Human Resources

Student: Sandra Murillo

UMB
Third Version
Date: October 28th, 2018
Description Of Competencies
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:
Engaging, Motivating, and Developing Employees

Gives a sense of direction and purpose, promoting

an understanding of individual contributions to
corporate objectives and fosters an environment
that motivates and energizes employees to
perform at their best, ensuring they have the
capability, support and tools needed to work to
their full potential.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Influencing with Impact

Engages with others, getting buy-in to

deliver results and skilfully influencing to
build support and enhance credibility.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Meeting Client/Stakeholder Needs

Improves products and services and

introduces efficiencies to maximize results
for clients; examines issues from the clients/
stakeholders perspectives, and then designs
and delivers business solutions that meet
their needs. Clients can be internal or
external.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Applying Business Acumen

Has an understanding of the business

context in which one is operating that
informs planning and decision-making.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Assessing and Managing Risk

Identifies, assesses and manages risk to ensure
excellent outcomes are achieved for its clients and
stakeholders; this involves recognizing when
sufficient information is obtained, considering
available evidence, weighing the consequences of
decisions or strategies in the context of the desired
outcome, and exploring new possibilities to create
even better outcomes.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Fostering a Growth Mindset

Is curious, open-minded, and engaged in one’s own

development to build the skills needed for today and in
the future; recognizes personal strengths and
development needs, taking the necessary steps to
improve current job performance and to meet future
career objectives; at the higher levels, includes a focus
on building capability in others to create an organization
that is nimble and adaptive.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Individual Excellence
Is about individual Personal Performance; Committing to
excellence is possible to all individuals regardless of ability,
age, condition or experience; Committing to excellence is
about identifying areas in your life that need to be developed
and consequently developing these areas to the best of your
ability. It’s about integrating them into your everyday living. It’s
about creating positive, enjoyable and worthwhile habits that
propel you towards your goal. The benefit is that you become a
greater individual.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Behavioral Interview
In a behavioral interview, you will have to
demonstrate your knowledge, skills, and abilities,
collectively known as competencies, by giving
specific examples from your past experiences.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Skills Questions
Are asked to see whether the candidate can put their
knowledge to use. This is the time when you want to
see how a candidate approaches and then implements
their thought process into a project. When asking skills
questions, is possible delve into their communication,
teamwork, reasoning, and analytical skills.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Salary Ranges
Is the range of pay established by employers to
pay to employees performing a particular job or
function. Salary range generally has a minimum
pay rate, a maximum pay rate, and a series of mid-
range opportunities for pay increases.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Salary Structure
Is the structure or details of the salary being
offered in terms of the breakup of the various
components that constitute the compensation.
Salary Structure is the set of parameters that
define the salary.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:
Effort

Physical or mental activity needed to

achieve something.
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Job requirements
Are usually written in form of a list that
contains most important job qualifications,
skills and qualities that a candidate must
possess in order to be able to perform certain
job duties. Job requirements are a crucial part
of both job descriptions and job postings (job
ads).
 CODE: 01 VERSION: Third
COMPANY COMPETENCIE´S DICTIONARY
DATE: October 28th, 2018

COMPEPETENCY:

Job Function

Is the combined list of responsibilities

and competencies that you expect from
a potential employee.
 Cybergraphy
https://www.shastacoe.org/administrative-services-division/human-resources

https://training.unh.edu/pmpbootcamp

https://eppdscrmssa01.blob.core.windows.net/cmhcprodcontainer/sf/project
/cmhc/pdfs/careers/behavioural-competency-dictionary-en.pdf
https://www.cityofdoral.com/all-departments/human-resources/
https://www.thebalancecareers.com/behavioral-interviews-525761