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The start point for any application of competency based management is a competency model / profile that is valid and constructed in a way that it can be easily used to support all intended HR goals (e.g. recruitment, selection, learning, etc.). Establishing a clear competency structure is one of the first and fundamental steps in profile development. ==Competency architecture defined== A competency architecture describes the common rules for defining competencies within the organization. It includes the guiding principles that describe how the profiles will be designed for the entire organization - e.g., the format for displaying the competency profile, content for the profile (e.g. behavioral competencies and technical / professional competencies), core vs. unique competencies, etc.) There are three basic criteria that competency structures in most organizations must meet: # The competency profiles must include the competencies that employees must have, both now and in the future, to ensure that organization can achieve its vision and support its values; # The competency profiles must support all of their intended applications ( e.g., Recruitment/Selection; Learning and Development; Performance Management; Multisource Feedback; Career Development and Succession Management; Human Resources Planning); and # All competency profiles must be easy to use by all stakeholders. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「competency architecture」の詳細全文を読む スポンサード リンク
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