Competency-based Management Research Articles

Sustainability and Public Management: Focusing on Leadership and on the Development of Competences

Objective: The objective of this study was to investigate the competences associated to the practice of Sustainable Leadership in the city management, having the purpose of identifying pitfalls and proposing strategies for the development of competences that are aligned with the pillars of sustainability. Theoretical Framework: The current research is grounded on Sachs’s (1993) pillars of sustainability, which integrate economic, social and environmental aspects, as well as on competence-based management and sustainable leadership. These theoretical bases guide the analysis and the development of competences associated to the exercise of sustainable leadership by city managers. Method: This is an exploratory and qualitative study, containing semi-structured interviews that have been conducted with eleven city managers, as well as an analysis of institutional norms. The goal was to identify the current situation regarding competences, in order to assess how they are related to sustainability practices and to propose a strategy for the development of such competences. Results and Discussion: The reports demonstrated a lack of competences associated to the practice of sustainable leadership in public city management, and the official documents confirm that there is a need for training that is focused on the development of these strategies, which are essential to promote collective well-being and sustainable practices at the local level. Implications of the study: The study adds to the field when it proposes a practical strategy for training public leaders, influencing in the adoption of sustainable policies and practices. Academically, the study adds to the debate on public city management and sustainability. Originality/Value: This study relates management competences to sustainability in the public sector, providing resources for the development of competences related to sustainable leadership as a key point for the improvement of administrative practices and for guidance on sustainable public policies.

A CONTRIBUIÇÃO DA PSICOLOGIA NA FORMAÇÃO DA LIDERANÇA

Psychology, together with strategic management of people, is an area that makes use of organizational strategy to elaborate its objectives, processes, and instruments, standing out for its strategic performance through people. In this sense, it is noteworthy that leadership development is one of the processes that this area carries out in organizations. The general objective was: To present the contribution of psychology, together with strategic management of people, to the development of leaderships. The specific objectives were: A) present the types and characteristics of leaders; B) explain the contribution of psychology, in conjunction with strategic people management, to the development of leaders; C) identify the specific instruments that psychology, in conjunction with strategic people management, use for leadership development. The research method was bibliographic research, built through articles and books with recent publication date. The results highlighted that psychology, in conjunction with strategic management of people, aims at the alignment between the competencies of employees with the needs and objectives of the organization. It is concluded that through its specific instruments, such as competency-based management and competency-based continuing education, psychology, in conjunction with strategic people management, is able to develop more capable leaders to act in the face of the projects and challenges proposed by organizations.

Entrepreneurial competencies in the success of enterprises: A bibliometric analysis of the publications in the field

There has been an acceleration in competence-based management in recent years, which has, in turn, influenced entrepreneurial success by strengthening entrepreneurial competencies. This study aims to analyse and predict the future of the research on entrepreneurial competencies using bibliometric methods. For this purpose, VOSviewer software was used for co-word analysis. Bibliometric methods such as citation analysis and co-author analysis were used to analyse the studies related to entrepreneurial competencies. It was found that most publications were published in 2019 based on a search in the Web of Science database between 1995 and 2023. The analysis of 1403 publications revealed that 460 proceeding papers, 10 early access and 210 book chapters were involved in the search. After reducing the set to include articles, 914 papers were evaluated. Results show that the authors most cited over the years are Lans Thomas, Al Mamun Abdullah, Mulder Martin, and Obschonka. Furthermore, it was found that Spain had the highest number of published works, followed by China and the USA respectively. Study findings also revealed that entrepreneurial competencies are more related to core, emotional, and network competencies and sustainable development, creativity, innovation, social capital, and higher education.

АССОЦИАТИВНАЯ МОДЕЛЬ КОМПЕТЕНЦИЙ В УПРАВЛЕНИИ ИТ-ПРОЕКТАМИ

In the world of management, the competency-based approach is becoming increasingly widespread, which is based on the recognition of the important role of the human factor in any modern business processes. The quality and effectiveness of practical tasks and the results obtained depend on the quality level of training of specialists and the compliance of their knowledge with the requirements of specific work. Despite the fact that the topic of competency-based management has been covered to a certain extent, a fairly wide range of issues remains uncertain. This concerns both the theoretical justification of the definitions of competencies, competencies, competency models, and the practical application of the competency-based approach to process management in a specific area, namely in project management. The specificity of the latter is associated with the influence of a rapidly changing environment and poor predictability of the implementation of the projects themselves and their results. In this regard, the set of required competencies and their content often change, which negatively affects the quality of project implementation, especially in the field of IT technologies.

