management, they are helpful in developing generic or meta-competencies. Management development programmes that not are tailor made to the needs of enterprise or particular trade and job may not be very helpful in developing standard technical, technical trade or unique competences.(f) Vocational Training ProgrammesVocational training programmes can be used to develop standard technical competencies and industry level competencies. Engineering colleges and technical institutions provide such kind of training. These institutions train people for particular profession, and many times for specific industries. Vocational training would also include independent learning projects. This may be very useful to certain vocations such as teachers, nurses, computer experts , lawyers where members must update their competence through courses of independent studies, and learning from others experiences.(g) Informal Interaction People learn a lot unconsciously. Example of unconscious learning is socialization processes that all employees experience within an organization. Cognitive maps, models of reality that are commonly shared by the members of the organizations, are predominantly picked up unconsciously. People also learn consciously during informal interactions. Much of on- the job training happens without any formal design thus can be subsumed under this category. Here people observe display of competent performance and pickup the competence. Many times learning happens through informal chatting. Conclusion:Competence is a very critical variable in individual, team and organisational performance. Competence conceptualised at sub-individual level in this paper helps us to visualise competence pool with in a department, group or team, and organiszation. This conceptualisation also helps human resource managers to specify what competencies will be required in future for effective performance rather than the number of heads required .It is furthe...
