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This is often referred to as the "competency based performance management system." Using this approach, skills and traits with levels of proficiency expected are assigned to every job. Based on this, you know exactly what to shoot for. You, the employee, can then absorb the precise skills required to keep you competent enough to take charge of your tasks, responsibilities, learning and growth. Not only this, it encourages you to aim for the highest level of competence in the most efficient and effective manner. When you know what is expected of you, you can rise to the top. . Mentors play a vital role in developing employees, aiding in their learning and growth. They can give you advice on establishing objectives, the strategies to be adopted to achieve the objectives, and keep your morale up, too. What's more, a mentor likely has access to resources and a vast network of people who can help as well.  A mentoring relationship should focus on building and developing skills, competencies and personality. The personality aspect involves helping the mentee review his strengths and shortcomings, appropriate behavior and actions to be implemented, and work on improving communication skills, problem solving skills, and teamwork habits. Having a mentor could help you move in alignment with the expectations of the organization. This can to a great extent serve the purpose of reducing gaps between where you stand and what is expected of you &dash; both in the short and long term. There is a growing need for employees to keep pace with the changing trends and technologies at the workplace. They need to keep their skills updated at all times – it's not just you! Because of this, a lot of workplaces offer training. One of the best ways to keep pace and eliminate or minimize employee gap is through the training program at your work. If your work offers one, take advantage of it! Not all training programs suit every employee. The training program should be one offered by your work, chosen carefully by your boss. It may be a waste of time and resources (money, facilities, trainers) if the training program is not applicable to the employee or the field, offered by some third-party organization who doesn't have your goals in mind. Your willingness, competence, and if you are able to tap into your potential are all key factors in the success of any training program. If you are ready, willing, and able, you could be trained in such a way that could make you multi-skilled and ready to take on diverse roles and responsibilities desired of you. However, if you don't take the training to heart, it's likely you'll end up right back at square one. Through training, the gap and shortcomings that have been hindering you from fulfilling your objectives may fade away. This allows you to explore your work world to your full potential. Again, only if you take advantage of it! Training enhances adaptability of the employees by preparing them for any changes in the workplace or in technology. With this training, you may become readily able to accommodate the team, the organization as a whole, and even yourself.  Training enables employees to perform better, often resulting in work being more tolerable. This can impact their motivation and job satisfaction because they feel "not left out" or "not left behind." You may also feel taken care of by your organization because they've provided you with a platform to keep yourself updated, prepared for the future, and made valuable. Training is a concrete attempt to retain you and make you a part of the team. When you feel this, you may feel more connected to your work, improving your morale. A workshop is something different than a formal training program, seminar or meeting. It can be used in tandem with training and development programs. It's usually more informal and an ideal platform to introduce the employees to ways to reduce the employee gap. Sometimes, the employees are asked to determine ways they think would help them. In other words, it's more hands-on than training usually is.  Workshops are great for soft skills, too, which are just as important. They can even help with relations between clients, customers, peers, and managers. On the other hand, they can also address oral and written communication skills, negotiation skills, and correspondence issues. If your aim is to improve your soft skills, workshops are the way to go. In workshops, the employees get a chance to take ownership of their learning, skills, growth in the organization and acceptance in the organization. Afterward, you emerge feeling like you have a hold on the company's ideas and are part of their vision. Often workshops are used to introduce technologies and trends that the organization would like to adopt. Once you know what technology is to be incorporated, learn it! This can greatly lessen the gap by keeping you up with where the company sees itself going. If you don't know how to learn the technology, odds are you have a wealth of options you haven't even thought about. Would your coworkers be able to help? Could you take a class? What about the Internet? A mentor? If your company doesn't offer training, seek out ways to solve the problem yourself.

Summary:
Ask your boss to define the expectations of your position. Work with a mentor Seek out training through your work. Take responsibility in workshops, training, and at seminars. Get trained to help with your adaptability and morale, too. Attend a workshop. Learn the technology.