 Skill
• Ability to accomplish
 Talent
• Inherent ability
•
 Competency
Underline characteristics that give rise to skill accomplishment.
• Knowledge, skill and attitude

:
• Job involvement: Identifying with one’s job.
• Organizational Commitment : Identifying with top management and organization .
• Job satisfaction : Result of the above two and indicates the overall attitude towards job.

 Expectations of significant others and self.
 Linking concept
 Individual
 Team
 Organization
 Different from position

First popularised by Boyatzi (1982) with research on clusters of competencies :
“ A capacity that exists in a person that leads to behaviour that meets the job demands within parameters of organizational environment , and that, in turn brings about desired results .”

 Time Orientation :
• Spends enough time to plan and get the work done .
 Work Orientation :
• Priority of job over other activities.
 People Orientation :
• Disposition towards people in getting the work done

• Organization
Sense of pride and obligation towards the organization . Willing to do anything make the organization successful.
• Top management :
Ability to identify, support and contribute with people responsible at the organization .
This will not change with the change of top management .
• Team Orientation :
Disposal toward work with others in terms to realise organizational goals.

A capacity that exists in a person that leads to behaviour that meets the job demands which brings in desired results beyond knowledge and skill.
Is the sum total of a person’s disposition towards the job seen in his behaviour of job involvement, organizational commitment and overall satisfaction to meet the job requirements and the ability to bring in desired results.

 Co-relation between job involvement and Inrole behaviours.
 Co-relation between job commitment and extra role behaviour.
 Job satisfaction a resultant variable.

• Recognition :
Utilization of my expertise and services by the organization .
• Development :
How well am I growing with the organization .
• Benefits:
My personal gains out of my work in this organization .

• In-role behaviour :
 What an employee does in his role.
 Activities carried out as part of the description.
• Extra –role behaviour :
 What an employee does beyond his role.
 Activities are not part of his job specification.

• Inadequate Role competencies –Two options :
 Development competencies with a time frame.
 Quit the role.
• No option other than to perform .
• HRD function to ensure competencies in each role.