Figure 1. A Conceptual Model of Individual CompetenceFollowing Nordhaug (1993), work related competence have been conceptualized at sub-individual unit of analysis, as each individual possesses a number of this. Such conceptualization has several advantages. We can aggregate single competence across individuals and can elaborate concepts such as competence stocks, competence profits, competence configurations, team competence, organizational competence and strategic competence pool. It also helps to suggest the types of competencies that an organization needs for its operations than to talk about the amount of human resources required. This approach clarifies the advanced and specialized competencies required instead of the mere number of employees to be recruited or hired when an organization wants to get its work accomplished. Types of Competence: Numerous classification schemes are available in the competence related literature. Distinction has been made between general and organizational specific knowledge and skill. Competence has also been categorized on the basis of various level of analysis such as organizational competence, occupational competence, management competence, personal competence, general competence, functional competence and any combination of the preceding. (Fletcher, 1997).Katz (1974) provided 3-fold classification by analysing managerial jobs for effective performance. These were:Technical Skills: Knowledge about methods, processes, procedures, techniques for conducting a specialized activity. These include ability to use equipment related to that activity.Interpersonal Skills: These skills incorporate knowledge about human behaviour, interpersonal processes, sensitivity to others, empathy, trust, ability to communicate clearly and effectively, and ability to elicit cooperative relationship with others.Conceptual Skills: These embrace analytical capacity, creativity, and knack for identi...
