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Book part
Publication date: 28 March 2022

Anca Băndoi, Cătălina Sitnikov, Daniela Dănciulescu, Lucian Mandache and Ionut Riza

Although risks are present in any organisation and the importance of their study is obvious, the authors find that risk analysis is an area still in its infancy, as

Abstract

Although risks are present in any organisation and the importance of their study is obvious, the authors find that risk analysis is an area still in its infancy, as reflected in the small number of existing publications on this topic. Human resources tend to understand risk in an elementary way. The ability of human resources to perceive risk is the ability and competence to identify a potential threat that does not always appear.

Aim: The aim of the this chapter was to provide additional knowledge on human resource competencies, in order to avoid the emergence and spread of risks at the organisational and cyber level.

Methodology: The authors used the quantitative–comparative analysis, by presenting all the details regarding the competencies of the human resource in order to manage the risks at organisational and cybernetic level.

Findings: The findings of this chapter show that the compulsory competencies of the human resource influence both the general competencies and the special competencies: information technology and communications, security ethics and economic ones. These, in turn, can improve or diminish cyber security competencies by almost 50%.

Originality of the Study: This study is highlighted by results obtained from the analysis of the capacity of human resources, to integrate theoretical knowledge and practical competencies on the perception of cyber risk. Of particular importance for this research are the analysis of data and the interpretation of results on human resources competencies. In this sense, throughout the chapter are assessed the skills of human resources, necessary for the management of cyber risks at the organisational level. In terms of future research implications, it could be important research to identify a method of assessing the competencies acquired by human resources applied from the perspective of cyber risk.

Details

Managing Risk and Decision Making in Times of Economic Distress, Part B
Type: Book
ISBN: 978-1-80262-971-2

Keywords

Article
Publication date: 11 February 2021

Gholamreza Bordbar, Amirreza Konjkav Monfared, Mehdi Sabokro, Niloofar Dehghani and Elahe Hosseini

The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale.

Abstract

Purpose

The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale.

Design/methodology/approach

The data collected in this study were 2018 from the 234 people selected from 603 managers and experts in human resources of selected firms existing in the Yazd Industrial Town randomly. Based on the model of HRCs designed by Ulrich et al. (2008), a questionnaire was developed to assess HRCs. Internal consistency and split-half methods were used to obtain the reliability of the instrument. Content validity and construct validity of the instrument were also assessed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA).

Findings

This paper elucidates a key scale for assessing HRCs including three dimensions: knowledge business, functional expertise and managing change. Also, results revealed that two items were then dropped from the questionnaire as they were unreliable, and a final 31 items were extracted to form the scale for assessing HRCs. The coefficients for Cronbach’s α and split-half were 0.963 and 0.947, respectively. In EFA, Kaiser-Meyer-Olkin test yielded optimal 0.962, and Bartlett’s test was statistically significant. Additionally, three factors with eigenvalues higher than 1 explained 63% of the total variance. Hence, CFA confirmed the results from EFA too. Moreover, the model proved to enjoy a good fit.

Practical implications

The scale is useful for both researchers and practitioners. Also, the scale provides researchers with a sought-after conceptualization of HRCs.

Originality/value

Consequently, considering that the validity and reliability indices of HRCs were estimated to be desirable, the authors believe that the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research.

Details

Industrial and Commercial Training, vol. 53 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 19 November 2018

Sasan Ghasemi, Arash Shahin and Ali Safari

The purpose of this paper is to propose an improved economic value model for human resource valuation. For this purpose, the probability of promoting people to a higher…

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Abstract

Purpose

The purpose of this paper is to propose an improved economic value model for human resource valuation. For this purpose, the probability of promoting people to a higher position and the satisfaction coefficient of employees and customers have been computed by competency and Kano models.

Design/methodology/approach

In order to calculate the probability of promoting people to a higher position, competency model and questionnaire have been used. The satisfaction coefficient of employees and customers has been calculated as a factor influencing the survival of an individual in the organization by using the Kano model. For this purpose, two questionnaires have been designed; one was completed by the employees and the other by the customers. The proposed model has been examined in a consulting company in Iran.

Findings

The human resource value of the company under study has been estimated over 29bn rials (Iranian currency). The obtained results indicate that the proposed approach as an integrative monetary and nonmonetary measure can remove the limitations of the economic value model.

Practical implications

The proposed model helps organizations in managing their human capitals more effectively.

Originality/value

In this study, the Kano and competency models have been integrated with one of the common models of human resource valuation, i.e. the economic value model. The proposed integrated model seems more effective compared to the basic model of economic value model. Application of the proposed model within the context of Iran for the first time would constitute as potential for contribution to the knowledge of human resource management in the developing countries.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 9
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 1 March 2001

Thomas N. Garavan, Michael Morley, Patrick Gunnigle and Eammon Collins

Introduces the special issue “Human resource development: sectoral and invention‐level evidence of human capital accumulation”. Reviews the concepts and definitions of…

22982

Abstract

Introduces the special issue “Human resource development: sectoral and invention‐level evidence of human capital accumulation”. Reviews the concepts and definitions of intellectual and human capital. Considers human capital from individual (employability, performance and career development) and organization (investment, ownership, skills and knowledge management) perspectives. Looks at each of the papers in the special issue, relating them to its theme. Highlights the implications for human resource development, both at individual and organizational levels.

