This article aims to stimulate debate from management development practitioners on process and outcomes of techniques by outlining a number of aspects of the topic. The various aspects of expectations of job seekers, selection criteria via competence, focused development and the link with total quality management through continuous dialogue are all included. The material is concerned with the process as it affects managerial staff who, throughout Western Europe are becoming more familiar with the competence approach. The debate on managerial competence is, in many aspects, still in its infancy and this article raises some issues, provision for which has not yet been made adequately. Reference is made to an approach, currently being considered for use in a major financial organisation based in the UK.
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