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Book part
Publication date: 20 June 2005

J. Rajendran Pandian and Peter McKiernan

The concept of core competence underlies competence-based competition and competence-based management. When new firms get established, due to resource constraints…

Abstract

The concept of core competence underlies competence-based competition and competence-based management. When new firms get established, due to resource constraints, managers have to make conscious decisions to develop certain competencies and not others. In order to have all competencies that are required to be successful, firms look for strategic alliances and to leverage their partner firms’ competencies. In this paper, we develop a contingency model for firms that have to go for strategic alliances to explain which core competencies should be developed internally, which core competencies could be from the alliance partner, which type of alliance will be suitable and whether the firm should choose a short-term, long-term or permanent alliance. Using Hamel’s (1994) generic core competencies and the type of market (industrial or individual), we suggest which type of strategic alliance should be chosen for leveraging a partner’s competencies.

Details

Competence Perspectives on Managing Interfirm Interactions
Type: Book
ISBN: 978-0-76231-169-9

Abstract

Details

Competencies for Effective Leadership
Type: Book
ISBN: 978-1-78973-256-6

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Article
Publication date: 26 February 2021

Manisha Paliwal and Archana Singh

Coronavirus (COVID-19) outbreak has utterly disrupted the worldwide education system and compelled an emergency immersion of unplanned and rapid online teaching-learning…

Abstract

Purpose

Coronavirus (COVID-19) outbreak has utterly disrupted the worldwide education system and compelled an emergency immersion of unplanned and rapid online teaching-learning. The online teaching readiness would highly depend on the competencies of teachers and skills to adapt the pedagogy and new roles by the teachers. In this context, this study aims to assess higher education institutions (HEIs) teachers’ readiness to handle online education based on the online teaching readiness competencies model.

Design/methodology/approach

A structured questionnaire has been adopted to survey and collect data from 296 teachers of HEIs across India. The questionnaire consisted of 29 constructs. The constructs in this section were measured using a five-point Likert scale ranging. In the first step first-order confirmatory factor analysis (CFA) is carried out, by using the software IBM AMOS-26. The initial model is generated for five constructs and outcomes are used to analyze the model’s goodness of fit and construct validity. In the second step structural equation modeling (SEM) is carried out to do the path analysis of the proposed model.

Findings

The findings connote that the level of course design competencies, communication competencies, time management competencies are not sufficient among the teachers of HEI of India, whereas the technical competencies possessed by the teachers meet the requirements for readiness to handle online education. The research is an attempt to provide possible explanations for establishing relationships between the constructs and discusses the usage of information, which can be further used to enhance the online teaching readiness competencies for the teachers of HEIs of India.

Practical implications

The research is an attempt to provide possible explanations for establishing relationships between the constructs and discusses the usage of information, which can be further used to enhance the online teaching readiness competencies for the teachers of HEIs of India.

Originality/value

Teachers’ competencies are a vital part of teaching online which has become the need of the hour in this COVID-19 outbreak. Because of the need for emergency response and strategies to minimize learning disruption at higher education, the study identifies the online teaching readiness competencies possessed by the online teaching communities and provides guidelines to enhance their capacity to build up the longer-term resilience of education systems. The study will be a ready reckoner for online training competencies which can be used as training need analysis to make each teacher highly competent to impart knowledge using online teaching platforms.

Details

Interactive Technology and Smart Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-5659

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Article
Publication date: 26 February 2021

Wimboh Santoso, Palti Marulitua Sitorus, Sukarela Batunanggar, Farida Titik Krisanti, Grisna Anggadwita and Andry Alamsyah

The development of information technology is highly influential to all sectors, including the financial industry. Various transformations are made in overcoming the…

Abstract

Purpose

The development of information technology is highly influential to all sectors, including the financial industry. Various transformations are made in overcoming the dynamics of technological advancements, including the mapping of human resources. This study is conducted in the banking industry and companies operating using financial technology (FinTech) in Indonesia. This study aims to identify talent competencies needed in the future, based on current conditions and future needs, through mapping talent in the banking and FinTech industries.