Details

Journal of European Industrial Training, vol. 25 no. 2/3/4
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 28 December 2020

Sukhpreet Kaur and Gurvinder Kaur

The study aims at understanding the impact of individual and bundle of human resource practices (HRPs) on employee competencies. It also compares the impact of the bundle…

Abstract

Purpose

The study aims at understanding the impact of individual and bundle of human resource practices (HRPs) on employee competencies. It also compares the impact of the bundle of HRPs with individual HRPs on employee competencies to examine the synergy effect.

Design/methodology/approach

To test the hypothesis, a sample of 229 respondents from the Indian food processing industry was taken. This included managerial and nonmanagerial personnel from four large scale food processing firms. The impact was analyzed through several structural equations.

Findings

The individual HRPs are positively related to employee competencies. Recruitment and selection have the least impact, and employee participation has the maximum impact on employee competencies. However, the bundle of HRPs has a positive and stronger impact on employee competencies than when they are studied individually.

Practical implications

The results of this study bring a wide array of managerial implications for the food processing industry. It recommends the management to adopt proper and well-structured HRPs for the food processing industry.

Originality/value

This is one of the few studies that utilizes resource-based view (RBV) and human capital theory (HCT) for investigating the relationship between HRPs and employee competencies in the Indian context. It attempts to increase the understanding regarding an important strategic HR concept (i.e. bundle of HRPs) on employee competencies.

Details

Employee Relations: The International Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 11 November 2020

Steven McCartney, Caroline Murphy and Jean Mccarthy

Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required…

2658

Abstract

Purpose

Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work.

Design/methodology/approach

Adopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts.

Findings

This study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication.

Practical implications

The research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment.

Originality/value

This study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts.

Details

Personnel Review, vol. 50 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 24 June 2020

Frank Nana Kweku Otoo

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…

1142

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Originality/value

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.

Details

Employee Relations: The International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 10 July 2017

Tung-Hsuan Wan, Yun-Shu Hsu, Jehn-Yih Wong and Shin-Hao Liu

Human capital is the most important determinant of the Hospitality industry’s success. Executive chefs should be skilled in both management and culinary arts, in addition…

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Abstract

Purpose

Human capital is the most important determinant of the Hospitality industry’s success. Executive chefs should be skilled in both management and culinary arts, in addition to ensuring the success of the entire hospitality division. The study aims to understand the competencies of executive chefs in international tourist hotels in Taiwan.

Design/methodology/approach

Literature review and behavioral event interviews were conducted with ten executive chefs and executive sous chefs. The modified Delphi method verified the results using 15 experts.

Findings

A competency framework was created, with four quadrants – managerial, operational, behaviors and skills – to classify executive chefs’ competencies. Each competency was further divided into sub-competencies – culinary research, emotional control, negotiation skills, job guidance and proactive thinking ability – for 25 items. Quadrants I and II are hard competencies that can be improved through education and training, whereas the third and fourth are soft competencies that require more time for development in workers.

Practical implications

The two-step study developed a competency framework with a practical reference value. The study results could be utilized by human resources managers during their companies’ training, recruitment, selection and promotion.

Originality/value

Besides the Delphi method, a deep behavioral event interview that enabled determining critical competencies was also used to collect data. The results obtained could be used to structure schools’ curricula. Collaborations between the hospitality industry and schools could help develop better curricula and training plans to maximize the availability of educational resources.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 24 October 2008

Patricia Ordóñez de Pablos and Miltiadis D. Lytras

The paper seeks to analyze in depth the organizational requirements for the exploitation of human resource management towards increased organizational performance, and to

20366

Abstract

Purpose

The paper seeks to analyze in depth the organizational requirements for the exploitation of human resource management towards increased organizational performance, and to provide a conceptual framework for the analysis of human resource management in learning organizations.

Design/methodology/approach

The paper takes the form of an extensive literature review on human resource management (HRM), organizational learning and human capital.

Findings

The major contribution is the Requirements Framework for the Adoption of Technology Enhanced Learning and Semantic Web Technologies, which can guide strategies of effective competencies management in modern organizations. This framework initiates an interesting discussion of technological issues that go beyond the scope of this paper.

Research limitations/implications

The Requirements Framework provides the basis for an extensive specification of knowledge management strategies. A follow‐up publication will present the practical implications of the “theoretical” abstraction of framework and empirical evidence.

Practical implications

The paper is a very useful source of information and impartial advice for strategists, HRM managers, knowledge management officers and people interesting in exploiting human resource management systems in a knowledge‐intensive organization.

Originality/value

This paper fulfills an identified need to outline methods and technologies for integrated knowledge and learning and competencies management support in organizations.

Details

Journal of Knowledge Management, vol. 12 no. 6
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 8 August 2022

Vítor Vasata Macchi Silva and Jose Luis Duarte Ribeiro

This paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations.

Abstract

Purpose

This paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations.

Design/methodology/approach

To propose the model, a literature review in the area of organizations resilience was carried out, and the structural equation modeling (SEM) approach was used. The setting used to validate the proposed model was the Brazilian Federal Institutions of Higher Education.

Findings

The results present five dimensions of action seen as macro-competences that contribute for organizations’ resilience: human resource management, development of individual competencies, risk management, preparedness for response, and responsiveness. The results also point at competences that can be developed in each of those dimensions with a view toward resilience.

Practical implications

Competences of strategically planning the workforces, of testing the risk hypotheses continuously, and applying the action plans proposed by risk management in response to crises can improve individual and organizational resiliencies.

Originality/value

Guided by the proposed model, public organizations will be better prepared to withstand adversities, such as resources cutbacks and staff shortages.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 4
Type: Research Article
ISSN: 2051-6614

Keywords

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