Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/268680 
Erscheinungsjahr: 
1995
Quellenangabe: 
[Journal:] Human Resource Planning [ISSN:] 0199-8986 [Volume:] 18 [Issue:] 3 [Publisher:] Human Resource Planning Society [Place:] New York [Year:] 1995 [Pages:] 24-33
Verlag: 
Human Resource Planning Society, New York
Zusammenfassung: 
A study was performed to determine whether an "organic" set of competencies might be beneficially derived for a specific managerial population based upon the use of a prior "generic" competency instrument. The organic set differed substantially but was found to be useful as an indicator of performance of the day-to-day operating duties of the managers. The data from the organic instrument were found to be particularly valuable as a thermometer of developmental needs. The study suggests that generic competency instruments might not be consistently interpreted by local users nor commensurate with workplace dimensions. Thus, deployment of off-the-shelf instruments may prove unreliable and invalid without situational customization.
Schlagwörter: 
Competencies
Organic competencies
Human resource planning
Human resource development
Performance evaluation
Leadership development
JEL: 
M10
M12
M14
M50
M51
M53
Dokumentart: 
Article
Dokumentversion: 
Accepted Manuscript (Postprint)
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