Design/methodology/approach

This study provides empirical evidence about the mapping of talent management with eight basic competencies. It uses a mixed-method, explanatory sequential with survey approach in the first phase and focus group discussions (FGD) in the second phase. The questionnaire is distributed to 309 respondents who are the specific decision-makers in this industry. Meanwhile, the FGD is conducted twice at different times with academics and practitioners, human resources and talent managers. This research used analytic hierarchy process as a tool for data processing.

Findings

This study provides current competency positions and future needs in the banking and FinTech industries in Indonesia where it found a lot of competence segregation. It also discovered three priority competencies for dealing with Industry 4.0, which included relating and networking, adapting and responding to change and entrepreneurship and commercial thinking.

Practical implications

This study is valuable for decision-makers and regulators; these results can be used to find new competencies and talents to develop existing human resources. Also, these results can be used as a basis for policy-making related to the Industrial Revolution 4.0.

Originality/value

This study provides new insights on talent mapping in the banking and FinTech industries as a strategic approach in the digitalization era. In addition, this research also adds knowledge related to Industry 4.0 as a result of industry developments in the digitalization era.

Details

Journal of Science and Technology Policy Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2053-4620

Keywords

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Article
Publication date: 16 February 2021

José Pinheiro, Luis Filipe Lages, Graça Miranda Silva, Alvaro Lopes Dias and Miguel T. Preto

Shifting demand and ever-shorter production cycles pressure manufacturing flexibility. Although the literature has established the positive effect of the firm's absorptive…

Abstract

Purpose

Shifting demand and ever-shorter production cycles pressure manufacturing flexibility. Although the literature has established the positive effect of the firm's absorptive capacity on manufacturing flexibility, the separate role of the innovation competencies of exploitation and exploration in such a relationship is still under-investigated. In this study, the authors examine how these competencies affect manufacturing flexibility.

Design/methodology/approach

The authors use survey data from 370 manufacturing firms and analyze them using covariance-based structural equation modeling (CB–SEM).

Findings

The results indicate that absorptive capacity has a strong, positive and direct effect on exploitative and exploratory innovation competencies, proactive and responsive market orientations, and manufacturing flexibility. The authors’ findings also demonstrate that the exploitative innovation competencies mediate the relation between responsive market orientation and manufacturing flexibility. Essentially, these exploitative innovation competencies produce a direct positive effect on manufacturing flexibility while simultaneously being a vehicle for absorptive capacity's indirect effects on it. An exploration innovation strategy does not significantly affect manufacturing flexibility.

Originality/value

This study contributes by combining key strategic features of firms with manufacturing flexibility, while providing new empirical evidence of the mediation of the exploitative innovation competencies in the relation between responsive market orientation and manufacturing flexibility.

Details

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

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Article
Publication date: 21 November 2019

The purpose of this study is identifying the competencies that are characteristic of effective middle managers.

Abstract

Purpose

The purpose of this study is identifying the competencies that are characteristic of effective middle managers.

Design/methodology/approach

Data was gathered in personal interviews, using the behavioral event interview technique, from the responses of 20 middle manages working for several public agencies in West Java Province, Indonesia. 12 were previously rated on work performance as superior and 8 were rated as average. 80 stories were obtained and examined in two ways – deductively coded using the National Civil Service Agency’s managerial competency dictionary and inductively to identify new themes through thematic analysis.

Findings

Competencies which may distinguish superior from average performers are achievement orientation, leadership, directiveness, persuasiveness and innovation. Competencies frequently cited in the stories of both average and superior performers are oral communication, organizing, information seeking, analytical thinking and planning; new competencies identified in thematic analysis which lead to effective management were adherence to laws and regulations, multi-stakeholder collaboration and technical competencies which includes human resource management, technology management and financial management.

Practical implications

For organizations to improve the performance of middle managers they should focus on the on the development of those competencies which distinguish superior from average middle managers and identification of these traits in the recruitment and promoting of employees.

Originality/value

This paper has an original approach as it fills a research gap in competency modeling for the middle management level in a public sector context.

Details

Human Resource Management International Digest , vol. 28 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

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Article
Publication date: 8 February 2021

Edris Kakemam, Ali Janati, Bahram Mohaghegh, Masoumeh Gholizadeh and Zhanming Liang

Hospitals need highly trained and competent managers to be responsible for the strategic development, overall operation and service provision. The identification and…

Abstract

Purpose

Hospitals need highly trained and competent managers to be responsible for the strategic development, overall operation and service provision. The identification and confirmation of core management competency requirements is a fundamental first step towards developing the competent management workforce for sustainable hospital service provision. This paper reports on the finding of a recent study focusing on identifying managerial competencies required by middle and senior-level managers in the public hospitals in Iran.

