Examples of technical skill in the following topics:
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- Examples of technical skills include project management skills for engineers building bridges, aircraft, and ships.
- Robert Katz identified three managerial skills essential to successful management: technical, human, and conceptual.
- Technical skill involves process or technique knowledge and proficiency.
- A manager's level in the organization determines the relative importance of possessing technical skills.
- For instance, supervisors need technical skills to manage their area of specialty.
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- When screening potential employees, managers need to select based on cultural fit and attitude as well as technical skills and competencies.
- After deciding what skills are needed for the position, the interviewer will ask questions to find out if the candidate possesses these skills.
- Technical aptitude is important, but attitude is often more important.
- The reality is that technical skills can be learned, but interpersonal work attitudes are usually more difficult to change (Schaefer).
- Thus, companies need to assess their hiring in terms of technical success as well as cultural fit.
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- According to former CEO Herb Kelleher, "We can change skill levels through training.
- Each job description should be associated with a list of critical skills, behaviors, or attitudes that will make or break the job performance.
- When screening potential employees, managers need to select based on cultural fit and attitude as well as technical skills and competencies.
- In recent years, the focus of hiring is increasingly shifted from solely the immediate hard skills such as engineering, finances, or accounting, to the longer term soft skills such as communication, team leadership, brand building.
- There are some companies, such as Southwest Airlines, who hire primarily based on attitude because they espouse the philosophy that one must "hire for attitude and train for skill. " According to former CEO Herb Kelleher, "We can change skill levels through training.
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- Many companies choose to use several rounds of screening with different interviewers to discover additional facets of the applicant's attitude or skill as well as develop a more well-rounded opinion of the applicant from diverse perspectives.
- After deciding what skills are needed for the position, the interviewer will ask questions to find out if the candidate possesses these skills.
- Technical aptitude is important, but attitude is often more important.
- The reality is that technical skills can be learned, but interpersonal work attitudes are usually more difficult to change (Schaefer).
- Thus, companies need to assess their hiring in terms of technical success as well as cultural fit.
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- These management areas can span a wide variety of skills and functions, but the most recognizable and common include marketing, finance, human resources, operations, software development, and IT.
- Functional managers have a high level of technical knowledge and skills relative to the area they manage and focus their efforts on achieving best practices.
- The manager must have the broad technical knowledge required to ensure each individual within that functional team has the skills, resources, and alignment necessary to effectively carry out these functions.
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- There are a variety of approaches to professional development, including consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance.
- Professional development on the job may develop or enhance process skills, sometimes referred to as leadership skills, as well as task skills.
- Some examples for process skills are 'effectiveness skills,' 'team functioning skills,' and 'systems thinking skills. '
- Other methods include communities of practice, reflective supervision, and technical assistance.
- While not directly relevant to, say, teachers, it nonetheless provides an important skill that may be used in case of an emergency, and thus would indirectly benefit a teacher who learns these skills.
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- Training is the acquisition of knowledge, skills, and competencies through a conscious skills development program.
- The concept behind training is for the trainee to acquire knowledge, skills, and competencies from the trainer as a result of being taught vocational or practical skills.
- It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics).
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- More recently, offshoring has been associated primarily with the sourcing of technical and administrative services that support both domestic and global operations conducted outside a given home country by means of internal (captive) or external (outsourcing) delivery models.The subject of offshoring, also known as "outsourcing," has produced considerable controversy in the United States.
- After technical progress in telecommunications improved the possibilities of trade in services, India became a leader in this domain; however, many other countries are now emerging as offshore destinations.
- People who can use some of their skills more cheaply than others have a comparative advantage.
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- However, migration can also hurt the economy through "brain drain", the loss of skilled workers who are essential for economic growth (Stiglitz, 2003).
- Diffusion of technology: Innovations in telecommunications, information technology, and computing have lowered communication costs and facilitated the cross-border flow of ideas, including technical knowledge as well as more fundamental concepts such as democracy and free markets (Stiglitz, 2003).
- As a result, for less industrialized countries this means it is more difficult to advance their businesses without the technical system and knowledge in place such as the Internet, data tracking, and technical resources already existing in many industrialized countries.
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- Management is the ability to work effectively as a group member and build cooperative effort in the team and therefore requires good interpersonal skills.
- Katz named human skills as another important characteristic of a good manager.
- Mary Parker Follett (1868-1933) eschewed the scientific-cum-technical approach to management, emphasizing instead the importance of manager-worker relations and the need to view management (and leadership) more holistically.
- There are no specific rules which will work well within all situations, but only general principles which must be interpreted to take account of expectations, values and skills of those with whom the manager interacts.
- Human skill involves the ability to work effectively as a member of a group and to build cooperative effort in a team.