Competency Model Puns

In this AMA, we will introduce in detail Jasmy’s business model and core competencies.

NO.1 Bittrex & Jasmy Q&A

Bittrex Global: Please tell us a little bit about yourself.

Hiroshi Harada: Hello, I’m Hiroshi Harada, CFO of Jasmy. I took on the role of CFO of the Company in January 2020. I am responsible for accounting, finance and tax, as well as IR operations. Kunitake Ando is the CEO of Jasmy and has served as President and COO of Sony Corporation, and President and COO of Sony Engineering and Manufacturing America (SEMA).

Bittrex Global: Can you tell us briefly about Jasmy?

Hiroshi Harada: We are an IoT platform company on a mission to provide the infrastructure which allows anybody to use data safely and securely. We are currently developing and providing the “Jasmy Platform” to achieve this. The Jasmy Platform aims to regain data sovereignty for each individual so that everyone can use his or her data safely and securely. To achieve this, we have combined Blockchain and IoT technology to provide the optimal platform solution for customers around the world, and across industries.

Bittrex Global: What was the motivation for starting this project?

Hiroshi Harada: Our aim is to democratize data. Amidst the Fourth Industrial Revolution, the number of IoT devices is expected to increase dramatically, however, behind the convenience of life, there are always security risks. Security threats such as identity theft and hacking are global issues. In addition, we increasingly find our personal information like purchases, location, website and video viewing history are being used inappropriately by platform companies. Our concept of data democracy is threefold:

1. Store and manage your personal data in a safe and secure way

2. Manage and control your personal devices safely and securely

3. Safe and secure usage of personal data under clear rules

In order to build a “new information age based on consumers” in the Fourth Industrial Revolution, we aim to achieve “data democracy” using our original concept, the IoT and blockchain technology to manage personal information according to the user’s wishes. We’re a small company at the moment, but we have big ambitions.

Bittrex Global: Are there any major milestones for Jasmy this year?

Hiroshi Harada: The first is the commercialization of our platform services. So far, most of the demo testings have already been done by the companies that will be using our platform, and

Implement regular competency assessments of Ministers to inform training plans

Supporting Ministers to maintain or improve their competence should ensure that our leaders “seek first to understand before they take action”. Ministers don’t need to be an expert in the field but need to be able to represent the departments needs with competence and understanding. Regular introspective, quantifiable assessing of knowledge, skills, and attitudes by experts could produce a gap analysis and training plan to develop a professional level of competency in a department’s leadership. If a minister falls short of the standard expected, a timeframe to develop in those areas, should be allowed. Then the Prime Minister would need to decide whether to keep the Minister on. The average score across Government should be published regularly, alongside yearly targets.

Read sign and share here: https://petition.parliament.uk/petitions/553322sign and share here There is more on why https://pmca.org.uk/why/why how; https://pmca.org.uk/how/how/

Competency or any kind of assessment isn't in the ministerial code of Conduct. ITS SINK OR SWIM. and the problems are particularly highlighted when there is a national crisis, its only then we discover the breaks on the car don't work that well in a storm.
Thanks for reading but thank you even more for feedback, especially if you can persuade me why this wouldn't help.

Hello everyone, what are some creative ways to raise awareness of our new corporate leadership model among employees besides doing workshops?

Could you recommend me some reliable resource to learn about competency model and apply that in organization? I read some contentes in SHRM.

Any resources or models you prefer?

I am working on a project for the first time to validate a competency model for a company. We came up with 6 competencies and 5 behaviors for each. We collected data from 150 employees at the company who rated each behavior on criticality to their role and degree to which the company encourages that behavior. What analysis/analyses are run in this case? Is it a factor analysis to confirm that the behaviors load on the competencies or do I just calculate Cronbach's alpha for each competency? We don't want to move behaviors from one competency to another, but rather figure out if some behaviors should be dropped from a competency.

I was recently promoted to manage a small team of trainers. We are an internal training team, working with SMEs from various groups to train the company's own employees. We're a bit of a mixed bag...we all do change management, ID, content creation, facilitation, and all sorts of things rather than each focusing on a single aspect of the "learning and development" career.

I've been asked to create competency models for the team, which will be used for reviews, promotions, etc. and wondered if anyone here had some good resources or advice for this. I have some company guidelines that I can use but would love some ID/training-specific references in addition to that. I've got the ATD competency model, which is great. Just looking for some more personal advice from others in the field. Thanks!

Does anyone know of any articles related to the best practices around measurement of individual competencies and/or competency models?

https://twitter.com/the_bball_index/status/1027283305870315520?s=21

5 top rated offensive players per our competency grading model in the 2017-18 season (minimum 1,000 minutes to qualify, 275 players total):

1. LeBron James - A
2. Kevin Durant - A
3. Karl-Anthony Towns - A
4. Stephen Curry - A
5. LaMarcus Aldridge - A

https://twitter.com/the_bball_index/status/1027224759380193280?s=21

5 worst rated offensive players per our competency grading model in the 2017-18 season (minimum 1,000 minutes to qualify, 275 players total):

275. Semi Ojeleye - F
276. Quincy Acy - F
277. Andre Roberson - D-
278. Lance Thomas - D-
279. Wesley Iwundu - D-

I'm curious if there is a competency model for IO Psych?

SHRM has one for HR Professionals: https://www.shrm.org/learningandcareer/career/pages/shrm-competency-model.aspx The ATD has one for Training professionals: https://www.td.org/certification/atd-competency-model The OD Network has one for OD professionals:http://www.odnetwork.org/page/globalframework

Where is the IO model? Or are we just terrible at graphic design, so it doesn't exist in a pretty format?

I am trying to develop a competency model for a “events brand ambassador” (someone who goes to trade shows and presents). Does anyone have an example of one?

Hi everyone,

I'm new here. Have a question regarding competency development.

I'm halfway through my Master's in I/O, and have been at an internship at a tech company for a few weeks. I'm trying to develop a competency model to align HR systems, especially the high-potential assessment program. I plan on conducting interviews with top level managers to begin this process.

Any tips or pointers moving forward? I've been researching competencies and have found articles citing generic managerial competencies... is there another way to gather information to develop custom/organization specific competencies, besides surveys (not an option, since a company wide survey was recently completed and results should be back soon) and interviews? Anything else that should be considered before moving forward, from a best practice and realistically practical standpoint? (I'm doing this project basically by myself, time and funds are very limited, managerial commitment and sponsorship will only go so far)

Many versions of NTM allow contestants between the ages of 14-17. Do you agree with this?

Edit: I just realized I generalized to "young girls" unintentionally. Please take into account experiences of young men and young non binary individuals as well.

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Think of something along the lines of Cycle 18 British Invasion, but instead of girls from different countries, they were girls from different cycles! Doesn't have to be the top 7 models of the cycle either, it can be any model of your choosing!

I would love to see the girls from Cycle 6 compete against the girls from Cycle 16, specifically:

Cycle 6: Danielle, Joanie, Jade, Furonda, Mollie-Sue, Nnenna, and Leslie

vs.

Cycle 16: Brittani, Molly, Hannah, Alexandria, Kasia, Jaclyn, and Monique

Not only do I feel like this would be the most entertaining cycle of all time, but I feel like the modelling potential would be through the roof!

please share article if they announced this already!