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Article
Publication date: 1 October 1998

Graham Cheetham and Geoff Chivers

In an earlier article, published in 1996, the authors described a provisional model of professional competence which attempted to harmonise the “reflective practitioner”…

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7276

Abstract

In an earlier article, published in 1996, the authors described a provisional model of professional competence which attempted to harmonise the “reflective practitioner” paradigm (developed by Schön and now espoused by many professional education programmes) with competence‐based approaches. The latter included both the “functional outcomes” approach and the “personal competence” approach. Views on the composite model were sought from readers of this journal. The model was also tested as part of a programme of empirical work across 20 different professions. This paper offers a revised version of the model which takes account of the suggestions made by a significant number of respondents, as well as observations from the empirical work.

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Journal of European Industrial Training, vol. 22 no. 7
Type: Research Article
ISSN: 0309-0590

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Book part
Publication date: 11 May 2010

Pekka Huovinen

An issue of managing a business (unit) as a whole successfully is perceived to belong to the fundamental issues within strategic management. This paper proposes that a…

Abstract

An issue of managing a business (unit) as a whole successfully is perceived to belong to the fundamental issues within strategic management. This paper proposes that a business unit can be managed successfully in short and longer term in its focal contexts as a set of three recursive, competence-based, and process-based systems. Many elements of Stafford Beer's (1985) viable system model along the key competence-based theoretical bases are applied to this system design task. The outcome is an ideal, recursive template for advancing competence-based business management (CBBM) and its conceptual modeling. It is assumed that it is possible to design a business unit as a viable system that is capable of sustaining a separate existence at only three levels of hierarchy, as part of single or multi-business firms. Business-process models and their redesign processes are chosen as the 2nd-order, focal system which produces a business unit's competitiveness and solves longitudinal CBBM problems. One level of recursion down includes a unit's value creating, capturing, releveraging, and respective processes that enable to solve cross-sectional problems. One level of recursion up includes a unit's existential foresights and their crafting processes that solve existential problems. Recursivity is designed inside each system in terms of three kinds of subsystems for (a) primary value releveraging, process-model redesign, and business-foresight crafting, (b) the management of varieties in releveraging, modeling, and foreseeing, and (c) the monitoring and probing of all three systems. Systemic competences are incorporated inside respective systems. Such competences possess three flexibilities of absorption, attenuation, and amplification. At each level of recursion, a competence-based process is a unit of conceptual modeling of CBBM. A business unit is defined as a set of its purposeful processes. No thing or one is left outside them. Viability is ensured by real-time interaction and the 1st-, 2nd-, and 3rd-order feedback loops between three systems. Overall, the suggested, recursive, 3-system template is intended to serve future, compatible modeling efforts among interested, pioneering firms, professional CBBM modelers, scholars, and alike. Its novelty is produced by choosing and designing the CBBM modeling as the 2nd-order system-in-focus with its two recursions, by designing and using systemic, competence-based processes as the units of conceptualization, and by choosing and drawing the figures to illustrate the 3-system template in the ways that allow also business managers comprehend and apply the suggested template in practice.

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A Focussed Issue on Identifying, Building, and Linking Competences
Type: Book
ISBN: 978-1-84950-990-9

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Article
Publication date: 1 June 2005

Xiaohong Liu, Da Ruan and Yang Xu

For an enterprise, the competence of human resource is more important than the intellect or the basic quality of human resource. This paper aims to present a competence

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3376

Abstract

Purpose

For an enterprise, the competence of human resource is more important than the intellect or the basic quality of human resource. This paper aims to present a competence appraisement model of human resource in an enterprise.

Design/methodology/approach

The paper puts forward the appraisement index architecture of enterprise human resource competence on the foundation of adopting the concept and models of competence, and establishes a general model of the enterprise human resource competence appraisement.

Findings

The results obtained in this paper provide a foundation to establish a relatively reasonable and efficient enterprise appraisement system of human resources.

Originality/value

The research offers information about the enterprise appraisement information processing system of human resources.

Details

Journal of Enterprise Information Management, vol. 18 no. 3
Type: Research Article
ISSN: 1741-0398

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Article
Publication date: 1 July 1996

Graham Cheetham and Geoff Chivers

Describes a model of professional competence which attempts to bring together a number of apparently disparate views of competence, including the “outcomes” approach, a…

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7397

Abstract

Describes a model of professional competence which attempts to bring together a number of apparently disparate views of competence, including the “outcomes” approach, a key feature of UK National Vocational Qualifications, and the “reflective practitioner” approach, suggested by Schon and now well recognized within professional education programmes.

