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Urban heritage areas are under significant pressure as a result of increasing populations and significant visitor growth. The growth in visitor numbers is of particular concern as this is leading to the phenomenon of overtourism. In Asia, although the issue of overtourism requires immediate attention in order to avoid the loss of tangible and intangible heritage, many of those responsible for managing urban heritage areas lack the skills and competencies to prevent it or mitigate its effects. The purpose of this paper is to present an exploratory competency framework for managing urban heritage areas sustainably, for thereby preventing and/or mitigating overtourism.

In developing this framework, the authors examined how the context needs to change in order to implement sustainable urban heritage management, and they identified the particular competencies and associated skills and knowledge that are required of the stakeholders responsible for urban heritage areas to manage, prevent and/or mitigate overtourism. This analysis was based on a series of case studies examining the planning and management of urban heritage areas in Asia.

It was found that meeting three key objectives was essential in improving the competencies of stakeholder heritage area planners and developers as it relates to overtourism: integrated team approach, a mindset change on the part of key stakeholders and a common vision guiding the development process.

It was found that in order for urban heritage managers to sustainably manage the heritage under their responsibility and prevent and/or mitigate overtourism, a fundamental shift in mindset is required on the part of key stakeholders, moving away from a “silo” approach and towards an integrated approach to urban heritage management, in which the team leaders and management teams have an interdisciplinary set of competencies and are supported in the planning and management process by subject/discipline specialists. The authors found that the set of competencies that are required by heritage management teams lie at the intersection of the four key areas of policy and planning intervention in urban heritage areas, which are: community economic development, urban planning and design, urban heritage area planning, and tourism planning and management. The competencies can be categorized under three headings: interdisciplinary perspective, soft management competencies and technical competencies.

This paper was developed based on the authors’ experience in planning and tourism initiatives throughout Asia and on a long history of urban heritage tourism and planning work around the world. Most of the discussion focusses on how urban destinations can prevent and/or address the issues associated with overtourism by enhancing the competencies of the teams and practitioners who are responsible for managing urban heritage areas.

This paper examines the problems of translating marketing theory into effective marketing practice and specifically concentrates on the difficulties that surround the marketing planning process. First the authors explore the barriers to marketing planning and relate these to the lack of specific marketing competencies. Then the concept of work‐based learning is discussed and a programme of this nature suggested which builds on key marketing planning competencies.

Demonstrates how a single case study/action science methodology was applied by the researchers in assisting the lead entrepreneur and management team in a small firm to develop marketing planning competencies, thereby ensuring company growth and hopefully survival. The research illustrates how the acquisition of these skills enabled the client company to overcome a series of obstacles to strategic growth and thereby maintain a positive entrepreneurial effort.

This paper aims to discuss the development of a core set of information resources management (IRM) competencies and to detail a plan for their acquisition by IRM librarians of a large academic university library.

The paper examines the work of librarians who manage information resources at the University of Arizona Libraries to inform the development of a set of core competencies. The planned implementation and assessment of a series of training sessions for developing these competencies is also discussed, as is the role of individual librarians who have been assigned specific tasks related to broader issues not easily addressed by a training session. Finally, a prioritized list of mastery‐level competencies for future development is defined.

By defining in detail the information resource‐related tasks for which IRM members are responsible, the authors were able to develop a plan for training modules that are designed to ensure core competencies for all team members.

This paper is a detailed plan for developing competencies needed to manage information resources at an academic library.

The traditional strategic model of industrial organization is criticized by the upholders of the theories that regard the resources and competencies of a firm as the source of its competitive advantage. This article presents these new strategic dictates in a critical form, examining the reasons that justify the striking interest being taken by researchers and managers, but also the limits of those principles, some intrinsic others that can be overcome by an integration with tradition. As a consequence, the article presents a framework which attempts to relate the constituent elements that distinguish the two main strategic theories and shows that both must be considered for strategic planning and performance management.

The purpose of the paper is to develop a conceptual framework for improving the effectiveness of risk management in supply networks following a critical literature review.

