Identifies a number of recent shifts in issues affecting education and examines the impact on leadership in education with particular reference to the Canadian context…
Identifies a number of recent shifts in issues affecting education and examines the impact on leadership in education with particular reference to the Canadian context. Discusses implications for changes in leaders′ behaviours within the context of social and leadership theories. Presents some proposals which facilitate appropriate controls in educational leadership, but at the same time are supportive of increasing democratization. These do not represent an abrogation of administrative responsibilities, but emphasize the need for new views of the multiple roles of leaders in education at a time when international similarities are being identified.
This paper follows three objectives. The paper aims to demonstrate a synoptic view of the historical evolution of competence, significant growth and changes in conversation. The second objective is to investigate the meaning and definitional usage of competence and competency. The third objective is to present a synoptic view of different dimensions of competence.
This paper reviews the selected literature spanning from 1959 to date from various databases using the following keywords: competence, competency, employee competence, employee competency, competency management and competency-based management. A total of 170 studies were selected in the first wave. In the second wave, a detailed assessment was made, as suggested by Tranfield Denyer and Smart, to ascertain the relevance of the articles. In this way, only 63 studies were selected for the review. This study also considers other relevant literature.
The historical evolution demonstrates that competence scholarship has focused on use of the concept in different fields and contexts, theoretical frameworks for competence development and strategic relevance of competence-based (demand-based) human resource management. Results also suggest that the term competency and competence are interchangeably usable. Finally, the review summarizes a total of 16 dimensions of competence, studied in various contexts and classifies them into hard and soft competence and further dividing them into knowledge, skill and self-actualization-related competence.
This paper discusses various research implications for human resource development scholars and professionals.
This paper is a unique attempt to review the literature on three themes of employee competence.