Competence profiling for desired staff motivation and performance

The organizational performance accrues from the performance of individuals. It also presented the outline of a model of competency, and distinguished between competency, competency potential, competency requirements and outcomes. This course builds on this, using empirical research and existing psychological taxonomies in order to develop a comprehensive framework for conceptualizing competency and performance in the work place. The emphasis is on developing a means of organizing the knowledge we have about people and their performance within organizations. One goal of psychological science is to provide theories and tools to assess, predict and shape performance. While there is a long history of research in the behavioral sciences relating to performance at work, an overarching conceptual model is still somewhat lacking. It suggests that the traditional paradigm of personnel psychology is somewhat struggling to accommodate a number of developments in the international business environment and their effects on human resources management. They call for a wider theoretical framework for personnel psychology. It has also lamented the paucity of literature at the interface between personality and occupational psychology, while presenting a broad research model for examining the relationship between personality and work