Dr. J.Niruba Rani, Dr. P. Radha, Dr. Arpana D
The Association for Endowment Development (ATD) (2014) upholds the ATD Competency Model, and the associated research, defines the competencies (i.e., knowledge, skills, abilities, and behaviors) for the Endowment Development (TD) field. While the ATD dwells more on competencies, which are imbibed later on or acquired during a training session. During the process of training all of the competencies listed by ATD can be developed through instruction, this framework does not speak much about in the intrinsic endowment of a person with exception of the term ‘abilities’, which as per Collins Dictionary terms it as part of ‘endowment’. Work behaviours that support organisational goals are considered to be part of this construct. They are non-job-specific task performance, extra-role performance, organisational citizenship behaviour, or interpersonal relationships. These are tasks that are not been prescribed but done by the employees such as taking on extra tasks, initiatives, coaching and mentoring new employees. This construct displayed a lot of self governing efforts from the employees such as interpersonal communication, demonstration effect, personal discipline, facilitating behaviours, supervision, and aspects associated with leadership, management and administration.
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