{"id":31389,"date":"2019-10-31T21:40:59","date_gmt":"2019-10-31T18:40:59","guid":{"rendered":"https:\/\/prohoster.info\/blog\/upravlenie-znaniyami-cherez-modeli-kompetentsij\/"},"modified":"2019-10-31T21:40:59","modified_gmt":"2019-10-31T18:40:59","slug":"upravlenie-znaniyami-cherez-modeli-kompetentsij","status":"publish","type":"post","link":"https:\/\/prohoster.info\/ro\/blog\/news\/upravlenie-znaniyami-cherez-modeli-kompetentsij","title":{"rendered":"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>\u201eMatrix\u201d - filmul fra\u021bilor Wachowski - este plin de semnifica\u021bii: filosofice, religioase \u0219i culturale, iar uneori se g\u0103sesc <noindex><a rel=\"nofollow\" href=\"https:\/\/www.ivi.ru\/titr\/motor\/conspiracy\">teorii ale conspira\u021biei<\/a><\/noindex>. Exist\u0103 \u0219i o alt\u0103 semnifica\u021bie - de echip\u0103. \u00cen echip\u0103 exist\u0103 un lider experimentat \u0219i un specialist t\u00e2n\u0103r, care trebuie instruit rapid, integrat \u00een echip\u0103 \u0219i trimis s\u0103 \u00eendeplineasc\u0103 o sarcin\u0103. Da, exist\u0103 o specificitate cu treninguri din piele \u0219i ochelari de soare \u00een interior, dar \u00een rest, filmul este despre munca \u00een echip\u0103 \u0219i cuno\u0219tin\u021be.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/58d84ea59e65b4fcb2ffc32d159b6719.jpg\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\n\u00cen exemplul \u201eMatrix\u201d, voi explica de ce este important s\u0103 gestion\u0103m cuno\u0219tin\u021bele \u00een echip\u0103, cum s\u0103 integr\u0103m gestionarea acestora \u00een fluxul de lucru, ce \u00eenseamn\u0103 \u201ecompeten\u021b\u0103\u201d \u0219i \u201emodele de competen\u021be\u201d, cum s\u0103 evalu\u0103m expertiza \u0219i s\u0103 transmitem experien\u021ba. De asemenea, voi analiza cazuri: plecarea unui angajat valoros, dorin\u021ba de a c\u00e2\u0219tiga mai mult, gestionarea cuno\u0219tin\u021belor \u00een procesul de dezvoltare.<br \/>\n<noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><br \/>\n<center><div class=\"youtube-placeholder\" data-id=\"EvOp1dHLxkk\" onclick=\"loadVideo(this)\">\r\n        <img decoding=\"async\" src=\"https:\/\/img.youtube.com\/vi\/EvOp1dHLxkk\/hqdefault.jpg\" alt=\"Reda\u021bi video\" loading=\"lazy\" width=\"480\" height=\"360\" style=\"width:100%;height:auto;\">\r\n        <div class=\"play-button\"><\/div>\r\n    <\/div><\/center><\/p>\n<p>Liderii de echip\u0103 sunt \u00eengrijora\u021bi de diferite \u00eentreb\u0103ri. <strong>Cum s\u0103 construie\u0219ti o super echip\u0103 mai repede \u0219i de calitate?<\/strong> Se pare c\u0103 sunt bugete disponibile, \u0219i proiecte, dar oamenii nu sunt sau \u00eenva\u021b\u0103 \u00eencet. <strong>Cum s\u0103 nu pierzi cuno\u0219tin\u021bele valoroase? <\/strong>Oamenii uneori pleac\u0103 sau conducerea vine \u0219i spune: \u201eTrebuie s\u0103 reducem 10% din angaja\u021bi. Dar f\u0103r\u0103 s\u0103 se rup\u0103 nimic!\u201d <strong>Va fi la <noindex><a rel=\"nofollow\" href=\"https:\/\/knowledgeconf.ru\/2019\">KnowledgeConf<\/a><\/noindex> afterparty?<\/strong> La toate aceste \u00eentreb\u0103ri r\u0103spunde o disciplin\u0103 - gestionarea cuno\u0219tin\u021belor.<\/p>\n<h2>Gestionarea cuno\u0219tin\u021belor este cheia r\u0103spunsurilor<\/h2>\n<p>\nCu siguran\u021b\u0103 ave\u021bi experien\u021b\u0103 \u00een a cre\u0219te o echip\u0103 sau \u00een a concedia oameni, dar nu ave\u021bi experien\u021b\u0103 \u00een a organiza petreceri dup\u0103 conferin\u021be. Ve\u021bi \u00eentreba, care este asem\u0103narea? \u00cen con\u0219tien\u021ba ac\u021biunilor.<\/p>\n<p>Am abordat mai con\u0219tient \u00eentrebarea despre cum s\u0103 lucr\u0103m cu oamenii, dup\u0103 ce HR a spus:<\/p>\n<p><i> \u201e\u00ce\u021bi trebuie dezvoltatori seniori, dar s\u0103 angaj\u0103m juniori, iar seniorii \u00eei vei cre\u0219te tu?\u201d<br \/>\n<\/i><br \/>\n<strong>C\u00e2t timp va dura s\u0103 transformi un junior \u00een senior?