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1 – 10 of over 19000Most firms select their information technology outsourcing (ITO) vendors based on the two methods of the weighted-criteria evaluation technique – the “qualification score plus the…
Abstract
Purpose
Most firms select their information technology outsourcing (ITO) vendors based on the two methods of the weighted-criteria evaluation technique – the “qualification score plus the lowest bid price for the highest price score (QS-LBHPS)” and the “qualification score plus the average bid price for the middle price score (QS-ABMPS).” This paper aims to understand whether these two methods provide the same or different results of vendor selection and how the proportional weights of a vendor's qualification and bid price affect the vendor selection results under the two methods.
Design/methodology/approach
–In total, 1,000 experimental tests were carried out using the developed spreadsheet template to examine vendor selection results of the two methods (QS-LBHPS and QS-ABMPS) and compare the vendor selection results under three conditions of vendors’ qualification and price weights. A correspondence analysis was also used to determine the proximal relationships among the selection results of the weighted criteria technique under the comparable methods.
Findings
The results indicate that, when using the two methods of the weighted criteria technique for a vendor selection, the selection results are significantly correspondent. In addition, the proportions of qualification and price weights affect the selection results under the two methods. The different proportions of qualification and price weights under the two methods yield the same selection results rather than different results.
Originality/value
This study fills the gap in ITO literatures concerning the vendor selection strategy. No empirical studies have been undertaken to compare the results of vendor selection under the two methods of the weighted-criteria evaluation technique. The findings enable a firm's selection team to apply the weighted-criteria evaluation technique effectively and realize that vendor selection results are altered based on the predefined proportions of qualification and price weights.
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Provides a contribution to the debate in the UK on theappropriateness of competence‐based qualifications. Identifies a numberof weaknesses in the competence philosophy as…
Abstract
Provides a contribution to the debate in the UK on the appropriateness of competence‐based qualifications. Identifies a number of weaknesses in the competence philosophy as currently defined, and a number of operational problems in implementing a national scheme of competence‐based vocational qualifications. Argues that the change to competence qualifications is unlikely to bring benefits commensurate with the required investment, and that the approach will be unworkable for higher level professional and managerial jobs. The first in a series of three, which is intended to stimulate critical debate within the education and training professions. The series will end with recommendations on a way forward within the established NCVQ framework.
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Abdul-Majeed Mahamadu, Patrick Manu, Lamine Mahdjoubi, Colin Booth, Clinton Aigbavboa and F.H. Abanda
The emergence of building information modelling (BIM) has led to the need for pre-qualification and selection of organisations capable of working within a BIM environment. Several…
Abstract
Purpose
The emergence of building information modelling (BIM) has led to the need for pre-qualification and selection of organisations capable of working within a BIM environment. Several criteria have been proposed for the assessment of an organisation’s BIM capability during the pre-qualification and selection phase of projects. However, no studies have sought to empirically establish whether organisations selected on the basis of such criteria have actually been the most successful at delivering BIM on projects. The purpose of this paper is to address the aforementioned gap through a comparison of predicted BIM capability and post-selection performance.
Design/methodology/approach
BIM capability of firms in a case study was predicted using 28 BIM pre-qualification and selection criteria, prioritised based on their perceived contribution to BIM delivery success from a survey of practitioners on BIM-enabled projects. The comparison of predicted BIM capability and post-selection performance was, on the other hand, achieved through the application of the Technique to Order Preference by Similarity to Ideal Solution and fuzzy sets theory (Fuzzy-TOPSIS).
Findings
Findings underscore the reliability of the 28 BIM pre-qualification and selection criteria as well as the priority weightings proposed for their use in predicting BIM capability and likelihood of performance. The findings have highlighted the importance of criteria related as previous BIM use experience as well as information processing maturity as critical indicators of the capability of organisations, particularly design firms.
Originality/value
Overall, the findings highlight the need for prioritisation of BIM pre-qualification and selection criteria on the basis of their actual contribution to delivery success from post-selection evaluation of performance.
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Analyses critically the conceptual basis of the management standards developed by the Management Charter Initiative (MCI) and the claims both for and against the utility of the…
Abstract
Analyses critically the conceptual basis of the management standards developed by the Management Charter Initiative (MCI) and the claims both for and against the utility of the standards. Identifies a number of conceptual weaknesses of the management standards and makes proposals to overcome them. Points out that the lack of empirical evidence to substantiate certain aspects of the MCI’s claims is a major deficiency. Concludes that examples of organizations which have used the management standards and achieved business benefits as a result are urgently needed.
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Florian Fahrenbach and Karin Luomi-Messerer
This paper aims to draw on a socio-technical perspective to explore how information and communication technology (ICT) supports the validation of non-formal and informal learning…
Abstract
Purpose
This paper aims to draw on a socio-technical perspective to explore how information and communication technology (ICT) supports the validation of non-formal and informal learning (VNFIL) in specific practices and arrangements.
Design/methodology/approach
The authors use qualitative content analysis to analyse 43 country reports of the “European inventory on validation” published by the European Centre for the Development of Vocational Training (Cedefop) in 2019.
