Creating a Culture of Competence

Rating:
Summary: Buildining your Culture Competency
Review: In most organizations, changing your culture to a new culture that support your change is the most difficalt that face organization. Adopting compentencies or mismatch the real organization needs may lead to change failure. This book will provide you the tool how to create your needed compentences to your culture change. It provides a very clear guidelines that will assist conultants and management as well to indentify thier direction. So are you in the right direction to create the targeted culture or not? One of the few new books that addresses these issues. I highly recommend this book for organizations who are in the process of a change or going to one. additionaly if you are reviewing your organization change and culture, this would be one of the book that is helpful to you.

Rating:
Summary: Powerful Lever
Review: Michael Zwell has succeeded at presenting a practical, useful tool for corporate transformation for all who choose to put in the effort of following his simple steps. I was impressed by the systematic methodology presented and the visionary implications of the book. It provides guidelines for all interested in getting the most out of their employees from H.R. professionals to Chairmen of the Board.

Rating:
Summary: Promise partially delivered
Review: The book contains numerous bits and pieces of advice, insights, and analyses on how to handle personal competencies, a personfs traits and characteristics that help the individual become successful at performing their jobs. It is particularly useful with the tools and guidelines derived from the authorfs experience in the field of human resource management, i.e. headhunting.

It fails to provide any integrated view of how these ideas can be leveraged to create an organizational competence. For example, there is a very brief discussion of whether competency assessment should be linked to compensation, with a general list of pros and cons, and the answer is, git depends on the organisation.h To adequately deal with this issue, we need at least a minimum understanding of the value of a gculture of competenceh against those of alternative corporate cultures that place less emphasis on personal competencies than on other factors such as management control, cooperation, and competition.

I recommend the book for those seeking a practical understanding of personal competency management, but not for those seeking to gcreate a culture of competence.h The book only partially delivers on its stated promise, but remains useful for the hands-on guidance it contains.

Rating:
Summary: Promise partially delivered
Review: The book contains numerous bits and pieces of advice, insights, and analyses on how to handle personal competencies, a personfs traits and characteristics that help the individual become successful at performing their jobs. It is particularly useful with the tools and guidelines derived from the authorfs experience in the field of human resource management, i.e. headhunting.

It fails to provide any integrated view of how these ideas can be leveraged to create an organizational competence. For example, there is a very brief discussion of whether competency assessment should be linked to compensation, with a general list of pros and cons, and the answer is, git depends on the organisation.h To adequately deal with this issue, we need at least a minimum understanding of the value of a gculture of competenceh against those of alternative corporate cultures that place less emphasis on personal competencies than on other factors such as management control, cooperation, and competition.

I recommend the book for those seeking a practical understanding of personal competency management, but not for those seeking to gcreate a culture of competence.h The book only partially delivers on its stated promise, but remains useful for the hands-on guidance it contains.

Rating:
Summary: Promise partially delivered
Review: The book contains numerous bits and pieces of advice, insights, and analyses on how to handle personal competencies, a personfs traits and characteristics that help the individual become successful at performing their jobs. It is particularly useful with the tools and guidelines derived from the authorfs experience in the field of human resource management, i.e. headhunting.

It fails to provide any integrated view of how these ideas can be leveraged to create an organizational competence. For example, there is a very brief discussion of whether competency assessment should be linked to compensation, with a general list of pros and cons, and the answer is, git depends on the organisation.h To adequately deal with this issue, we need at least a minimum understanding of the value of a gculture of competenceh against those of alternative corporate cultures that place less emphasis on personal competencies than on other factors such as management control, cooperation, and competition.

I recommend the book for those seeking a practical understanding of personal competency management, but not for those seeking to gcreate a culture of competence.h The book only partially delivers on its stated promise, but remains useful for the hands-on guidance it contains.