<\/strong> 2 ani, 5 ani, 25? \u0218i c\u00e2t dureaz\u0103 s\u0103 dezvol\u021bi un site pentru conferin\u021b\u0103? <noindex><a rel=\"nofollow\" href=\"https:\/\/knowledgeconf.ru\/2019\">KnowledgeConf<\/a><\/noindex>? \u041d\u0430\u0432\u0435\u0440\u043d\u043e\u0435, \u043d\u0435 \u0431\u043e\u043b\u044c\u0448\u0435 \u043f\u0430\u0440\u044b-\u0442\u0440\u043e\u0439\u043a\u0438 \u043c\u0435\u0441\u044f\u0446\u0435\u0432. \u041f\u043e\u043b\u0443\u0447\u0430\u0435\u0442\u0441\u044f, \u0447\u0442\u043e \u043c\u044b, \u0440\u0430\u0437\u0440\u0430\u0431\u043e\u0442\u0447\u0438\u043a\u0438, \u0443\u043c\u0435\u0435\u043c \u043e\u0446\u0435\u043d\u0438\u0432\u0430\u0442\u044c \u0444\u0438\u0447\u0438: \u0432\u043b\u0430\u0434\u0435\u0435\u043c \u043f\u0440\u0430\u043a\u0442\u0438\u043a\u043e\u0439 \u0434\u0435\u043a\u043e\u043c\u043f\u043e\u0437\u0438\u0446\u0438\u0438 \u043f\u0440\u043e\u0433\u0440\u0430\u043c\u043c\u043d\u044b\u0445 \u0441\u0438\u0441\u0442\u0435\u043c. \u0410 \u043a\u0430\u043a \u0434\u0435\u043a\u043e\u043c\u043f\u043e\u0437\u0438\u0440\u043e\u0432\u0430\u0442\u044c \u043b\u044e\u0434\u0435\u0439, \u043d\u0435 \u0437\u043d\u0430\u0435\u043c.<\/p>\n<p><strong>Oamenii pot fi, de asemenea, decompu\u0219i<\/strong>. Fiecare dintre noi poate fi digitalizat \u0219i descompus \u00een \u201eatomi\u201d de cuno\u0219tin\u021be, abilit\u0103\u021bi \u0219i competen\u021be. Este u\u0219or de demonstrat cu ajutorul unei istorii din \u201eMatrix\u201d - un film care are deja 20 de ani.<\/p>\n<h2>Bun venit \u00een Matrix<\/h2>\n<p>\nPentru cei care nu au v\u0103zut sau au uitat, o scurt\u0103 prezentare canonic\u0103 a intrigii. Cunoa\u0219te\u021bi personajele.<\/p>\n<p>Personajul principal - Morpheus. Acest tip st\u0103p\u00e2nea diferite stiluri de arte mar\u021biale \u0219i oferea oamenilor pastile.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/a56cd84354d1426afa638ff9f31c7c2a.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>O femeie ciudat\u0103, Pythia, are biscui\u021bi \u0219i este un oracol. Dar acum \u00een Rusia e moda importului de substitu\u021bie, deci \u2014 proroci\u021b\u0103. Pythia era cunoscut\u0103 pentru faptul c\u0103 r\u0103spundea la \u00eentreb\u0103ri cu fraze ambigue.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/9db4297e787287d6967428e905575a60.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>Doi bodyguarzi \u0219i membri ai echipei \u2014 Neo \u0219i Trinity.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/56e6300d0dd4f46e9df2e8723d392eee.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>Odat\u0103, Morpheus a fost prins cu pastile \u0219i a fost dus de agentul de securitate Smith, cu apelativul \u201eElf\u201d. Trinity \u0219i Neo s-au apucat s\u0103-l salveze pe Morpheus din \u00eenchisoare. Nu \u0219tiau cum s\u0103 fac\u0103 asta, a\u0219a c\u0103 au decis s\u0103 \u00eentrebe o persoan\u0103 de\u0219teapt\u0103. S-au dus la Pythia:<\/p>\n<p><em>N: \u2014 Cum putem s\u0103-l salv\u0103m pe Morpheus?<\/em><\/p>\n<p><em>P: \u2014 Ce ave\u021bi pentru asta, ce \u0219ti\u021bi s\u0103 face\u021bi?<\/em><\/p>\n<p>Pentru a rezolva problema, sunt necesare anumite abilit\u0103\u021bi sau competen\u021be \u2014 <strong>capacitatea de a rezolva un anumit tip de probleme<\/strong>. Ce competen\u021be are nevoie echipa pentru a-\u0219i atinge obiectivele?<\/p>\n<h2>Competen\u021b\u0103<\/h2>\n<p>\nFiecare dintre noi de\u021bine un num\u0103r mare de competen\u021be, fiecare dintre ele fiind o combina\u021bie de trei componente.<\/p>\n<blockquote><p>Competen\u021ba este cuno\u0219tin\u021be, abilit\u0103\u021bi \u0219i caracter.<\/p><\/blockquote>\n<p>\nPrimele dou\u0103 componente sunt <strong>abilit\u0103\u021bile noastre sau Hard Skills<\/strong>. \u0218tim \u0219i putem ceva \u2014 unul \u0219tie cum s\u0103 ajung\u0103 din Sankt Petersburg la Moscova, altul \u0219tie de ce c\u0103minele sunt rotunde. De asemenea, exist\u0103 abilit\u0103\u021bi practice, cum ar fi tastarea rapid\u0103 sau utilizarea unui clicker. Fiecare dintre noi are <strong>tr\u0103s\u0103turi de caracter \u2014 acestea sunt Soft Skills<\/strong>. Toate \u00eempreun\u0103 constituie competen\u021bele. Neo \u0219i Trinity au propriile lor competen\u021be: Neo putea s\u0103 zboare, iar Trinity \u021bintuia bine.