Findings
This study conceptualises ICT supported VNFIL practices and arrangements from a socio-technical perspective. Given this, the paper finds that ICT is used mainly to provide information on validation practices and arrangements, store qualification registers online and identify and document learning outcomes. The use of ICT to assess and certify learning outcomes remains limited.
Originality/value
VNFIL is very rarely seen in a technical context. This paper contributes to a theoretical perspective and highlights the mutual interdependence of social and technical components. Furthermore, this study provides an overview of inasmuch ICT is currently used to support VNFIL practices and arrangements. Based on the results, validation researchers and practitioners can get inspiration on how to develop ICT supported VNFIL practices and arrangements further.
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Colin Hales, Ziv Tamangani, Anne Walker and Noelle Murphy
Reportsthe findings and conclusions of a study of five small businesses inthe hotel and catering sector which had adopted national vocationalqualifications (NVQs). Using an open…
Abstract
Reports the findings and conclusions of a study of five small businesses in the hotel and catering sector which had adopted national vocational qualifications (NVQs). Using an open system model, a comparative case study design and a range of data sources and methods of data collection within each organization, traces the preconditions, processes, outcomes and problems/issues associated with NVQ adoption and implementation. In a small business context, this is shown more likely to be successful where there is an existing training culture and infrastructure; where on‐the‐job training is positive, supportive and monitored; and where there is a senior management NVQ “champion” and an enthusiastic cadre of in‐house trainers and potential assessors. Shows that NVQs give a sharper focus to training activity, improve candidates’ perceived job satisfaction, morale and career prospects; enhance work flexibility and performance; and have a perceived, if hard‐to‐measure payoff in terms of business performance.
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Abstract
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To investigate the extent of over‐education for recently arrived tertiary educated male immigrants in order to ascertain if higher educated immigrants face assimilation hurdles in…
Abstract
Purpose
To investigate the extent of over‐education for recently arrived tertiary educated male immigrants in order to ascertain if higher educated immigrants face assimilation hurdles in the Australian labour market.
Design/methodology/approach
Using immigrant longitudinal data (LSIA), this paper uses the job analysis/objective method of defining over‐education. Also, bivariate probits are used to account for selectivity into employment when studying the determinants of graduate over‐education. The over, required and under‐education (ORU) earnings function is utilised to find the rates of return to education investment.
Findings
It is found that English speaking background (ESB) immigrants to have similar rates of over‐education compared to the native born, while only Asian non‐English speaking background (NESB) immigrants see a rise in over‐education after tighter immigration and welfare policies were introduced. Returns to required schooling are substantial, but the penalty for excess years of schooling is large, though consistent with the stylised facts of over‐education.
Research limitations/implications
Short time‐frame (up to five years) only allows for an investigation of initial assimilation.
Originality/value
Using panel data, this paper is the first to study the initial phase of highly educated immigrant assimilation into the Australian labour market from the viewpoint of job matching rather than just employment.
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Concentrates on ways of helping employers to keep their workforce up to date and adaptable. Contains precised articles exploring the relationship between employers and the world…
Abstract
Concentrates on ways of helping employers to keep their workforce up to date and adaptable. Contains precised articles exploring the relationship between employers and the world of education. The final group of precis examines the concept of knowledge management, which can help organizations to exploit their hidden talents.
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The purpose of this paper is to present the perspectives of English adult social care sector partners on the qualifications and standards required for leaders as they prepare to…
Abstract
Purpose
The purpose of this paper is to present the perspectives of English adult social care sector partners on the qualifications and standards required for leaders as they prepare to meet the demands of commissioning personalised care. Continuing an action research cycle guided by Coghlan and Brannicks (2010, p. 4) organisational centred model (McCray and Palmer, 2009) it benefits from the previous experience and reflection in action of the partners and researchers. Set in a general social care context, lessons learned from the study outcomes will be of interest to both commissioners of services and service users with acquired brain injury.
Design/methodology/approach
A model of action research informed by Coghlan and Brannicks’ (2010, p. 4) organisational centred model focused on context, quality of relationships, quality of the research process and its’ outcomes was used. The role of the authors was to facilitate diagnosis of the leadership issues arising from the implementation of personalised care in the English adult social care sector and in collaboration with sector partners seek resolutions. Six focus groups comprising two commissioners, service providers, user group and care manager/social work leads were facilitated at two separate events in the south of England.
Findings
Findings presented are derived from focus group discussions with strategic and organisational leaders and service user partners from the English adult social care sectors. Analysis of focus group data identified a number of themes. The overarching themes of human resource management, gaps in industry standards and leadership are discussed here. Whilst industry sector standard qualifications and frameworks may be at the centre of strategic planning for transformation, findings here have identified that additional support will be required to create leaders who can commission successfully to create cultural change. New approaches to leadership development may be needed to facilitate this process.
Research limitations/implications
The study offers a single method qualitative research approach based on two local authorities in the south of England. It presents a localised and particular view of leadership development needs.
Practical implications
The paper shows how action research can make a contribution to knowledge and practice.
Originality/value
The paper provides interesting new insights into the skills for commissioning in a changing public and third sector environment with reference to commissioning personalised support for people with brain injury.
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