The process of first creating and then developing and strengthening capabilities internally
A. is a one-step process that centers around properly training and empowering employees to
B. requires first developing the ability to do something, however imperfectly or inefficiently perform their assigned activities in a tightly-prescribed manner developed by the company's foremost technical experts second, translating this ability into a tried-and-true competence and/or capability by learning to do the activity consistently well and at an acceptable cost, and then continuing to polish, refine, and sharpen their performance of the competence or capability, striving not just for ongoing improvements but, ultimately, for best-in-industry or best-in-world proficiency
C. entails organizing a group of employees with the needed know-how and expertise intoa single department, providing departmental members with thgmtools and training needed to learn the desired competence/capability, informing the department of the target levels of proficiency and cost that the company needs, and then motivating departmental members with an attractive package of rewards and incentives if they meet or beat the proficiency-cost targets
D. can be shortcut by weeding out underperforming employees, replacing them with people having stronger skills sets and know-how, providing the new personnel with clear and detailed instructions on how to perform the desired capability, supervising their efforts, and having them repeat the activity a sufficient number of times to polish and sharpen their proficiency levels
E. stands a better chance of succeeding if a company creates competence teams and capability teams, provides team members with first-rate training and adequate resources, and empowers the team members to exercise their creativity and ingenuity to become proficient in performing their assigned competence/capability