<\/p>\n<blockquote><p>Setul de competen\u021be permite ac\u021biuni mai con\u0219tiente, competente \u0219i de succes.<\/p><\/blockquote>\n<p><\/p>\n<h2>Modelul competen\u021belor<\/h2>\n<p>\nS\u0103 lu\u0103m ca exemplu dezvoltatorii, din ce este compus modelul competen\u021belor.<\/p>\n<p><strong>Practici \u0219i instrumente. <\/strong>Pentru a programa, trebuie s\u0103 \u0219tii cel pu\u021bin un limbaj de programare, principiile de construire a sistemelor complexe, s\u0103 po\u021bi testa. De asemenea, \u0219tim s\u0103 utiliz\u0103m diferite instrumente de dezvoltare \u2014 sisteme de control al versiunilor, IDE-uri, suntem familiariza\u021bi cu practicile de management \u2014 Scrum sau Kanban.<\/p>\n<p><strong>Personalul \u0219i lucrul cu acesta<\/strong>. Aceste competen\u021be sunt legate de formarea echipei \u0219i de munc\u0103 \u00een ea, de feedback \u0219i motiva\u021bia angaja\u021bilor.<\/p>\n<p><strong>Domeniul de activitate<\/strong>. Acestea sunt cuno\u0219tin\u021be \u0219i abilit\u0103\u021bi \u00eentr-un domeniu specific. Fiecare are propriul s\u0103u, mare sau mic: fintech, retail, blockchain sau educa\u021bie etc.<\/p>\n<p>S\u0103 ne \u00eentoarcem la \u201eMatrix\u201d. Toate competen\u021bele din echipa lui Neo \u0219i Trinity r\u0103spund la trei \u00eentreb\u0103ri simple: <strong>ce facem, cum facem <\/strong>\u0219i <strong>cine face<\/strong>. C\u00e2nd Pythia le-a spus lui Neo \u0219i Trinity despre asta, ei au observat pe bun\u0103 dreptate: \u201eO poveste interesant\u0103, dar nu \u00een\u021belegem deloc cum s\u0103 construim modelul competen\u021belor noastre\u201d.<\/p>\n<h2>Cum s\u0103 construie\u0219ti un model de competen\u021be<\/h2>\n<p>\nDac\u0103 dore\u0219ti s\u0103 construie\u0219ti un model de competen\u021be pentru a-l folosi ulterior \u00een activitatea ta \u2014 \u00eencepe prin a \u00een\u021belege ce faci.<\/p>\n<blockquote><p>Creeaz\u0103 modelul de la procese. Pas cu pas, decompune ce abilit\u0103\u021bi, cuno\u0219tin\u021be \u0219i competen\u021be sunt necesare pentru a \u00eendeplini fiecare etap\u0103 a muncii tale.\n<\/p><\/blockquote>\n<p><\/p>\n<h3>Ce este necesar pentru finalizarea cu succes a procesului<\/h3>\n<p>\nCompeten\u021bele necesare lui Neo \u0219i Trinity pentru a-l elibera pe Morpheus includeau abilit\u0103\u021bi de tir, acroba\u021bii, salturi \u0219i b\u0103t\u0103i ale gardienilor cu diferite obiecte. Apoi, au avut nevoie s\u0103 \u00een\u021beleag\u0103 \u00eencotro s\u0103 mearg\u0103 \u2014 abilitatea de orientare \u00een cl\u0103dire \u0219i utilizarea liftului. La final, le-a fost de folos pilotarea unui elicopter, tragerea cu mitraliera \u0219i utilizarea unei fr\u00e2nghii. Pas cu pas, Neo \u0219i Trinity au definit abilit\u0103\u021bile necesare \u0219i au construit un model de competen\u021be.<\/p>\n<blockquote><p>\u00centreaga activitate se descompune \u00een cuno\u0219tin\u021be \u0219i abilit\u0103\u021bi necesare pentru a rezolva o sarcin\u0103 specific\u0103.<\/p><\/blockquote>\n<p>\nDar este suficient doar modelul pentru a-l folosi \u00een gestionarea cuno\u0219tin\u021belor? Desigur c\u0103 nu. Lista de abilit\u0103\u021bi necesare este un subiect lipsit de valoare. Chiar \u0219i \u00een CV.<\/p>\n<p>Pentru a \u00een\u021belege cum s\u0103 gestionezi mai bine cuno\u0219tin\u021bele, trebuie <strong>s\u0103 \u00een\u021belegi nivelul acestor cuno\u0219tin\u021be \u00een echipa ta<\/strong>.<\/p>\n<h3>Evaluarea nivelului de cuno\u0219tin\u021be<\/h3>\n<p>\nPentru a decide cine va face ce \u00een timpul opera\u021biunii de salvare, Neo \u0219i Trinity trebuie s\u0103 \u00een\u021beleag\u0103 cine st\u0103p\u00e2ne\u0219te cel mai bine ce abilit\u0103\u021bi.<\/p>\n<p><strong>Pentru evaluare se poate folosi orice sistem<\/strong>. M\u0103soar\u0103 chiar \u0219i \u00een elefan\u021bi roz, doar s\u0103 fie un singur sistem. Dac\u0103 \u00een echipa unor angaja\u021bi evaluezi \u00een boa\u021bii, iar \u00een cea a altora \u00een papagali, va fi greu s\u0103-i compari \u00eentre ei. Chiar \u0219i cu coeficientul x38.