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UMM Home > Career Services > Career Planning & Decision Making > Competencies for the Future

Competencies for the Future

  • Industry or corporation awareness. Understanding the vision, strategy, goals, and culture of an industry or organization; linking human performance improvement interventions to organizational goals.
  • Leadership skills. Knowing how to lead others positively to achieve desired work results.
  • Interpersonal-relationship skills. Working effectively with others to achieve common goals; exercising effective interpersonal influence.
  • Technological literacy. Using existing or new technology and different types of software and hardware, and understanding performance support systems.
  • Problem-solving skills. Closing performance gaps between actualities and ideals; helping others uncover the gaps and use that knowledge to close current and future performance gaps.
  • Problem-definition skills. Detecting performance gaps and helping others find ways to close current and future gaps.
  • Systems thinking and understanding. Identifying the inputs, through-puts, and outputs of a subsystem, system, or supra-system-- and applying that information to improve human performance; realizing the implications of interventions on many parts of an organization, a process, or an individual; taking steps to address the side effects of human performance improvement interventions.
  • Performance understanding. Distinguishing between activities and results; recognizing outcomes.
  • Knowledge of interventions. Demonstrating an understanding of the many ways that human performance can be improved in organizational settings; understanding how to apply specific human performance improvement interventions to close existing or anticipated performance gaps.
  • Business understanding. Knowing how the functions of a business work and relate to each other; knowing the economic impact of business decisions.
  • Organization understanding. Seeing organizations as dynamic, political, economic, and social systems with multiple goals; using that larger perspective as a framework for understanding and influencing events and change.
  • Contracting skills. Organizing, preparing, overseeing, and evaluating work performed by suppliers, contingent workers, and outsourcing agents.
  • Buy-in and advocacy skills. Building ownership or support for change among affected individuals, groups, and other stakeholders.
  • Coping skills. Knowing how to deal with ambiguity and how to handle stress resulting from change and from multiple meanings or possibilities.
  • Ability to see the big picture. Looking beyond details to see over-arching goals and results.
 
 

Outlined by ASTD Models for Human Performance Improvement: Roles, Competencies, and Outputs (ASTD, 1996).