A critical review of 91 scholarly journal articles published between 2000 and 2018 supports the development of an integrated conceptual framework.

The findings emphasize that supply chain integration (SCI) can have both a positive and negative impact on the effectiveness of risk management in supply networks. It is possible to have a positive effect when SCI can be used to develop competencies in joint risk planning within the organization and with wider supply network members and, in turn, to develop collaborative risk management capabilities. Supply network characteristics can influence whether and the extent to which SCI has a positive or negative impact on risk management effectiveness.

The conceptual framework can be used to empirically assess the role of SCI for effective risk management. Dynamic evaluation of the effectiveness of risk management and potential redesign of the supply network by considering other contingent factors are some future research avenues.

There is a need for developing specific competencies in risk planning within organizations and joint risk planning with supply network members which, in turn, can help develop collaborative risk management capabilities to improve the effectiveness of risk management in supply networks. Network characteristics will influence whether and the extent to which SCI results in the effectiveness of risk management.

Moving beyond recent (systematic) reviews on supply chain risk management, this study develops a novel conceptual framework interlinking SCI and the effectiveness of risk management while considering network characteristics.

The aim of this paper is to examine the mediating role of employee competencies in the association between human resource management (HRM) practices and organizational effectiveness of the pharmaceutical industry in Ghana.

An integrated research model was developed by combining principal factors from existing literature. The validity of the model was tested by applying structural equation modelling (SEM) to the data collected from 550 employees of the selected pharmaceutical industries. The reliability and validity of the dimensions are established through confirmatory factor analysis (CFA) and related hypotheses tested using SEM.

The results indicate that some HRM practices influence organizational effectiveness through their impact on employee competencies. The study further revealed that employee competencies mediate the association between HRM practices and organizational effectiveness.

The research was undertaken in the pharmaceutical industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors and international environment.

The findings of the study have the potential to help stakeholders, policy makers and management of the pharmaceutical industry in espousing suitable and well-articulated HRM practices to influence and shape the skills, knowledge and behaviour of employees and inordinately enhance organizational effectiveness.

This study extends the literature by adducing evidence empirically that employee competencies mediated the association between HRM practices and organizational effectiveness of the pharmaceutical industry in Ghana.

Aims to focus on the imperative to achieve national activity and performance targets in secondary care as set out in the NHS Plan.

The paper is in the form of “notes from the front line” that are based on the experience of the Royal Cornwall Hospitals NHS Trust (RCHT).

These include that planning needs to be understood as the means by which the NHS manages its future; that planning needs to become more technically and methodologically sophisticated; that planning is a process rather than a description of an organisational function; and that the NHS will only resolve the shortage of planning competencies once planning is seen as a management disciple.

On the basis of the feedback received from drafts of this paper, it is suggested that the conclusions drawn are generally applicable across the English health service.

The purpose of this research is to empirically examine the efficacy of setting multiple goals targeting complex competencies with a variety of time horizons pursued across a number of years. Most research conducted in the areas of goal setting examines an individual's ability to achieve a single goal targeting a simple skill or behavioral change within a short time period.

In this longitudinal study competency development is assessed over time periods ranging from nine months to four and half years and examined using both self‐reported change and behavior change demonstrated through critical incident interviews.

Progress over the study reveals that establishing learning goals is particularly important to the development of competencies. Subjects developed significantly more on competencies for which they set goals than on other competencies. They also demonstrated greater competency development when goals were remembered.

Subjects were studied during a specific life change event – completion of an MBA program. Their particular education environment was designed to support and encourage change. It undoubtedly contributed to their development during the study. Results therefore may not generalize to broader populations. However, the results reveal clear implications for management education in both academic and corporate education settings.

This study highlights important elements in the development process that when included enhance competency development and provide insight into the mechanisms underlying intentional change theory.

The research evaluates the complexity and difficulty involved in competency development. It provides empirical evidence to support goal setting and intentional change theories.