The most practical contribution of the Diccionario de Competencias is its breakdown of abstract concepts into observable behaviors. A competency like "Leadership" is vague and subjective. Alles’ dictionary operationalizes this by defining the competency through .
The utility of the Alles dictionary extends far beyond simple definition; it acts as the "glue" that connects various HR subsystems. martha alles diccionario de competencias
Traditional evaluations often suffer from recency bias or "halo effect" (where one good trait influences the whole evaluation). The dictionary provides a rubric. An employee is not simply rated "good" or "bad"; they are rated on their demonstration of specific behaviors associated with their level, providing objective criteria for assessment. The most practical contribution of the Diccionario de
The Diccionario de Competencias focuses primarily on the third category—behavioral competencies—because these are the most difficult to identify during recruitment and the most critical to develop for leadership. The utility of the Alles dictionary extends far
Interviewers use the dictionary to craft behavioral questions.
Central to Alles’s work is the "Iceberg Model." She categorizes competencies into two tiers. Above the waterline are skills and knowledge—elements that are easy to identify and train. However, the bulk of the iceberg lies beneath the surface: social roles, self-image, traits, and motives. Alles argues that while technical skills get someone an interview, these "deep" competencies—like emotional intelligence or initiative—determine long-term success. Her dictionary provides the tools to measure these elusive "submerged" qualities. Precision Through Levels