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The purpose of the paper is to present the performance management process and the core competency frameworks of six Canadian public libraries. The core competencies that characterize the qualities for superior performance of library staff are described, as well as the way in which competencies are used throughout the performance management process and other related human resource functions.

A survey of 59 public libraries serving populations greater than 50,000 was undertaken. A total of six libraries reported using core competency frameworks for performance management purposes. Managers responsible for human resource functions were interviewed about the process of developing the competencies and the ways in which the competencies are used in their library systems.

The core competencies identified by the six public libraries are communication skills, interpersonal skills, customer service, analytical skills, accountability, adaptability, technological competence, planning and organizing skills, knowledge of the organization, creativity/innovation and leadership. Employees are evaluated against the core competencies in the performance appraisal process. Unsatisfactory performance in any competency requires an action plan to improve the necessary knowledge and skills.

The number of libraries which have implemented core competencies for performance management is very limited. Future research should examine whether competency‐based performance management has achieved the aim of improving performance.

The paper provides a useful overview of the concept of performance management and summarizes the strengths and weaknesses of competency‐based performance management.

The paper presents an overview of competency‐based performance management as implemented in six Canadian public libraries. The core competencies that characterize the qualities required for superior performance of library staff are described.

The purpose of this paper is to investigate how to strategically reengineer the government processes in e-governance to ensure the implementation of future-oriented and sustainable e-governance across developing countries.

This study has used learning from the theory of strategic intent. The present study has been conducted using exploratory sequential mixed method research. The findings of exploratory study, supported by extant literature on reengineering, core competencies and e-governance success, forms the basis for proposed research framework, which is empirically tested with 359 respondents from the two government departments in India using partial least square technique.

The findings of this study suggested that it is needed to reengineer the government processes with a view to develop the core competencies to ensure the long-term success of e-governance implementation in terms of future-orientation and sustainability. The reengineering transformations are found to have significant positive effect on the core competencies development that, in turn, has a positive effect on the success of e-governance.

The limitation of this study is the small sample size of qualitative and quantitative study owing to the missing willingness of government officials to respond to the research instruments.

The findings of this study would help e-governance practitioners to focus on the key strategic areas which will ensure the long-term success of e-governance and make the same valuable for the current and upcoming generations.

This study made an original contribution to e-governance literature by developing and validating a theoretical model for empirically assessing the strategic effect of business process reengineering changes on e-governance success (in terms of future orientation and sustainability) through mediating variable, core competencies.

The purpose of this study intends to develop a hierarchical model through prioritisation of the core competencies with respect to competitive advantage, financial and strategic performance for an oil and gas company in Malaysia.

Mixed method approach used in the present research. Initially, interviews were conducted to solicit information about the company’s core competencies, competitive advantage, and financial and strategic performance. The interview findings used for questionnaire development to rank core competencies with respect to competitive advantage, financial and strategic performance. The survey results were analysed using the analytic hierarchy process (AHP), a mathematical model and is synthesised using Super Decisions Software.

The study developed a hierarchical model and can be set as a benchmark for prioritising core competencies, with respect to competitive advantage, financial and strategic performance for oil and gas companies.

The prioritisation results will help the company considered in the present research and also the similar companies to optimise their resources and energy to focus on the desired and the most influential core competencies.

As the oil industry develops competitive advantage, its success will cascade down to stimulate the nation’s growth, support industry and services expansion and eventually develop the nation.

This study is a first of its kind in using AHP to rank core competencies with respect to competitive advantage, financial and strategic performance for an oil and gas company. The results can be used by oil and gas companies to enhance their overall performance.

The purpose of this paper is to empirically identify the themes of core-competencies required for future-oriented and sustainable e-governance practices, especially across the developing nations.

The present study has been conducted using the sequential mixed method research wherein the exploratory qualitative study is first carried out with the government officials involved in e-governance implementation across India to identify the themes of core-competencies. The findings of this exploratory study are then empirically tested with the 359 respondents from Group A and Group B officers of the two government departments in India using partial least square technique.