Nurse leaders' perceptions of competence-based management of culturally and linguistically diverse nurses: A descriptive qualitative study.

To describe nurse leaders' perceptions of culturally and linguistically diverse (CALD) nurses' competence-based management. A descriptive qualitative study of the competence-based management of CALD nurses, from the perspectives of nurse leaders in three primary and specialised medical care organisations. This study followed the COREQ guidelines. Qualitative semi-structured individual interviews were conducted with 13 nurse leaders. Eligible interviewees were required to have management experience, and experience of working with or recruiting CALD nurses. Data were collected during November 2021-March 2022. The data were analysed using inductive content analysis. Competence-based management was explored in terms of competence identification and assessment of CALD nurses, aspects which constrain and enable competence sharing with them, and aspects which support their continuous competence development. Competencies are identified during the recruitment process, and assessment is based primarily on feedback. Organisations' openness to external collaboration and work rotation supports competence sharing, as does mentoring. Nurse leaders have a key role in continuous competence development as they organise tailored induction and training, and can indirectly reinforce nurses' work commitment and wellbeing. Strategic competence-based management would enable all organisational competencies potential to be utilised more productively. Competence sharing is a key process for the successful integration of CALD nurses. The results of this study can be utilised to develop and standardise competence-based management in healthcare organisations. For nursing management, it is important to recognise and value nurses' competence. The role of CALD nurses in the healthcare workforce is growing, and there is little research into the competence-based management of such nurses. No patient or public contribution.

РОЗВИТОК УПРАВЛІНСЬКИХ КОМПЕТЕНОСТЕЙ МЕНЕДЖМЕНТУ ЗАКЛАДІВ ВИЩОЇ ОСВІТИ ЗА НОВОЇ СОЦІОЕКОНОМІЧНОЇ РЕАЛЬНОСТІ

Scientific-theoretical substantiation of the need for the management of higher education institutions to acquire new managerial competencies in terms of structure, content, and philosophy has been carried out. Systematized relevant management competencies are in demand in connection with the need to implement the main business processes of the management of higher education institutions in modern conditions in Ukraine. Actual areas of development of managerial competencies in the management of higher education institutions under the influence of the COVID-19 pandemic, the development of the post-pandemic reality, and war and post-war recovery in Ukraine are highlighted. Keywords: managerial competencies, managerial competencies development, personnel development, competency-based management, higher educational institutions management, war and martial law, digitalization of economy.

An Analysis of Management by Competencies in Grocery Retail Distributors

Competency-based management models are models through which the specific competencies for each job position are evaluated. This contemplates the development of additional competencies necessary for the personal and professional growth of employees. Therefore, in this research, a model is analyzed from theoretical and methodological bases, with the aim of knowing the skills of retail store managers so that they can keep their businesses at the forefront of this sector. The inductive scientific method was used with a methodology of two steps. The first stage consisted of carrying out a systematic study of the literature from the critical point of view of hermeneutics. In the second step, the core competency analysis approach is applied to generate a list of ten core competencies. It is concluded at the end of the study that in the retail economic sector, which consists mainly of various products such as food and groceries in general, many of the managers of this type of business currently focus their attention on customer orientation and decision-making through assertive communication. However, it was revealed that this technique can be enhanced by expanding the digital and computer skills of these managers, which will allow them to position their micro-businesses in the first place soon since in this sector they do not use the latest technologies because they do not master digital and computer skills.

Challenges in Implementing Competency-Based Management in the Brazilian Public Sector: An Integrated Model

Studies have identified the interference of contextual factors that inhibit the effective implementation of Competency-based Management (CM) under the National Personnel Development Policy (NPDP) in the Brazilian public sector, though organizations have overcome these factors through various initiatives. This article proposes an integrated model that relates the factors that interfere with CM implementation with the initiatives adopted by public organizations to circumvent and overcome them. This qualitative study through documental research and interviews with those responsible for implementing CM in six organizations within the Brazilian public sector. Pre and post-categorical analysis have enabled the establishment of a relationship between the 20 categories identified and divided into four kinds of interfering factors and the 20 adopted initiatives identified in seven categories. It was identified that the organizational and departmental factors are the ones that most interfere with the implementation of CM in the public sector. The strategic role of the HR unit, capable of carrying out structural changes, was identified as the most important initiative to induce the implementation of CM. This study provides a model that integrates strategic, political, and instrumental thematics, showing how these aspects impact the effective implementation of CM, which helps HR managers to recognize the factors that are under their control and how to face them.

