Human Capability Management Task

AKA: Person Competence Management.
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Example(s):
- Athlete Capability Management Task, of athlete capabalities.
- Worker Capability Management Task, of worker capabilities.
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Counter-Example(s):
- Organizational Competence Management.
See: Theory of the Individual, Personal Habit Retraing.

References

(Wikipedia, 2015) ⇒ http://en.wikipedia.org/wiki/Capability_management_in_business#Capability_vs Retrieved:2015-12-15.
- Dave Ulrich makes a distinction between capabilities and competencies: individuals have competencies while organizations have capabilities. Both competencies and capabilities have technical and social elements.
  At the individual-technical intersection, employees in the firm bring functional skills and competencies such as programming, cost accounting, electrical engineering, etc. At the individual-social intersection, leaders also have a set of competencies or skills such as setting the strategic agenda and building relationships. Moving to the intersection of organizational and technical, are business capabilities. In short, they are the technical things or what the firm must know how to do to execute strategy. For example, a financial service firm must know how to manage risk and design innovative products.
  Finally, we have organization capabilities such a talent management, collaboration, and accountability. They integrate all the other parts of the firm and bring it together. When leaders have mastered certain competencies, organization capabilities become visible. For example, when a leaders master "turning vision in to action" and "aligning the organization," the organization a whole shows more accountability.