The findings suggested that to ensure the implementation of future-oriented and sustainable e-governance, it is required to develop the core-competencies. The significant core-competencies explored are, namely, process management, employee engagement, internal service quality, external service quality, citizen satisfaction, leadership, culture and technology.

As strategic implementation of e-governance is a relatively new area of study, the present study has used the learning from core-competencies studies in the non-government sector.

The findings of this study underscore the need for strategic implementation of e-governance to have long-term success of e-governance. The requirement is to develop the core-competencies. These core-competencies are the key to making the government departments proactive in dealing with any future contingency without compromising on the departmental performance.

The present research is one of the few research studies focusing on the implementation of sustainable and future-oriented e-governance. The current study has laid the stepping stone for investigating the role of core-competencies to ensure the implementation of sustainable and future-oriented e-governance.

In this study a survey with a questionnaire was used to track the learning situation and core competencies of students in electrical engineering and computer science at the University of Science and Technology. A determination of areas that need to be strengthened is used as a reference in the cultivation of core competency in higher education.

A total of 320 junior students in electrical engineering and computer science were surveyed and given questionnaires. A total of 219 valid questionnaires were collected for a paired sample t-test, to find and compare changes in core competencies of the group over a period of three years.

Higher education institutions are presently more inclined to competency-oriented education, training and learning. This establishes good relevant practices, enhances core competencies in students and improves their chances of satisfactory future employment. In this study it was found that the general core competencies of students were better than their professional core competencies, and the self-reported core competencies of freshman students were better than those of the junior students. The results showed that core competencies did not grow with the years. This result is most likely due to a gain of knowledge which makes them more able to understand their own shortcomings.

Most studies investigating the core competencies of higher education students are cross-sectional studies. This study follows students over a period of three years and provides the results of a longitudinal survey of a group of students' core competencies.

The purpose of this paper is to develop an understanding of contributions of total productive maintenance (TPM) initiatives towards building core competencies in Indian manufacturing industry. This paper critically examines the implications of TPM implementation initiatives in Indian manufacturing organizations.

In this study a large number of manufacturing organizations have been extensively surveyed to ascertain contributions made by TPM initiatives in the Indian manufacturing industries towards realizing core competencies. The study involves working out the correlations between various TPM implementation dimensions and core competencies, and employs various statistical tools for extracting significant factors contributing effectively towards realization of core competencies.

The study reveals that organizational leadership and involvement, traditional maintenance practices, successful adaptation of effective TPM initiatives can significantly contribute towards accruing core competencies in the organization. The study highlights that the holistic TPM initiatives outscore the traditional maintenance practices towards improving the manufacturing performance (MP). The study establishes that focused TPM implementation over a reasonable time period can significantly contribute towards realization of core competencies in MP.

The study has been conducted to ascertain the contributions of TPM initiatives for achieving core competencies in manufacturing organizations. However, sector‐wise studies can also be conducted to evaluate the contributions of TPM implementation towards performance enhancement under the specific situations.

The present study identifies the impact of key TPM initiatives dimensions on organizational performance and highlights the need for aligning organizational efforts in establishing maintenance improvement initiatives for realizing improvements in performance of manufacturing organizations.

The paper investigates the status of TPM initiatives in the Indian context and the preparedness of Indian manufacturing industry to meet the challenges posed by the western world by employing proactive TPM strategies.

This paper seeks to introduce an integrated framework to determine the relationships between organisation core competences and associated personal competencies.

At first organisation core competences are determined by conducting internal and external benchmarking exercises, respectively, employing the “collectiveness” and “uniqueness” measures using key capabilities as a basis. Subsequently a pair‐wise comparison using the Analytic Hierarchy Process (AHP) is conducted to assess related personal competencies using the Chartered Institute of Personnel and Development list of competencies. The paper shows how these individual competencies are crucial to the overall organisational core competences. The framework is tested for a construction company, where five management directors are interviewed to develop an overall picture regarding the strengths and weaknesses of the company's key capabilities.