An Empirical Study on the Deficiencies and Optimization of the Management System of Tourist Attractions Based on Human Resource Management

Today, with the deepening of economic globalization and the further intensification of competition among enterprises, the role and functions of human resource managers of enterprises have undergone major changes. Their main responsibilities have shifted from administrative and logistical type work to becoming strategic partners in businesses. Therefore, competency-based human resource management is gradually attracting the attention of enterprises, which use the competency model to effectively identify the potential characteristics of individuals, thus dynamically realizing the consistency of human-work-organizational strategic goals. Based on the social reality of profound changes in human resource management in the era of big data, this study uses natural language processing and machine learning methods to dynamically mine 165,811 enterprise recruitment data for feature analysis and model construction of human resource management job capabilities. To capture the job profile data of job seekers, experts are required to observe and score the career profile according to the competency model, obtain training data, and then study the application of the competency model in resume screening, and build the competency matching model. The results show that among the variables extracted from resumes, whether they majored in human resources, internship experience, student officer experience, the size of the company they work for, their level and their highest level of education has a significant impact on overall ability characteristics, while working hours, reward experience, and education have no significant effect on ability characteristics. The accuracy, recall rate, accuracy, and Fl score of the ability prediction model built by machine learning are all above 70%, indicating that the model can effectively imitate the behavior of experts, evaluate the competency according to the resume, and realize the ability matching in the resume screening from small-scale manual operation to big data machine calculation.

Workforce Competency Models for Multiple Construction Projects: A Review

In recent decades, several definitions of competency have been presented by prominent thinkersand scholars of this field, each of them deals with the competency from a certain angle andexpressed different dimensions. Furthermore, the competency approach in human resourcemanagement (HRM) is not a new trend, and the subject of competence is a very old subjectmatter. On the contrary, human resource competence is one of the most important issues of anyorganization, which includes diverse, attractive and, simultaneously, sophisticated topics. Today,due to the dramatic changes in the field of HRM and the trend of managers to meritocracy in theorganization, the planning of an organization based on competency has a special place. Differentstudies in this field show that the necessity to pay attention to the mission perspective, strategy,organizational goals and structure will be an integral part in the successful assignment of humanresources and, without regard to this, the organization's approach cannot be determined. The useof human resource competency models in multiple construction projects requires a majorparadigm, which in HRM literature refers to the competency-based human resource management(CBHRM), and changes the thinking of human resource managers across individuals andorganizations, generally. This competency-based management approach is a coherent approachfor managing human capital in the long term, based on a common set of competency modelsrelated to the macro strategies of each project in this field. In this paper, the researcher initiallyreviewed the diversity of conceptual frameworks and components of competency models inconstruction projects. Then, the competency models of the project manager, civil engineer, andconstruction foreman and worker are identified in project-oriented organizations. At the end ofthe research, a set of competencies of professional, ethical, cultural and social behaviour ispresented in a variety of competency models.

DETERMINATION OF COMPETENCE, INDIVIDUAL CARACTERISTICS, EDUCATION AND TRAINING ON SATISFACTION WORKING THROUGH THE PERFORMANCE OF EMPLOYEES IN HR DEVELOPMENT AGENCY KARIMUN DISTRICT

Competency-based HR management is a must, as a paradigm of the approach that is considered the most urgent to emphasize that the human element is the main element of organizational success. However, organizations to be able to provide quality state civil servants in order to support the achievement of the goals and objectives of the organization with high performance standards need to continuously improve the mtu and quality of its human resources. In addition, the competencies possessed by each employee individually can support the implementation of the organization's vision and mission through the strategic performance of government organizations. In this research, the title under study is: Competence Determination, Individual Characteristics, Education and Training on Job Satisfaction through Employee Performance at the Karimun District Human Resources Development Agency.

