Respond To Colleagues Post - Competency Models In Organizations - Coursework Example

Response April 10, Response One of the post’s ideas is the wide range that competency model covers than does other models, especially traditional approaches. The idea appears valid because according to Schmorrow and Nicholson (2012), generalizability is one of the advantages of competency model. The authors explain that a concept from a competency model can be extended to other application areas for such applications as training, selection, and evaluation. It is however important to note that a competency model requires causal validation for applicability in wide contexts.

A network that links different contexts is necessary in order to extend application of a model from one context to another and this is consistent with the concept of external reliability. This means that the advantage of wide scope application of a model is only applicable when the different environments, in which a model is to be implemented, have some common characteristics and this qualification is necessary for the wide scope applicability of the model to be valid. A competency model for evaluating competency level of senior managers in an organization may for example not be suitable for evaluating recruits for selection because of differences in perceptions towards models and attitudes towards elements of a model that the senior officers may find inferior.

Similarly, a model for evaluating competency of casual workers, especially those who are either illiterate or semi illiterate may not be generalized to a highly literate group. Unless causal validity of a competency model is established between two areas, the model cannot be used in the two areas and this limits the wide scope concept and undermines the advantage over traditional models, unless the advantage is qualified. ReferenceSchmorrow, D. and Nicholson, D. (2012). Advances in design for cross-cultural activities.

Boca Raton, FL: CRC Press.