| Titre | Modèles de gestion des compétences en Europe | |
|---|---|---|
| Auteur | Mmes Annie Hondeghem, Professeur,Belgique, Sylvia Horton, Chargée de cours, Royaume-Uni, et Sarah Scheepers, Chercheuse, Belgique | |
 |
Revue | Revue française d'administration publique |
| Numéro | no 116, mars 2006 Gérer les carrières ? | |
| Rubrique / Thématique | Gérer les carrières ? Les réformes en débat |
|
| Page | 561 | |
| Résumé anglais |
Models of Competency Management in Europe.
In the Human Resources Management (HRM) literature, competency management
ideas are very widespread. In the last decade this new approach to personnel management
has been introduced into the public sector in Europe, although at a different pace in each
country. Competency management is leading to new ways of looking at careers in the
public sector. Traditionally careers have been based on qualifications, examinations and
seniority. In a competency-based system careers are linked to personal skills, attitudes
and behaviours, which are required in the job and people are seen as ‘assets'to be
developed, motivated and used. In this article we first describe the origins of the
competency movement and clarify some conceptual issues. Second, we examine two
examples of different systems of competency-based management : the British senior civil
service and the Belgian federal civil service. Third, we discuss the added value of
competency management (for the public sector) and deal with some problems, which
have been encountered in practice. Source : Éditeur (via Cairn.info) |
|
| Article en ligne | http://www.cairn.info/article.php?ID_ARTICLE=RFAP_116_0561 |