EFFECT OF WORK ASSESSMENT, WORK DISCIPLINE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE CAREER DEVELOPMENTPUBLIC WORKS AND SPATIAL ARRANGEMENTS REGENCY OF KARIMUN

Competency-based HR management is a must, as a paradigm of the approach that is Career development is the process of improving skills, positions, and responsibilities. This study aims to determine the influence of performance assessment, work discipline and organizational commitment to employee career development. The population of this study is Civil Servants in the Public Works and Spatial Planning Office of Karimun Regency which amounts to 66 employees with a sample of 65 employees. The type of research used in this study is associative research. The method that can be used in this study is to use structural equation modeling (SEM) analysis based on variance, namely Partial Least Square (PLS). The research data was collected by questionnaire instrument. The results of the analysis in this study found that performance assessment had a positive and insignificant effect on employee career development (β = 0.270, p = 0.131) so it can be concluded that the results of the study rejected the first hypothesis. The results of the work discipline analysis showed a significant negative result with a probability value (β = -0.300, p = 0.026) so it can be concluded that the results of the study support the second hypothesis. The results of the organizational commitment analysis showed a significant positive result with a probability value (β = 0.293, p = 0.039) so that it can be concluded that the results of the study support the third hypothesis. The study also showed that 21% of employee career development variables were influenced by performance assessment variables, work disciplines and organizational commitments while another 79% were influenced by other variables.

EFFECT OF WORK ASSESSMENT, WORK DISCIPLINE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE CAREER DEVELOPMENTPUBLIC WORKS AND SPATIAL ARRANGEMENTS REGENCY OF KARIMUN

Competency-based HR management is a must, as a paradigm of the approach that is Career development is the process of improving skills, positions, and responsibilities. This study aims to determine the influence of performance assessment, work discipline and organizational commitment to employee career development. The population of this study is Civil Servants in the Public Works and Spatial Planning Office of Karimun Regency which amounts to 66 employees with a sample of 65 employees. The type of research used in this study is associative research. The method that can be used in this study is to use structural equation modeling (SEM) analysis based on variance, namely Partial Least Square (PLS). The research data was collected by questionnaire instrument. The results of the analysis in this study found that performance assessment had a positive and insignificant effect on employee career development (β = 0.270, p = 0.131) so it can be concluded that the results of the study rejected the first hypothesis. The results of the work discipline analysis showed a significant negative result with a probability value (β = -0.300, p = 0.026) so it can be concluded that the results of the study support the second hypothesis. The results of the organizational commitment analysis showed a significant positive result with a probability value (β = 0.293, p = 0.039) so that it can be concluded that the results of the study support the third hypothesis. The study also showed that 21% of employee career development variables were influenced by performance assessment variables, work disciplines and organizational commitments while another 79% were influenced by other variables.

A study of Competency-based Approach to Identify High Performers among Disaster Management Professionals

In today’ s times, while measuring an organization’s performance in terms of best results, productivity, and profits, more and more is referred not to the material resources, but to the human resources and their competencies in terms of knowledge, skills and attitudes. Human resource management system is a process of making people and organizations to come together so that the objectives of each other are met with a win-win approach. Competency is an underlying feature of an individual which enables him/her to deliver superior performance in a given job, role or any situation. Competency mapping is one of the prominent human resource management initiative to identify the knowledge, skills and attributes required to perform a job effectively and efficiently in best possible manner. At present, development of competencies has become one of the key priorities of the organizations. It is also important to realize the factors responsible for enhancement of the competencies to ensure high performance of the employees. This calls for the Human resource management to initiate for competency mapping and identifying the skills affecting the employee’s performance at workplace. Now a days, most of the organizations are utilizing the competency mapping as a tool to identify high performers. The present study focuses on identifying the competencies for Disaster management professionals that enhances their performance in the management of disasters. The study describes the main goal of conducting competency mapping and how it influences the performance of the disaster management professionals. The overall objective of the study is to explore the factors which ensure high performance of the disaster management professionals. The study validates that competency-based management and related HR practices are gaining momentum in the field of Disaster Management sector in the context of performance management of the disaster management professionals.

IMPLEMENTING COMPETENCE MANAGEMENT

Although we live in a period of many innovations and technology, people's particularities are seen as a differential that can be very promising if well explored and used by organizations. Nevertheless, it is still very common to find in organizations people who feel under-utilized or, on the contrary, exposed to challenges that they believe are not up to overcoming them. In this sense, competency-based management has been identified as one of the most promising models for achieving the much-desired maximum productivity of employees for the benefit of companies and with benefits for employees. However, there are still opponents at different levels of organizations that are based on prejudice or even lack of information. Thus, this research aimed to study people's perception of a likely implementation of Management by Competence. It was concluded that the workers surveyed are very optimistic about this model of people management and that the obstacles to change are found in management. Due to its methodological limitations, the study does not allow generalizing the results, however, it indicates that current employees are more informed and confident about the benefits of competency management than their managers.