<\/p>\n<blockquote><p>G\u00e2nde\u0219te-te la un sistem unic de evaluare.<\/p><\/blockquote>\n<p>\nCel mai simplu sistem este cel cunoscut din \u0219coal\u0103 \u2014 evaluarea de la 0 la 5. Zero \u00eenseamn\u0103 zero total \u2014 ce altceva ar putea s\u0103 \u00eensemne? Cinci \u2014 persoana poate s\u0103 \u00eenve\u021be pe al\u021bii ceva. De exemplu, eu pot s\u0103 \u00eenv\u0103\u021b construirea modelului de competen\u021be \u2014 am cinci. \u00centre aceste valori se afl\u0103 alte etape: am fost la conferin\u021be, am citit o carte, practic destul de des.<\/p>\n<p>Pot exista alte sisteme de evaluare. Pute\u021bi alege o op\u021biune mai simpl\u0103.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/6579a2ac9163485072a7a08ffa6150e4.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>Aici sunt doar 4 variante, greu de confundat.<\/p>\n<ul>\n<li><strong>F\u0103r\u0103 cuno\u0219tin\u021be, f\u0103r\u0103 practic\u0103<\/strong> \u2014 acesta nu este omul nostru, cu siguran\u021b\u0103 nu va \u00eemp\u0103rt\u0103\u0219i cuno\u0219tin\u021bele sale.<\/li>\n<li><strong>Exist\u0103 cuno\u0219tin\u021be \u0219i practic\u0103<\/strong> \u2014 ar putea s\u0103 \u00eemp\u0103rt\u0103\u0219easc\u0103 cuno\u0219tin\u021bele. \u00cel lu\u0103m!<\/li>\n<li>Dou\u0103 puncte intermediare \u2014 trebuie s\u0103 ne g\u00e2ndim unde s\u0103 aplic\u0103m persoana.<\/li>\n<\/ul>\n<p>\nSe poate complica. M\u0103sur\u0103m ad\u00e2ncimea \u0219i l\u0103\u021bimea, a\u0219a cum facem \u00een Cloveri.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/141bee1b7ba020587851477af1d22aed.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>Ne-am decis asupra scalei? Dar cum se evalueaz\u0103 nivelul competen\u021belor pe care le de\u021bine\u021bi sau echipa dvs.?<\/p>\n<h3>Metode obi\u0219nuite de evaluare<\/h3>\n<p>\n<strong>Autoevaluare<\/strong>. Cea mai simpl\u0103 metod\u0103 a fost inventat\u0103 de Neo. El a spus: \u201e\u0218tiu kung fu!\u201d, \u0219i mul\u021bi au crezut \u2014 dac\u0103 a spus, \u00eenseamn\u0103 c\u0103 \u0219tie \u2014 totu\u0219i alesul.<\/p>\n<p>Metoda autoevalu\u0103rii func\u021bioneaz\u0103, dar sunt ni\u0219te nuan\u021be. Angajatul poate fi rugat s\u0103-\u0219i evalueze c\u00e2t de bine st\u0103 cu o anumit\u0103 abilitate. Dar de fiecare dat\u0103 c\u00e2nd apare influen\u021ba acestei evalu\u0103ri asupra a ceva monetar \u2014 <strong>nivelul cuno\u0219tin\u021belor cumva cre\u0219te. <\/strong>Zdup! \u0218i to\u021bi sunt exper\u021bi. De aceea, de \u00eendat\u0103 ce evaluarea implic\u0103 bani, \u00eendep\u0103rta\u021bi imediat autoevaluarea.<\/p>\n<p>A doua nuan\u021b\u0103 \u2014 <strong>efectul Dunning-Kruger<\/strong>.<\/p>\n<blockquote><p>Incompeten\u021bii nu \u00ee\u0219i \u00een\u021beleg incompeten\u021ba din cauza incompeten\u021bei lor.<\/p><\/blockquote>\n<p>\n<strong>Interviuri cu exper\u021bi. <\/strong>Suntem chema\u021bi \u00een companii pentru a evalua nivelul angaja\u021bilor, pentru a dezvolta ulterior planuri de dezvoltare. Angaja\u021bii completeaz\u0103 auto-chestionare despre propriile lor <noindex><a rel=\"nofollow\" href=\"https:\/\/cloveri.com\/start\">competen\u021be<\/a><\/noindex>, ne uit\u0103m la ele: \u201eSuper, \u00eenc\u0103 un expert, acum vom discuta.\u201d Dar \u00een timpul conversa\u021biei, persoana \u00eenceteaz\u0103 rapid s\u0103 mai par\u0103 expert. Cel mai adesea, aceast\u0103 situa\u021bie apare cu juniorii, uneori cu mijlociile. Numai la un anumit nivel de dezvoltare a specialistului se poate avea \u00eencredere \u00een autoevaluare.<\/p>\n<p>C\u00e2nd Neo a spus c\u0103 \u0219tie kung fu, Morpheus a propus s\u0103 verifice, al cui kung fu este mai bun <strong>\u00een practic\u0103. <\/strong>A fost imediat clar \u2014 Neo doar pe cuvinte Bruce Lee sau \u00een realitate.<\/p>\n<p>Practica este cea mai complex\u0103 metod\u0103. Determinarea nivelului de st\u0103p\u00e2nire a competen\u021bei prin cazuri practice este mai complex\u0103 \u0219i mai lung\u0103 dec\u00e2t interviurile. De exemplu, am participat la concursul \u201eLiderii Rusiei\u201d \u0219i \u00een total am fost evalua\u021bi timp de 5 zile pentru a determina nivelul pe 10 competen\u021be.