Overall the results show that, despite being a construction company, the composition of its organisational capabilities is dominantly governed by intangible assets’ contributions. The AHP prioritisation analysis confirmed that with regard to Innovative solutions, organisational core competence, Customer focus, and Team orientation are the most related personal competencies.

This paper makes an original contribution in the core competence literature by showing how to evaluate individual competencies that are essential to the construction of the organisational core competence. The use of AHP facilitates consistent data by screening out any subjective anomalies. The outcome of this exercise can help management prioritise the most related personal competencies needed for developing its organisational core competences and to undertake crucial business functions.

This research intends to establish a model integrating the related theories in strategy management and competency in the HRM field, and to develop a systematic tool that can help a company quickly and precisely identify its core competency.

An internal value activity chain is obtained through analyzing customers' needs. The priority of the activities is then determined via examining external factors. The critical competency needed by the activity is abstracted from a process and operation analysis. Standardized procedures and tools for applying the Process Oriented Core Competency Identification (POCCI) model are sequentially deployed.

An empirical case was illustrated that the POCCI model not only helps a company identify the core competency that prevails over alternative approaches but also draws more recognition from the raters. The linkage between individual competency and organizational competitive advantage was solidified by the POCCI model and evidenced by an empirical case.

Misunderstanding over competency items might impede the consensus formation. A handbook of standardized procedures with unified definition is strongly suggested to facilitate the progression of competency identification.

The model, procedures and tools proposed in this paper can help most companies quickly and precisely identify their specific core competencies.

The POCCI model that emphasizes interdisciplinary integration and practical usage has never been thoroughly investigated in the previous literature and could serve as a prototype for further explorations.

The purpose of this paper is to evaluate the effects of infrastructure and strategy of knowledge management on acquisition of core competencies through knowledge management process in the Iranian automotive industry.

For collecting primary data a questionnaire was distributed among 1,100 experts in ten companies of the Iranian automotive industry. Then, structural equation modeling was used to measure the relationship among elements of knowledge management and core competencies.

Findings indicate that knowledge management strategy is directly related to core competencies and there is no significant relationship between knowledge management infrastructure and core competencies. Nevertheless, knowledge management process as a mediator variable affects the relationship between strategy and infrastructure of knowledge management and core competencies indirectly.

The paper is limited to the Iranian automotive industry. Hence, future studies of the relationship among knowledge management elements and core competencies should be conducted in different countries and industries.

Findings of this research will increase the practical information about a relatively unexplored relationship among strategy and capabilities of knowledge management and core competencies. These findings are valuable for both researchers and managers.

The purpose of this paper is to describe and critique the methodology used to develop a core competency framework for mental health professionals working with people with an intellectual disability and co-occurring mental ill health.

A multi-phase, multi-method design was used to collect qualitative and quantitative data, including a scoping survey, modified online Delphi, and consultation with multiple stakeholders. The implementation phase involved a launch forum and workshop, toolkit development, and evaluation strategy.

Results from the scoping survey and consultation process informed the development of a core competency framework with 11 domains. An accompanying toolkit was also developed with practical guidance to assist with the implementation of the core competencies. In total, 93 professionals attended the launch forum, and the framework has been downloaded 998 times during the first year it has been available.

Detailed information specific to each profession cannot be included when a whole of workforce approach is used. The ways in which to use the framework in conjunction with other core competency frameworks is discussed.

This framework can be utilised by mental health workers including clinicians, managers, service developers, and educators, from multiple professional backgrounds. The approach taken can also be used by others to develop similar frameworks.

This is the first core competency framework, to the authors’ knowledge, specifically designed for public mental health professionals from varied backgrounds working with people with an intellectual disability. Consulting with multiple stakeholders, not just experts, elicited new information that may otherwise have been overlooked.