Competency framework validation: application in textile industry

Previous research on the subject has reported that competency-based management has a constructive impact on organizational and employees’ performance. One way of presenting human resource competencies is through a formal framework. This study is part of a project to validate a scientifically developed competency framework and assesses the prospects of its application in specific industrial sectors of Pakistan. This methodological work was carried out with background learning in the first phase and a survey was conducted in second phase involving practitioners and experts from the textile industry. Their responses were used to validate the face and content of the framework. Participants were given a presentation on the methodology followed in developing the competency framework and provided a questionnaire for feedback. Out of 75 participants from the textile industry, the majority were from human resource, sales, marketing, information technology, finance, operations, engineering, quality and logistics at managerial level. Participants validated the framework design and contents without suggesting any changes. This study gave confidence about the framework, its development methodology, its format and presentation before bringing in practice.

Modelos de gestão por competências em organizações líderes no Brasil

Purpose: To investigate into the strategic alignment of competency-based management (CBM) models implemented in 95 Brazilian organizations, leaders in their respective segments.Design / methodology / approach: The study is a longitudinal, exploratory-descriptive study under a qualitative and quantitative approach.Findings: A great similarity was found in the competencies in the CBM models, both in terms of incidence of competencies and similarity of their descriptions.Research limitations / implications: The study reveals a trend towards a disconnection between individual competencies and organizational strategies and values, and suggests four possible propositions to be investigated in future studies: P1: Absence of conceptual rigor for competences; P2: Insufficient dedication of time to implement a model; P3: Dissemination of “off-the-shelf models”, and P4: Institutionalization of CBMs as a dominant practice for people management.Practical implications: The results point to the need for organizations, when building or updating their CBM models, to pay attention to the concept of competencies used, ensuring the incorporation of the organizational strategy into the model, and dedicating adequate time to its elaboration and implementation in order to customize the CBM model to their needs.Originality / value: It constitutes one of the few longitudinal surveys with a representative sample of existing CBM models in Brazil and worldwide; hence, it captured a phenomenon (homogenization of CBM) that has been difficult to be observed outside this research.

Canadian Police Knowledge Network: The power of technology, standards, and collaboration

The Canadian Police Knowledge Network (CPKN) is a not-for-profit organization that delivers high-quality technology-enhanced professional development for Canadian police. Through collaboration, technology, and standards CPKN has established a credible model that offers a reliable, cost-effective solution to meet the increasingly diverse and complex needs of contemporary policing. This article examines CPKN’s evolution from an online learning service provider to a nationally recognized leader in police learning and professionalization. It specifically explores the role of ongoing collaboration within the Canadian police community, through CPKN, to develop nationally relevant training and to modernize the competency-based management framework to establish more nationally consistent competency standards.

Integrating Competency Based-Management Into Individual Development Plan For University Staff

The purpose of this study is to examine the Individual Development Plan (IDP) of university administrators especially those who are categorised under the professional and management scheme. The IDP explains the dimensions of Attitude, Skills and Knowledge required by the administrators in order to perform their responsibilities in executing the management functions and be as the backbone of the university to achieve its mission, vision and objectives of institution. In general, IDP is expected to enhance the performance and abilities of an individual. Thus, the assimilation of IDP into talent management will enable the Human Resource Department to plan the structured Talent Development Programmes that in line with the University Strategic Planning and Key Performance Indicators of University.
 
 Keywords: Individual Development Plan, Talent Management, Competency-Based Management, University Administrators

The analysis of environmental factor for improving of navy resources performance

There are things that must be owned for every soldier to improve optimal performance, namely the development of competence. This scientific work is motivated by the importance of the role of management of Navy Resources which is closely related to performance, in this case, the Navy soldiers. Based on the results of the study, a person who has adequate experience and technical qualifications do not necessarily have a good performance, if the person concerned is not able to show behavior that supports the implementation of the task. For this reason, the need for technical competencies can be developed through education and training aimed at improving knowledge and skills. For behavioral competencies alone can be done through various training programs and individual development aimed at changing behavior. Whereas organizational values ​​that form institutional competencies can be instilled through indoctrination. Management of competency-based warrior performance is a current method in the field of behavioral science, which can be used to improve the quality of Navy capital in order to support the realization of a minimum essential force. Considering that as part of the government's bureaucratic reform program, the Indonesian Ministry of Defense has adopted a competency-based personnel management system, so the Navy Institution must inevitably integrate it into the Navy personnel development system.