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Recruiting and Assessing Employees- Competence, Contribution, Commitment

Updated on May 6, 2016

Introduction

A business and manager are responsible for choosing, employing and reviewing the staff involved in a business. Their choices will impact the business, either positively or negatively. Each manager has a set of basic requirements that an employee should have to fulfill their duties. However, many people easily meet these requirements, thus a manager has to consider other aspects that will separate a top employee from an average one. The manager considers three main aspects during the recruitment and assessment processes of employees. These factors are; competence, commitment, and contribution. O’Malley believed that employees tended to portray these attributes when they had established a relationship with their managers. This article will assess the importance of choosing employees that display these characteristics and how this creates an organization that has shared values and ethics.


What Is Competency?

Firstly, what is competency? In a business environment, it is the set of skills, traits and knowledge that employees should have to perform their jobs in the most effective manner possible. There are a host of factors that contribute towards employee competence. It is clear that different jobs in different organizations, and different positions will differ in the competencies required. However, there is few foundational competency skills that apply to almost all businesses in all sectors. These are the skills that managers look for in their employees.

Intellectual Competence

The first fundamental skill involved in competency is intellectual competence. It is the knowledge, background or expertise needed for an employee to perform their job. E.g. A writer needs to have excellent grammar and vocabulary skills.

Interpersonal Competence

The second factor is interpersonal competency. These are the skills that an employee needs in order to get along with their co-workers and customers. It is very rare that an employee will not have to communicate with others. Interpersonal competency involves skills such as; teamwork, customer service interactions, listen without arguing, respecting others opinions and basic social etiquette's.

Leadership Competence

The third aspect is leadership competency. Although employees may not be in direct control as managers are, they must still portray leadership qualities. This will prove crucial in a situation that requires team work. Additionally, it may assist in convincing co-workers to perform more efficiently. The skills required are; command clear direction of a team, supply effective feedback, draw up evaluation profiles of acquaintances and motivating fellow employees and those around them.

Organizational Competence

Organizational competency is the ability of an employee to provide a structural arrangement to work related tasks. This includes; following deadlines, drawing up schedules, delegating work in a team, planning, and implementing. These skills are important in order for employees to work optimally and efficiently. This type of competency is crucial in any environment including school, college, or at home, thus it applies to all jobs in all positions in all businesses.

Self-Management Competence

Self-management is probably the most importance competency of all. Employees need to have a sense of self-motivation, ethics, and drive. This will allow them to attain personal aims as well as business goals. The skills required for self-management include; reflecting on one’s own work, planning and carrying out one’s task without guidance and being adaptive during dynamic circumstances in the workplace. This factor leads to the major characteristic of commitment.

What Is Commitment?

Managers and business often assess and choose employees based on a commitment attribute. Commitment can be defined and portrayed in many ways within a business. Employees may be committed towards a common goal. This means that employees will form a connection to a business goal. This is regardless of where and how this goal originated. That is why it is critical to hire employees that believe in what the manager and business are striving towards. An employee could be committed to an organization. Often employees tend to show loyalty towards a certain brand or business. It is a psychological state that is a result of past experiences. The result being that employee will be less likely to resign or leave the business. Another psychological state wherein an employee becomes bound to a job is yet another form of commitment. For example, doctors often work until old age as they have such a strong connection to their profession. This most obvious form of commitment is an employee’s attitude towards their physical tasks and work on an everyday basis.

There are three distinct forms of commitment, namely; affective, normative, and continuance commitment. These forms consist of different consequences as well as different causes.

Affective Commitment

Affective commitment defines the affection that employees have for the business that they work for. This type often arises from an employee relating to the business in relation to values, beliefs, and ethos. For example, a business that carries out pet charity programs might cause pet loving employees to become affectively committed to it. These employees often act as promoters of the business and develop into great marketing assets as well.

Normative Commitment

Normative commitment is a bit of an abstract form of commitment. In this scenario, an employee stays at a business because they would feel guilty for leaving it. They believe that they have an important role in the business and that their absence would create a void that their co-workers will not be able to fill. This is most common in a military setup as soldiers feel like they are letting their fellow soldiers down.

Continuance Commitment

Continuance commitment is a form that is more out of need than want. It is when an employee feels the need to stay at a business due to lack of job alternatives. Another reason could be that employees are forced to stay with that organisation due contracts of no-compete. This type of commitment actually has a negative effect on the business as employees grow dissatisfied and do not perform their tasks correctly

Contribution

The third quality that a manager uses to assess his/her employees is employee contribution. Contribution differs from commitment in that commitment is employees that are committed to the business and what that business stands for. Contribution on the other hand is the employee’s commitment towards their work. It is defined as the way and amount in which an employee can add value to a business through his/her work. A manager can assess this quality by looking at aspects such as; effort put into their work, time spent on their work, level of interest shown in their work, and the extra energy an employee puts in to develop the business without any personal gain.

Conclusion

In conclusion, the above three characteristics are all assessed by the manager when hiring and reviewing an employee’s performance. The manager can help his/her employees develop and improve these qualities by displaying these qualities in his/her own work. A manager should try to establish a relationship with the employees as many theorists and researchers have shown that a good relationship between the two will further employee commitment, competence and contribution. This is due to the fact that employees feel a lot better when they are involved in the business and they feel like they can fit. Think about it in another way. A person will become committed to another person when they have shared values and personalities. The same is true for a business. Managers must hire employees who all have similar values thus causing them to become committed to the organisation.

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