Design/methodology/approach

The qualitative research design included position description analysis and focus group discussions with middle and senior-level public hospital managers in Iran. When analysing the identified knowledge, skills and attitudes, the validated MCAP framework was used to guide the grouping of them into associating management competencies.

Findings

The study identified 11 to 13 key tasks required by middle and senior-level managers and confirmed that the position descriptions used by current Iranian hospitals might not truly reflect the actual core responsibilities of the management positions. The study also confirmed seven core managerial competencies required to perform these tasks effectively. These core competencies included evidence-informed decision-making; operations, administration and resource management; knowledge of healthcare environment and the organisation; interpersonal, communication qualities and relationship management; leading people and organisation; enabling and managing change and professionalism.

Research limitations/implications

Competencies were identified based on managers' perceptions. Views and experiences of other stakeholders were not captured.

Practical implications

The seven core management competency identified in the current study provides a clear direction of competency development among senior and middle-level managers working at the Iranian public hospitals. The study also confirms that position descriptions do not reflect the actual responsibilities of current hospital managers, which are in need to urgent review.

Originality/value

This is the first study that has identified the core managerial competencies required by middle and senior-level hospital managers in Iran.

Details

International Journal of Workplace Health Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1753-8351

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Article
Publication date: 21 January 2021

Vanessa R. Levesque and Cameron P. Wake

The purpose of this study is to examine how the process of creating and implementing sustainability competencies across a university illuminate dynamics of organizational…

Abstract

Purpose

The purpose of this study is to examine how the process of creating and implementing sustainability competencies across a university illuminate dynamics of organizational change. The push to advance education for sustainable development in higher education will likely require transformation of existing policies and practices. A set of shared sustainability competencies could guide the integration of sustainability throughout an institution.

Design/methodology/approach

This paper reports on a case study of one US university, the University of New Hampshire (UNH) that developed institutional-level sustainability competencies. The process used to create and implement sustainability competencies is outlined, and key factors that influenced the associated organizational change are identified.

Findings

Very few US universities have institutional-level sustainability competencies. At UNH, drivers of organizational change such as overcoming disciplinary boundaries, developing a common vision and working from the bottom-up enabled the creation of institutional sustainability competencies, but the same processes were not enough to drive deeper implementation of the competencies.

Originality/value

This paper not only identifies the context-specific drivers of the development of institutional sustainability competencies, but also identifies universal themes that can be applied to other institutions embarking on a similar process. Additionally, this paper serves as a foundation for future research exploring how the process of creating institutional sustainability competencies may be linked to how effective they are in shaping subsequent sustainability education.

Details

International Journal of Sustainability in Higher Education, vol. 22 no. 3
Type: Research Article
ISSN: 1467-6370

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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. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0019-7858

Keywords

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Article
Publication date: 20 March 2009

Anne Martensen and Lars Grønholdt

The purpose of this paper is to focus on measuring competencies of higher education graduates and employers' needs, and using these measurements in the quality development…

Abstract

Purpose

The purpose of this paper is to focus on measuring competencies of higher education graduates and employers' needs, and using these measurements in the quality development of higher education study programmes.

Design/methodology/approach

Results of a survey among Danish employers and their perception of the competencies of MSc graduates from Copenhagen Business School (CBS) are presented and discussed. In addition to assessing the competencies, the respondents were also asked to assess the importance of the individual competencies.

Findings

The estimated importance score and performance score for each competency can be combined in a competency map, and it is shown how the four cells in the map can be interpreted in useful ways, when essential areas for quality improvement of the study programme are to be identified.

Research limitations/implications

This study is limited to the Danish employers' perceptions of MSc graduates from CBS.

Practical implications

The presented linking of competencies to employers' needs have clear managerial implications in the strategic development of higher education study programmes.

Originality/value

The study identifies and measures 16 essential graduate competencies and links these to employers' needs in a competency map.

Details

International Journal of Quality and Service Sciences, vol. 1 no. 1
Type: Research Article
ISSN: 1756-669X

Keywords

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