Training And Development WGU C235 UPDATED ACTUAL Questions and
CORRECT Answers
A cluster of related knowledge, skills, and abilities that affects a major part of one's
Competency job; that correlates with performance on the job, that can be measured against well-
accepted standards
is a detailed, behaviorally specific description of the knowledge, skills, abilities and
Competency model
other characteristics (KSAOs) that employees need to be effective in a job
-one definition of a competency is an underlying charcteristic of an individual that is
causally related to superior performance in a job situation
-the underlying characteristic not may be a bit different that KSAO of the individual
such as personality trait or a motive or an interest
Job Competency
-the underlying characteristic may also be come combination of all of theses. The
point is that as organizationas begin to investigate more carefully the causes of
superior performance in a given role, their findings allow for better targeting of
training and development efforts.
Competencies knowledge, skills, self-concepts, traits, motives
knowlege information that a person has in a particular area
Skills behavioral demonstration of expertise
Self-concepts attitudes, values, self image
Traits a general disposition to behave a certain way
Motives recurrent thoughts that drive behavior
Relationships
analytical
Competency Model managemet
leadership
self-management
, -communication and influencing
-interpersonal skills
Competency Model: relationships -teamwork and team building
-customer focus
-cross cultural agility
-problem analysis
-critical thinking
Competency Model: Analytical -decsion making
-innovation
-professional expertise
-delegation and performance management
-project/process management
Competency Model: Management -managing execution
-coaching and developing talent
-managing differences/conflicts
-strategic thinking
-business acumen
Competency Model: leadership -leading courageously
-inspiring others
-integrity, trust, and credibility
-learning agility/development
-initiatitve and risk taking
Competency Model: self managment -drive for results
-adaptability management
-emotional resilience
-Hire New Employees (by using assessments and other selection procedures that
measure the competencies)
-Train Employees ( by creating courses aimed at the development of certain
competencies)
-Evaluate the Performance of employees ( by structuring the appraisal instrument
around competencies)
-Promote employees by using the competenceis (establish promotion criteria)
-Deveop employee careers
Competency Models- What are they good
-manage employee information by using competency to record ad archive
for?
employee skill, training, and job expierence information
Compensate employees by using competency model to structure pay differences
between jobs or to evaluate pay increases
-manage retention of critical skills and reduction in force activities through the
identification and measurement of competencies tied to current and future
organizational objectives
-support organizational chane efforts by developing broad systematic support of
future orientedd competencies
a leadship sytle that is boss-centered and authoritarian
Autocratic leadership
-make decsions without consulting employees
a leadership style that the leader uses the power of their influence and appeal, as
Charismatic Leadership
well as inspiration and empowerment, to achieve change
a leadership style in which leaders truly see themselves as enuine partners and rely
Collobrative Leadership
heavily on the team approach
CORRECT Answers
A cluster of related knowledge, skills, and abilities that affects a major part of one's
Competency job; that correlates with performance on the job, that can be measured against well-
accepted standards
is a detailed, behaviorally specific description of the knowledge, skills, abilities and
Competency model
other characteristics (KSAOs) that employees need to be effective in a job
-one definition of a competency is an underlying charcteristic of an individual that is
causally related to superior performance in a job situation
-the underlying characteristic not may be a bit different that KSAO of the individual
such as personality trait or a motive or an interest
Job Competency
-the underlying characteristic may also be come combination of all of theses. The
point is that as organizationas begin to investigate more carefully the causes of
superior performance in a given role, their findings allow for better targeting of
training and development efforts.
Competencies knowledge, skills, self-concepts, traits, motives
knowlege information that a person has in a particular area
Skills behavioral demonstration of expertise
Self-concepts attitudes, values, self image
Traits a general disposition to behave a certain way
Motives recurrent thoughts that drive behavior
Relationships
analytical
Competency Model managemet
leadership
self-management
, -communication and influencing
-interpersonal skills
Competency Model: relationships -teamwork and team building
-customer focus
-cross cultural agility
-problem analysis
-critical thinking
Competency Model: Analytical -decsion making
-innovation
-professional expertise
-delegation and performance management
-project/process management
Competency Model: Management -managing execution
-coaching and developing talent
-managing differences/conflicts
-strategic thinking
-business acumen
Competency Model: leadership -leading courageously
-inspiring others
-integrity, trust, and credibility
-learning agility/development
-initiatitve and risk taking
Competency Model: self managment -drive for results
-adaptability management
-emotional resilience
-Hire New Employees (by using assessments and other selection procedures that
measure the competencies)
-Train Employees ( by creating courses aimed at the development of certain
competencies)
-Evaluate the Performance of employees ( by structuring the appraisal instrument
around competencies)
-Promote employees by using the competenceis (establish promotion criteria)
-Deveop employee careers
Competency Models- What are they good
-manage employee information by using competency to record ad archive
for?
employee skill, training, and job expierence information
Compensate employees by using competency model to structure pay differences
between jobs or to evaluate pay increases
-manage retention of critical skills and reduction in force activities through the
identification and measurement of competencies tied to current and future
organizational objectives
-support organizational chane efforts by developing broad systematic support of
future orientedd competencies
a leadship sytle that is boss-centered and authoritarian
Autocratic leadership
-make decsions without consulting employees
a leadership style that the leader uses the power of their influence and appeal, as
Charismatic Leadership
well as inspiration and empowerment, to achieve change
a leadership style in which leaders truly see themselves as enuine partners and rely
Collobrative Leadership
heavily on the team approach
