Employee competence & reward strategys - Read the provided case study Essay

Employee competence & reward strategys - Read the provided case study on UtilityCo then firmness the questions set out in the Project Outline document - Essay ExampleAn individual rear end be said to be competent if he possesses the skills, knowledge and abilities that are necessary to perform a particular task that the individual is accustomed the responsibility of. With such a combination of traits, a individual hind end be able to competently perform a task in any presumptuousness situation or a working environment. In the same respect, one may lose efficacy without losing the skills, abilities or knowledge if the requirements for executing a particular task changes or the working conditions changes (Dickmann, 2008).Competency is alike used as a general term when the requirements of mess in communities and organizations whereby there are requirements for the people to perform various tasks for the community or organization. These can be described by the various requireme nts that organizations get under ones skin put in a particular language for the employees to be considered competent or what educational institutes read put in a specific language for the students to graduate from them. One of the most important aspects of this mental of competence is that it has to be an action competence and this means that the people must show their competence in action (Armstrong, 1999).As far as human resources are concerned, it is more significant to have competence development policies especially for some general competences that an organization is dependent on to run its business. The general competences can be classified into levels and they include the novice whereby a person who can be classified as a novice has the behavior based on the rules of the organization and is very inflexible as strong as very limited. The next level is the experienced beginner whereby this employee has the ability to incorporate aspects from a given situation. The third lev el is the practitioner who is capable of acting consciously in relation to any pertinacious term plans and