<\/p>\n<p>Dezvoltarea cazurilor practice este costisitoare, a\u0219a c\u0103 de obicei se limiteaz\u0103 la primele dou\u0103 metode: <strong>autoevaluare <\/strong>\u0219i <strong>interviuri cu exper\u021bi<\/strong>Ace\u0219tia pot fi exper\u021bi externi sau membri ai echipei tale. Fiecare participant din echip\u0103 este expert \u00eentr-un anumit domeniu.<\/p>\n<h3>Matri\u021ba competen\u021belor<\/h3>\n<p>\nA\u0219adar, c\u00e2nd Neo \u0219i Trinity s-au preg\u0103tit s\u0103-l salveze pe Morpheus, mai \u00eent\u00e2i au stabilit ce competen\u021be sunt necesare pentru desf\u0103\u0219urarea procesului de munc\u0103. Apoi, s-au evaluat reciproc \u0219i au decis c\u0103 Neo va fi cel care va trage. Trinity \u00eel va ajuta la \u00eenceput, dar apoi va conduce elicopterul, pentru c\u0103 Neo nu se \u00een\u021belege bine cu elicopterele.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/aea49ec62a972b7d04dc3c2b92d8ef79.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<blockquote><p>Modelul \u00eempreun\u0103 cu evalu\u0103rile ne ofer\u0103 matri\u021ba competen\u021belor.<\/p><\/blockquote>\n<p>\nAstfel, gestionarea corect\u0103 a cuno\u0219tin\u021belor i-a condus pe Neo \u0219i Trinity la victorie, iar ei l-au salvat pe Morpheus.<\/p>\n<h2>Cum s\u0103 gestion\u0103m folosind modele<\/h2>\n<p>\nPovestea despre b\u0103ie\u021bii \u00een ochelari \u0219i pantaloni de piele este interesant\u0103, dar ce leg\u0103tur\u0103 are cu dezvoltarea? S\u0103 trecem la cazuri de aplicare \u00een via\u021ba real\u0103 a modelului de competen\u021be, construit pe baza proceselor voastre.<\/p>\n<h3>Selectare<\/h3>\n<p>\nOricine care se adreseaz\u0103 HR-ului pentru a angaja un nou angajat aude \u00eentrebarea: \u201ePe cine ai nevoie?\u201d. Pentru un r\u0103spuns rapid, lu\u0103m descrierea postului persoanei anterioare \u0219i trimitem s\u0103 g\u0103sim o persoan\u0103 similar\u0103. Este corect s\u0103 facem asta? Nu.<\/p>\n<p><strong>Sarcina liderului este de a reduce num\u0103rul de puncte \u00eenguste din echip\u0103<\/strong>. Cu c\u00e2t ai mai pu\u021bine competen\u021be detinute doar de o singur\u0103 persoan\u0103, cu at\u00e2t mai bine pentru echip\u0103. Mai pu\u021bine puncte \u00eenguste = o capacitate mai mare a echipei = munca avanseaz\u0103 mai repede. A\u0219adar, atunci c\u00e2nd cau\u021bi o persoan\u0103, folose\u0219te matri\u021ba competen\u021belor.<\/p>\n<blockquote><p>Criteriul principal \u00een procesul de selec\u021bie este ce abilit\u0103\u021bi necesare echipei tale po\u021bi completa cu aceast\u0103 persoan\u0103.<\/p><\/blockquote>\n<p>\nAstfel, vei cre\u0219te capacitatea echipei tale.<\/p>\n<p>\u00centrebarea principal\u0103 la care trebuie s\u0103 r\u0103spunzi atunci c\u00e2nd creezi un nou post: <strong>\u201ePe cine <em>de fapt<\/em> avem nevoie?\u201d<\/strong> R\u0103spunsul evident nu este \u00eentotdeauna corect. C\u00e2nd spunem c\u0103 avem probleme cu performan\u021ba sistemului, este obligatoriu s\u0103 angaj\u0103m un arhitect pentru a rezolva problema? Nu, uneori este suficient s\u0103 cump\u0103r\u0103m \u0219i s\u0103 configur\u0103m un \u201ehardware\u201d. \u0218i acestea sunt complet alte abilit\u0103\u021bi.<\/p>\n<h3>Adaptare<\/h3>\n<p>\nCum s\u0103 adaptezi mai repede speciali\u0219tii care au venit recent \u00een echip\u0103 \u0219i sunt \u00eenc\u0103 \u00een perioada de prob\u0103? E bine s\u0103 ai o baz\u0103 de cuno\u0219tin\u021be, iar c\u00e2nd aceasta este actualizat\u0103 \u2014 este perfect. Dar exist\u0103 un detaliu. Acesta se leag\u0103 de faptul c\u0103 o persoan\u0103 \u00eenva\u021b\u0103 \u00een trei moduri.<\/p>\n<ul>\n<li><strong>Prin teorie<\/strong> \u2014 cite\u0219te c\u0103r\u021bi, articole pe Habr, particip\u0103 la conferin\u021be.<\/li>\n<li><strong>Prin observa\u021bie<\/strong>\u00cen esen\u021b\u0103, suntem animale sociale \u2014 prima maimu\u021b\u0103 a luat un b\u0103\u021b \u0219i a lovit-o pe a doua, iar a treia a organizat un curs intitulat \u201e\u0218apte metode eficiente de utilizare a b\u0103\u021bului\u201d. A\u0219adar, observarea altora este o modalitate obi\u0219nuit\u0103 de a \u00eenv\u0103\u021ba.