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Journal of European Industrial Training, vol. 20 no. 5
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 5 June 2009

Lena Siikaniemi

The purpose of this paper is to find a model for the individual employee, the employer, the supervisors and the personnel at HR to manage organizational and individual…

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2023

Abstract

Purpose

The purpose of this paper is to find a model for the individual employee, the employer, the supervisors and the personnel at HR to manage organizational and individual changes. The objective of the model is to manage the changes in parallel with the competence (HRD) and employment (HRM) aspects.

Design/methodology/approach

The research strategy is a constructive case study and the research design follows action research design. The research methods are interviews, essays, participatory group works, benchmarking and workshops with various stakeholders. The data collection methods during the cycles were qualitative and participative.

Findings

The main product of the research is the competence and employment forum model. The constructed forum model provides reasonable support for the employees and the employer in various organizational and individual change situations.

Research limitations/implications

The research context is an educational consortium in Southern Finland. Thus the results of the study are case‐dependent and cannot be transferred directly into another context. The model can be modified for use in other contexts.

Practical implications

The paper describes the construction phases of the forum model and thus provides the management and HR personnel with a step‐by‐step approach for constructing various new operational models for organizations. The paper discusses the need for closer interaction of HRD and HRM practices.

Originality/value

Today, HRD and HRM functions have to develop new working methods and models to be able to work together in unexpectedly changing contexts. The strength of the forum model is in the theory base. The phases of the action research are carefully implemented to produce a model for practical use. This model is the first to consider a wide range of change situations from organizational changes to medically verified occupational decline of the individual.

Details

Journal of European Industrial Training, vol. 33 no. 5
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 3 May 2018

Hui-Wen Vivian Tang

Based on generic reviews of research on school leadership, this study aims to conceptualize an emerging leadership competence model for further prioritizing school…

Abstract

Purpose

Based on generic reviews of research on school leadership, this study aims to conceptualize an emerging leadership competence model for further prioritizing school leadership training needs by decision-making trial and evaluation laboratory (DEMATEL)-based analytic network process (ANP). Targeting at a specific group of junior high school principals in Taiwan, the synthesized prioritization of core competences and competence indicators computed by DEMATEL-based ANP can be used as a blueprint for systematically developing school principal preparation programs elsewhere based on contextually specific needs and concerns.

Design/methodology/approach

For the purpose of detecting the priority of competences extracted from a plethora of literature in relation to school leaders’ skills, abilities and knowledge, a hybrid MCDM model, known as DEMATEL-based ANP, is used to snapshot critical leadership competences for tailoring the intended junior high school principal preparation program.

Findings

Results of global weight computations by DEMATEL-based ANP show that the overall prioritization of the five dimensions in ranking order are “Redesigning the organization,” “Related leadership practices,” “Setting Directions,” “Personal Characteristics” and “Developing People.” Factor-level analysis indicated that “Legality,” “Consensus Building,” “Shared Vision,” “Strategic Management,” “Authoritarianism,” “Modeling Behavior” and “High Performance Emphasis” were prioritized factors to be included in developing the intended school principal preparation program.

Research limitations/implications

Contextually based findings yielded from DEMATEL-based ANP would only be applicable to the target context under investigation. Generalizing the findings to junior high school principals elsewhere might not be appropriate. Methods introduced in this study are extensible to further studies aiming at shaping leadership trainings in other school settings to achieve maximum impact based on contextually specific needs. Limitations associated with sophisticated mathematical computations involved in performing high-leverage MCDM models would shed light on the importance of interdisciplinary collaborations between scholars, practitioners and methodologists.

Practical implications

To efficiently deliver training for junior high school principals, the prioritization of core competences and competence indicators solicited by DEMATEL-based ANP can be used as a scenario-based reference for planning the intended school principal preparation program planning, as well as a mechanism for selecting and evaluating potential and incumbent school principals with desired leadership competences.

Originality/value

This study has used DELATEL-based ANP as a decision-making tool to disclose a plethora of competences extracted from different threads in the literature into a prioritized competence framework that differs from past one-size-fit-all approach to design and plan school principal preparation programs.

Details

Kybernetes, vol. 49 no. 11
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 17 November 2019

Diego Bellini, Serena Cubico, Giuseppe Favretto, Stefano A. Noventa, Piermatteo Ardolino, Giovanna Gianesini, Francesco Ciabuschi, Joao Leitao and Ajay K. Jain

This paper aims to propose an explorative metamodel of the key organizational competences management and presents a Web-based tool (Co.S.M.O.© Competences Software…

Abstract

Purpose

This paper aims to propose an explorative metamodel of the key organizational competences management and presents a Web-based tool (Co.S.M.O.© Competences Software Management for Organizations) for all-around assessment of the identified competences.

Design/methodology/approach

Building on the Great Eight Competencies Model- GEC, the European Qualifications Framework-EQF and focus group feedback, an online questionnaire was developed to manage the key organizational competences and to adapt the competence metamodel to the Italian context.

