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By Podufalov N. D.

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The hypothesis the organizations are implicitly putting forward is that the higher the competency level of the employees, the better the performance will be. The model presented in this chapter serves to increase the understanding of competencies within organizational settings. , selection, career planning, training, etc). There are four vital advantages of adopting an ongoing competency management program in organizations: (1) adopting a competency approach provides a pool of specific behaviors that have been shown to have an impact in the effectiveness of numerous organizations; (2) it gives not only a list of behaviors but also a comprehensive structure for mapping these behaviors; (3) it provides a unified language to be used across departments and throughout the entire organization; and (4) it serves to assist training and development strategies by focusing on the improvement areas of the individuals in relationship with the competencies that are relevant for achieving job and organizational objectives.

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Salovey, P. (2006). Measuring emotional intelligence with the Mayer-SaloveyCaruso Emotional Intelligence Test (MSCEIT). ), 34–41. Caruso, D. (2003). Defining the inkblot called emotional intelligence. org Ciarrochi, J. , Chan, A. Y. , & Caputi, P. (2000). A critical evaluation of the emotional intelligence construct. Personality and Individual Differences, 28, 539–561. Costa, P. , & McCrae, R. R. (1992). Normal personality assessment in clinical practice: The NEO personality inventory. Psychological Assessment, 4, 5–13.

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