<\/li>\n<li><strong>Prin practic\u0103.<\/strong> Cercet\u0103torii care se ocup\u0103 cu sistemele cognitive spun c\u0103 prima metod\u0103 este bun\u0103, a doua remarcabil\u0103, dar cea mai eficient\u0103 este prin practic\u0103. F\u0103r\u0103 practic\u0103, adaptarea decurge mai lent.<\/li>\n<\/ul>\n<p>\nPractica? S\u0103 arunc\u0103m omul direct \u00een lupt\u0103? Dar singur nu va reu\u0219i. <br \/>\n De aceea, de obicei, \u00eei d\u0103m un mentor. Uneori, acest lucru nu func\u021bioneaz\u0103:<\/p>\n<p><em> \u2014 Am o mul\u021bime de treburi personale, iar acum mi-au mai pus \u0219i asta \u00een spate. Tu e\u0219ti team leader, e\u0219ti pl\u0103tit pentru asta, ocup\u0103-te singur de el!<\/em><\/p>\n<p>Prin urmare, varianta pe care o aplic\u0103m \u00een construirea planului de dezvoltare a echipei este <strong>multe mentorate diferite pentru diferite abilit\u0103\u021bi.<\/strong>Un expert \u00een prototipare \u00eel ajut\u0103 pe frontender \u00een crearea prototipurilor, un expert \u00een testare \u00eel \u00eenva\u021b\u0103 s\u0103 scrie teste sau cel pu\u021bin \u00eei arat\u0103 ce face de obicei, cu ce instrumente \u0219i liste de verificare.<\/p>\n<blockquote><p>Micro-\u00eenv\u0103\u021barea \u0219i mentoratul din partea unui num\u0103r mare de speciali\u0219ti func\u021bioneaz\u0103 mai bine dec\u00e2t un singur mentor.<\/p><\/blockquote>\n<p>\nFunc\u021bioneaz\u0103 mai bine \u0219i pentru c\u0103 majoritatea problemelor din companii sunt legate de comunicare. Dac\u0103 obi\u015fnuie\u0219ti omul s\u0103 comunice mult \u0219i s\u0103 \u00eemp\u0103rt\u0103\u0219easc\u0103 informa\u021bii de la \u00eenceput, atunci, poate, nu vor exista probleme de comunicare \u00een companie. A\u0219adar, cu c\u00e2t mai mul\u021bi sunt implica\u021bi \u00een adaptarea omului, cu at\u00e2t mai bine.<\/p>\n<h3>Dezvoltare<\/h3>\n<p>\n<em> \u2014 De unde s\u0103 g\u0103sesc timp pentru \u00eenv\u0103\u021bare? Nu am vreme de lucru!<\/em><\/p>\n<p>C\u00e2nd folosi\u021bi modele de competen\u021be, v\u0103 este mai u\u0219or s\u0103 \u00een\u021belege\u021bi cum s\u0103 \u00eenv\u0103\u021ba\u021bi chiar \u00een timpul muncii. Ce sarcin\u0103 practic\u0103 s\u0103 oferim pentru ca omul s\u0103 acumuleze cuno\u0219tin\u021be.<\/p>\n<p>Mul\u021bi dintre voi cunosc <strong>matricea Eisenhower,<\/strong>care spune ce poate fi delegat \u0219i ce trebuie s\u0103 face\u021bi singuri. Iat\u0103 un analog pentru gestionarea cuno\u0219tin\u021belor.<\/p>\n<p><img decoding=\"async\" alt=\"Gestionarea cuno\u0219tin\u021belor prin modele de competen\u021b\u0103\" src=\"\/wp-content\/uploads\/2019\/04\/f76fbca244d5131fa34681b1044a6ee4.jpg\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<p>C\u00e2nd dori\u021bi s\u0103 cultiva\u021bi constant cuno\u0219tin\u021be \u00een echip\u0103, face\u021bi-o m\u0103car din c\u00e2nd \u00een c\u00e2nd \u00een perechi \u2014 <strong>pune\u021bi oamenii s\u0103 fac\u0103 aceea\u0219i activitate simultan.<\/strong>Chiar dac\u0103 este urgent \u0219i important, las\u0103-l pe nou venit s\u0103 se ocupe de ea \u00eempreun\u0103 cu expertul \u2014 m\u0103car s\u0103 noteze de ce expertul \u00ee\u0219i rezolv\u0103 astfel aceast\u0103 problem\u0103, s\u0103 \u00eentrebe ce nu \u00een\u021belege \u2014 de ce a restartat serverul de data aceasta, iar data trecut\u0103 nu l-a restartat.<\/p>\n<p>\u00cen fiecare p\u0103trat al matricei exist\u0103 \u00eentotdeauna o activitate pentru a doua persoan\u0103. Un \u00eencep\u0103tor poate de obicei s\u0103 fac\u0103 totul singur, dar uneori trebuie s\u0103 fie supravegheat, iar alteori este necesar s\u0103 fie ajutat activ.<\/p>\n<p>Aceasta este o modalitate de a-i \u00eenv\u0103\u021ba pe oameni c\u00e2nd nu este timp pentru instruire, ci doar timp pentru munc\u0103. Implica\u021bi angaja\u021bii \u00een lucrurile la care sunt capabili \u00een acel moment \u0219i dezvolta\u021bi-le abilit\u0103\u021bile pe parcurs.