Findings

The competence metamodel described in this study and its newly designed tool (software with online questionnaire) could be used at the organizational level to improve productivity and efficiency by allowing an easy identification of key organizational competences and facilitating their acquisition and sharing.

Research limitations/implications

Currently, the metamodel is mainly theoretical and the software sustained only a partial validation.

Practical implications

The developed tool is a dynamic, easy to use and interactive Web-based software useful for managing the competences in both for-profit and not-for-profit organizations.

Social implications

European official documents invite companies and institutions to work together and share human capital: the European Qualifications Framework-EQF, at the base of this model, facilitates a common organizational language for human resources management.

Originality/value

Managerial competence literature indicates that a comprehensive model capturing a link between the EQF and a managerial competence model has not yet been considered in the literature.

Details

European Journal of Training and Development, vol. 45 no. 6/7
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 8 August 2013

Charlotte Moreau and Sybille Mertens

The management of an organisation and the context within which this organisation evolves are recognised as two important aspects of any organisation. Few studies have been…

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1406

Abstract

Purpose

The management of an organisation and the context within which this organisation evolves are recognised as two important aspects of any organisation. Few studies have been conducted however on the management function within the specific context of social enterprises, organisations that mix social goals and economic imperatives. This paper aims to examine the specific competences of management in social enterprises, by constructing a competence model, the emblematic tool of competence‐based management, relevant to the management of social enterprises.

Design/methodology/approach

The authors hypothesise that certain competences required of managers in social enterprises are specific, regarding the particular internal and external context of social enterprises, the governance model, etc. The methodology used is based on four main steps: a review of the literature and the conducting of exploratory interviews, the construction of a first draft of the competence model, the conducting of group interviews with managers of social enterprises in six European countries as this research takes place within the framework of a European research project on lifelong learning, and the final adaptation and validation of the competence model.

Findings

Seven main competences specific to the context of social enterprises emerge, each one being further developed as knowledge, skills, and competences.

Originality/value

The paper illustrates the interest in building up a competence model for the management of social enterprises.

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Article
Publication date: 1 June 1993

Paul A. Iles

Human resource management (HRM), in contrast to “personnelmanagement” and “personnel administration”, is oftenheld to be proactive rather than reactive, strategic rather…

Abstract

Human resource management (HRM), in contrast to “personnel management” and “personnel administration”, is often held to be proactive rather than reactive, strategic rather than tactical, and integrated with corporate strategy rather than marginal or peripheral. Argues that it is important to distinguish several dimensions of “integration” ‐internal, external and institutional – and that the strategic integration of human resource development (HRD) is achievable through the adoption of career‐focused, competence‐based models. However, existing competence frameworks are criticized for their generic character, their retrospective orientation, their abstract nature and their focus on the individual job rather than the career stream or wider organizational role. Prospective, organization‐specific, anchored, collaborative and career‐focused models seem more promising vehicles for achieving not only “internal integration” – the consistent, coherent application of a range of HR policy levers – but also “external integration”, the integration of HR strategies with corporate strategies. Explores such a framework in relation to two empirical studies of competence‐based approaches to managerial assessment and development, one a management development programme in the National & Provincial Building Society, the other a senior management development workshop in Oxford Regional Health Authority.

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Article
Publication date: 24 March 2020

Karla M. Gámez-Pérez, Ana Maria Sarmiento, Heriberto Garcia-Reyes and Josué C. Velázquez-Martínez

The increase in the supply chain complexity demands new professionals who are able to deal with the new challenges faced nowadays. The purpose of this work is to propose…

Abstract

Purpose

The increase in the supply chain complexity demands new professionals who are able to deal with the new challenges faced nowadays. The purpose of this work is to propose an international university–industry collaboration model to develop supply chain management competences in students as a tool for the training of future professionals.

Design/methodology/approach

This study proposes an international collaboration model to develop supply chain competences. The model consists of three main phases from the genesis of the collaboration to the assessment of the competence development. This study validates the model collaborating with one of the largest retailer companies in Mexico.

Findings

Results identify collaboration good practices and point at possible improvements for the next model iteration. This study identifies four key supply chain competences as part of this model. Three didactic approaches (i.e. guidance methods) and two student’s involvement schemes were tested. The results show that professors acting as an advisor (i.e. acting as a guider without telling student directly what to do or how to do it) plus a voluntary student’s involvement in the project promote better competence development.

Originality/value

The first contribution of this research is the definition of an international collaboration model that promotes competence-based education. Also, this study documents good practices for this type of partnership. The second one refers to a large-scale model validation (i.e. 14-week experiment in nine different regions of Mexico involving a retail company, 20 professor-researchers and more than 100 students). The third contribution includes the assessment of different levels of competences development using diverse students’ participation schemes and professor’s guidance methods.

Details

Supply Chain Management: An International Journal, vol. 25 no. 4
Type: Research Article
ISSN: 1359-8546

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