
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    employees to perform their jobs
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    successfully a competency model
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    identifies the competencies necessary
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    for each job models described
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    competencies that are common for an
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    entire occupation organization job
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    family or specific job competency models
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    can be used for performance management
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    however one of the strengths of
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    competency models is that they're useful
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    for a variety of HR practices including
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    recruiting selection training and
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    development competency models can be
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    used to help identify the best employees
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    to fill open positions and to serve as
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    the foundation for development plans
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    that allow employees and their managers
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    to target specific strengths and
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    development areas the competencies
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    included in competency models vary
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    according to the company's business
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    strategy and goals they can include
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    sales leadership interpersonal technical
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    and other types of competencies
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    competency models typically included the
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    name of the competency the behaviors
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    that represent proficient
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    in the competency and the levels that
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    include descriptions represented
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    demonstrated levels of mastery or
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    proficiency one way to understand
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    competency models is to compare them to
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    job analysis as you may recall from
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    other classes or experiences job
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    analysis refers to the process of
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    developing a description of the job the
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    tasks duties and responsibilities and
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    the specifications knowledge skills and
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    abilities that an employee must have to
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    perform it
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    how does job analysis compare to
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    competency models job analysis is a more
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    work and task focused that is what is
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    accomplished
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    whereas competency modeling is more
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    worker focused how objectives are met or
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    how work is accomplished focusing on the
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    how versus the what provides valuable
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    information for training and development
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    a recent study asked competency modeling
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    experts like consultants and HR
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    practitioners as well as academics and
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    industrial psychologists to compare and
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    contrast competency modeling and job
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    analysis the study found that several
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    differences between job analysis and
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    competency models exist competency
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    models are more likely to link
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    competencies and the business goals
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    competency models provide descriptions
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    of competencies that are common for an
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    entire occupational group level of jobs
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    or an entire organization job analysis
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    describes what is different across jobs
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    occupational groups or organizational
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    levels finally job analysis generates
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    specific knowledge skills and abilities
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    for particular jobs it's used to
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    generate specific requirements to be
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    used for employee selection the
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    competency is generated by competency
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    modeling are more general and believed
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    to have greater application to a wider
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    variety of purposes including selection
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    training employee development and
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    performance management another way to
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    think of the competency model is by
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    considering performance management
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    unfortunately many performance
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    management systems suffer from a lack of
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    agreement on what outcomes should be
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    used to evaluate performance manager
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    employee discussions about performance
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    deficiency tend to lack specificity by
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    including the areas of personal
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    capability that an able employees to
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    perform their job successfully
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    competency
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    models ensure an evaluation of what gets
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    done and how it gets done performance
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    feedback can be directed towards
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    specific concrete examples of behavior
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    and knowledge skills and abilities and
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    other characteristics that are necessary
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    for success are clearly described how
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    our competencies identified and
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    competency models developed this figure
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    shows the process used to develop a
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    competency model first the business
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    strategy is identified second the job or
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    position to be analyzed is identified
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    third effective and ineffective
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    performers are identified fourth the
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    competencies responsible for effective
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    and ineffective performance are
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    identified fifth the model is validated
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    that is a determination is made as to
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    whether the competencies included in the
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    model truly are related to effective
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    performance competency models are useful
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    for training and development in several
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    ways they identify behaviors needed for
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    effective job performance
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    these models ensure that feedback given
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    to employees is part of development
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    programs such as 360 degree feedback
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    relate specifically to individual and
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    organizational success they provide a
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    tool for determining what skills are
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    necessary to meet today's needs as well
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    as the company's future skill needs they
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    can be used to evaluate the relationship
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    between the company's current training
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    programs and present needs and they can
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    be used to evaluate how well the
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    offerings relate to anticipated future
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    skill needs further they help determine
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    what skills are needed at different
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    career points they provide a framework
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    for ongoing coaching and feedback to
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    develop employees for current and future
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    roles they create a roadmap for
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    identifying and developing employees who
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    may be candidates for managerial
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    positions like through succession
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    planning and they provide a common set
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    of criteria that are used for
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    identifying appropriate development
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    training and learning activities for
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    employees as well as for evaluating and
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    rewarding them competencies are a set of
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    knowledge skills and abilities and
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    personal characteristics that enable
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    employees to perform their jobs
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    successfully
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    [Music]
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    you
Tags
  • competency models
  • employee development
  • performance management
  • job analysis
  • training
  • business strategy
  • skills
  • recruitment
  • HR practices
  • feedback