<\/p>\n<h3>Carier\u0103<\/h3>\n<p>\nLa fiecare team leader, vine c\u00e2ndva un angajat \u0219i pune \u00eentrebarea: \u201e<em>Cum pot c\u00e2\u0219tiga mai mult?\u201d <\/em>\u0218i este necesar s\u0103 invent\u0103m urgent ce trebuie s\u0103 fac\u0103 angajatul pentru ca, dup\u0103 trei luni, s\u0103-i fie crescut salariul.<\/p>\n<p>Cu matricea competen\u021belor, r\u0103spunsurile sunt la \u00eendem\u00e2n\u0103. Ne amintim c\u0103 trebuie s\u0103 duplic\u0103m echipa \u0219i s\u0103 distribuim cuno\u0219tin\u021bele c\u00e2t mai mult \u00eentre diferite persoane. Dac\u0103 \u00een\u021belegem unde este problema \u00een echip\u0103, primul lucru pe care trebuie s\u0103-l fac\u0103 cel care \u00eentreab\u0103 este s\u0103 \u00eembun\u0103t\u0103\u021beasc\u0103 acea arie.<\/p>\n<p>De \u00eendat\u0103 ce utiliza\u021bi abordarea competen\u021belor, \u00eencepe\u021bi s\u0103 v\u0103 \u00eendrepta\u021bi spre un dezvoltare mai semnificativ\u0103 a angaja\u021bilor. Cu matricea competen\u021belor, exist\u0103 \u00eentotdeauna un r\u0103spuns la \u00eentrebarea cum s\u0103 c\u00e2\u0219tiga\u021bi mai mult.<\/p>\n<blockquote><p>Pentru a c\u00e2\u0219tiga mai mult \u2014 dezvolta\u021bi abilit\u0103\u021bile necesare echipei.<\/p><\/blockquote>\n<p>\nDar fi\u021bi aten\u021bi. O eroare frecvent\u0103 pe care o observ\u0103m c\u00e2nd consult\u0103m companiile este s\u0103 direc\u021bioneze mi\u0219carea f\u0103r\u0103 a se \u00eentreba despre dorin\u021ba persoanei de a merge \u00een acea direc\u021bie. Exist\u0103 motiva\u021bie? Vrea s\u0103 se dezvolte \u00een testarea de \u00eenc\u0103rcare sau s\u0103 se ocupe de automatizarea testelor?<\/p>\n<p>Un aspect important atunci c\u00e2nd vorbim despre dezvoltarea unei persoane este <strong>s\u0103 \u00een\u021belegem motiva\u021bia lui<\/strong>: ce vrea s\u0103 \u00eenve\u021be, ce \u00eei intereseaz\u0103. <strong>Dac\u0103 persoanei nu-i pas\u0103, cuno\u0219tin\u021bele nu vor fi asimilate. <\/strong>Creierul nostru este programat s\u0103 se team\u0103 de schimb\u0103ri. <strong>Schimb\u0103rile sunt costisitoare, dureroase \u0219i necesit\u0103 energie.<\/strong>Creierul vrea s\u0103 supravie\u021buieasc\u0103, a\u0219a c\u0103 \u00eencearc\u0103 cu orice pre\u021b s\u0103 evite cuno\u0219tin\u021bele noi. S\u0103 m\u0103 duc\u0103 la pr\u00e2nz sau la o \u021bigare. Sau s\u0103 m\u0103 joc. Sau s\u0103 citesc re\u021belele sociale. A\u0219a, da, s\u0103 fac ceea ce facem de obicei c\u00e2nd trebuie s\u0103 \u00eenv\u0103\u021b\u0103m ceva.<\/p>\n<p>Dac\u0103 nu exist\u0103 motiva\u021bie \u2014 \u00eenv\u0103\u021barea este inutil\u0103. De aceea este mai bine s\u0103 \u00eenv\u0103\u021b\u0103m pu\u021bin c\u00e2te pu\u021bin, dar despre lucruri interesante. Atunci c\u00e2nd creierului \u00eei este interesant, nu ezit\u0103 s\u0103-\u0219i \u00eemp\u0103rt\u0103\u0219easc\u0103 energia pentru cuno\u0219tin\u021be noi.<\/p>\n<h3>P\u0103r\u0103sire<\/h3>\n<p>\nCe s\u0103 facem cu cuno\u0219tin\u021bele angaja\u021bilor care p\u0103r\u0103sesc compania? Exist\u0103 situa\u021bii \u00een care o persoan\u0103 p\u0103r\u0103se\u0219te compania. Adesea, dup\u0103 ce a semnat demisia \u0219i a \u00eenchis u\u0219a, se dovede\u0219te c\u0103 a fost implicat\u0103 \u00een ceva important, dar acest lucru a fost uitat. Aceasta este o problem\u0103.<\/p>\n<p>Atunci c\u00e2nd ave\u021bi o matrice de competen\u021be, \u00een\u021belege\u021bi unde sunt punctele slabe, cine este singura persoan\u0103 care \u0219tie s\u0103 trag\u0103 sau s\u0103 piloteze un elicopter. Ca team leader, trebuie s\u0103 <strong>rezolva\u021bi problemele \u00eenainte ca acestea s\u0103 apar\u0103.<\/strong>: dac\u0103 ave\u021bi o singur\u0103 persoan\u0103 care \u0219tie s\u0103 piloteze un elicopter, \u00eenv\u0103\u021ba\u021bi pe altcineva.<\/p>\n<p><strong>Dublati oamenii \u00eenainte ca ace\u0219tia s\u0103 plece<\/strong> sau s\u0103 fie lovi\u021bi de un autobuz. Cel mai important, nu uita\u021bi c\u0103 trebuie s\u0103 v\u0103 dublati \u0219i pe voi \u00een\u0219iv\u0103. Un bun team leader este acela care poate pleca, iar echipa s\u0103 continue s\u0103 lucreze.<\/p>\n<p>\u0218i, \u00een final.<\/p>\n<blockquote><p>Ceea ce nu \u00een\u021belegem ne sperie. Ce ne sperie, \u00eencerc\u0103m cu orice pre\u021b s\u0103 evit\u0103m.<\/p><\/blockquote>\n<p>\nExist\u0103 instrumente care permit o gestionare mai con\u0219tient\u0103 \u00een organiza\u021bie. Unul dintre ele este <strong>un model de gestionare<\/strong> bazat pe <strong>digitalizarea proceselor \u0219i a oamenilor<\/strong> pentru ac\u021biuni mai con\u0219tiente ale managerilor. Pe baza acestui model, angaj\u0103m, dezvolt\u0103m \u0219i gestion\u0103m oamenii mai calitativ, cre\u0103m produse \u0219i servicii.<\/p>\n<p>Aplica\u021bi modele de competen\u021be, fi\u021bi manageri mai con\u0219tien\u021bi.<\/p>\n<blockquote><p>Dac\u0103 v-a interesat subiectul articolului \u0219i sim\u021bi\u021bi nevoia pentru o gestionare structurat\u0103 a cuno\u0219tin\u021belor \u00een companie, v\u0103 invit pe 26 aprilie la <noindex><a rel=\"nofollow\" href=\"https:\/\/knowledgeconf.ru\/2019\/\">KnowledgeConf<\/a><\/noindex> \u2014 prima conferin\u021b\u0103 din Rusia despre managementul cuno\u0219tin\u021belor \u00een IT. Am adunat \u00een <noindex><a rel=\"nofollow\" href=\"https:\/\/knowledgeconf.ru\/2019\/schedule.html\">programului<\/a><\/noindex> multe subiecte importante: onboardingul noilor angaja\u021bi, gestionarea bazelor de cuno\u0219tin\u021be, implicarea angaja\u021bilor \u00een partajarea cuno\u0219tin\u021belor \u0219i multe altele. Veni\u021bi pentru experien\u021be practice \u00een solu\u021bionarea problemelor cotidiene.<\/p><\/blockquote>\n<p>Sursa: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/company\/oleg-bunin\/blog\/447298\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>\u00ab\u041c\u0430\u0442\u0440\u0438\u0446\u0430\u00bb \u2014 \u0444\u0438\u043b\u044c\u043c \u0431\u0440\u0430\u0442\u044c\u0435\u0432 \u0441\u0435\u0441\u0442\u0451\u0440 \u0412\u0430\u0447\u043e\u0432\u0441\u043a\u0438 \u2014 \u043d\u0430\u0441\u044b\u0449\u0435\u043d \u0441\u043c\u044b\u0441\u043b\u0430\u043c\u0438: \u0444\u0438\u043b\u043e\u0441\u043e\u0444\u0441\u043a\u0438\u043c\u0438, \u0440\u0435\u043b\u0438\u0433\u0438\u043e\u0437\u043d\u044b\u043c\u0438 \u0438 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u043d\u044b\u043c\u0438, \u0430 \u0438\u043d\u043e\u0433\u0434\u0430 \u0432 \u043d\u0435\u043c \u043d\u0430\u0445\u043e\u0434\u044f\u0442 \u0442\u0435\u043e\u0440\u0438\u0438 \u0437\u0430\u0433\u043e\u0432\u043e\u0440\u0430. \u0415\u0441\u0442\u044c \u0435\u0449\u0435 \u043e\u0434\u0438\u043d \u0441\u043c\u044b\u0441\u043b \u2014 \u043a\u043e\u043c\u0430\u043d\u0434\u043d\u044b\u0439. \u0412 \u043a\u043e\u043c\u0430\u043d\u0434\u0435 \u0435\u0441\u0442\u044c \u043c\u0430\u0442\u0451\u0440\u044b\u0439 \u0442\u0438\u043c\u043b\u0438\u0434 \u0438 \u043c\u043e\u043b\u043e\u0434\u043e\u0439 \u0441\u043f\u0435\u0446\u0438\u0430\u043b\u0438\u0441\u0442, \u043a\u043e\u0442\u043e\u0440\u043e\u0433\u043e \u043d\u0443\u0436\u043d\u043e \u0431\u044b\u0441\u0442\u0440\u043e \u043e\u0431\u0443\u0447\u0438\u0442\u044c, \u0432\u043b\u0438\u0442\u044c \u0432 \u043a\u043e\u043c\u0430\u043d\u0434\u0443 \u0438 \u043e\u0442\u043f\u0440\u0430\u0432\u0438\u0442\u044c \u0432\u044b\u043f\u043e\u043b\u043d\u044f\u0442\u044c \u0437\u0430\u0434\u0430\u0447\u0443. \u0414\u0430, \u043f\u0440\u0438\u0441\u0443\u0442\u0441\u0442\u0432\u0443\u0435\u0442 \u0441\u043f\u0435\u0446\u0438\u0444\u0438\u043a\u0430 \u0441 \u043a\u043e\u0436\u0430\u043d\u044b\u043c\u0438 \u043f\u043b\u0430\u0449\u0430\u043c\u0438 \u0438 \u0441\u043e\u043b\u043d\u0446\u0435\u0437\u0430\u0449\u0438\u0442\u043d\u044b\u043c\u0438 \u043e\u0447\u043a\u0430\u043c\u0438 \u0432 [&hellip;]<\/p>\n","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"author":1,"featured_media":23353,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[702],"tags":[],"class_list":["post-31389","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.2.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"\u00ab\u041c\u0430\u0442\u0440\u0438\u0446\u0430\u00bb \u2014 \u0444\u0438\u043b\u044c\u043c 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