Competence Management Research Articles

Competence Challenges and Strategies in Swedish Family SMEs – The Role of Industry Affiliation and Location

In recent decades, it has become increasingly difficult for rural firms to attract workers with specialised skills, and employment rates have decreased. A majority of rural firms are family SMEs. Family SMEs are, therefore, important contributors to employment in rural areas. In spite of this, little attention has been given to rural family SMEs in terms of competence management, geographical location and comparative industry affiliation. Thus, the aim of this qualitative multiple case study of two labour-intensive industries in Sweden is to explore how industry affiliation and geographical location affect competence management in rural family SMEs using the resource-based view. The findings show that irrespective of industry affiliation, rural family SMEs face similar competence challenges as a consequence of their rural setting, and the examined industries employ similar yet different strategies to moderate the negative effects of these competence challenges. Due to the scarcity of internal competencies, rural family SMEs rely on coopetition, local networks, and mutual industry-specific recruitment to make ends meet. The finding that rural family SMEs gain a competitive advantage by cooperating with competitors contributes to the body of knowledge regarding the resource-based view, where competitive firm resources are mainly managed internally in the firm.

Junior Secondary School Administrative Management and Achievement of Competence Based Curriculum Core Competencies in Tharaka-Nithi County, Kenya

The study investigated influence of junior secondary school administrative management on achievement of competence-based curriculum (CBC) core competencies in Tharaka-Nithi County, Kenya. Junior secondary schools (JSS) in Kenya are all domiciled in primary schools. The existing primary schools and junior secondary schools form comprehensive schools comprising: Early childhood education and development (ECDE), primary schools and junior secondary schools all under the same administrative management. The ministry of education Kenya emphasizes development of practical skills, knowledge and core competences in learners’ reallife situation in all comprehensive schools. However, junior secondary school administrative management is insufficiently implemented; rising concern on acquisition of core competences by JSS learners in Kenyan comprehensive schools. The objective of the study was to determine influence of junior secondary school administrative management on learners’ achievement of CBC core competencies in Tharaka-Nithi County, Kenya. It involved 367 respondents selected from 8000 study population using purposive and simple random techniques. The study employed descriptive design. The study respondents were: Junior secondary school teachers, comprehensive school head teachers and junior secondary school learners. The research tools utilized were questionnaires for junior secondary school teachers, comprehensive school head teachers and junior secondary school learners. Inferential data was analyzed using Pearson Chi-square test. The study established that junior secondary school administrative management had statistical significant influence on learners’ achievement of competence-based curriculum core competencies in Tharaka-Nithi County, Kenya. Following study findings, the researcher concluded that junior secondary school administrative management is a valuable element in learners’ achievement of competence-based curriculum core competencies in Kenya. Therefore, the researcher recommended that ministry of education should promote effective junior secondary school administrative management for proper learners’ achievement of competence-based curriculum core competencies in Tharaka-Nithi County, Kenya.

Управління бізнесом під час війни

The interaction between business and hostilities represents a complex dynamic, as both of these aspects have a huge impact on each other. When discussing this connection, one should consider not only the challenges, but also the opportunities it opens up for businesses in the face of instability and conflicts. The high level of discordance and geopolitical turbulence creates special conditions for strategic thinking and adaptability of business leaders. Hostilities cause economic instability, reduced production, destruction of infrastructure and loss of jobs, which leads to losses for local enterprises and causes great risks for investors who have to invest in countries with ongoing military conflicts, due to the instability of government structures and doubts about the economic recovery after the end of the certain conflict. The conditions of military conflict require a high level of attention from business organizations to ensure the safety and security of their employees, since this category of assets is one of the most important for the sustainability of the enterprise. Simultaneously, the protection of property assets is of great importance, as enterprises must minimize the possible risks of destruction or damage in the conditions of hostilities. In addition, effective risk management requires the enterprise to develop and implement strategies to adapt to the changing geopolitical environment, which allows it to maintain stability and efficiency of operation during adverse conditions. It is important to note that competent risk management is a crucial factor for maintaining business activity and the successful functioning of the enterprise even in the most complex scenarios of a conflict environment. War, as a complex phenomenon, creates not only challenges but also opportunities for business, especially in the context of certain industries and scenarios. For example, it stimulates the demand for products and services related to the defense industry, which contributes to the development of technology, weapons production, transport and communication systems. Post-conflict recovery markets open up new opportunities for companies in the fields of construction, reconstruction and infrastructure solutions. Thus, military conflicts, although they pose significant challenges to society and the economy, at the same time provide opportunities for the development of new technologies, markets and management strategies that require comprehensive analysis and response on the part of business and politics.

АКТУАЛЬНІ ТЕНДЕНЦІЇ У ФРІЛАНСІ ЯК ВАЖІЛЬ ЕФЕКТИВНОГО КАДРОВОГО МЕНЕДЖМЕНТУ В УМОВАХ ЦИФРОВІЗАЦІЇ

The article determines that a new form of labor relations "freelance" is intensively and quite effectively implemented in the modern labor market; the spectrum of professions, when this or that work is performed not on a permanent basis, but on an order basis, is quite wide: IT specialists, accountants, lawyers, programmers and consultants on various issues, SMMs, graphic designers, etc.; this form of cooperation helps employers more effectively manage both labor resources in particular and financial resources in general. It is outlined that the impetus for this was the implementation of digital technologies in all sectors of the economy and, as a result, the digitalization of markets and businesses and their attributes. It is well-founded that personnel management remains a key lever for ensuring the efficiency of any organization and in any organization, at the same time, personnel management is a dynamic process that requires constant updating, introduction of new trends and practices, therefore it is important to follow and monitor, adapt and implement constant updates to improve the work of the company's personnel management. The specialization, dynamics of the number and cost of freelance work in 2023 in Ukraine were analyzed and it was determined that the demand for freelance services is quite extensive and diverse from the point of view of specialization, it is both work in the field of IT and software, and work in the creation of entertainment content; the increase in the number of freelancers in 2023 versus 2022 ranges from a maximum of 36.07 (blockchain) to a minimum of 15.02 (social media advertising) percent; the cost of an hour of work for mid-level specialists ranges from (maximum) 1,500 (blockchain) to (minimum) 400 (designing pages in social networks) hryvnias per hour; the cost of an hour of work for high-level specialists ranges from (maximum) 4,000 (announcer services) / 3,967 (blockchain) to (minimum) 700 (designing pages in social networks) hryvnias per hour. It was noted that the criterion of the level of a freelance specialist is the portfolio: the more cases he has, the higher the price he can set for his services; reviews are also one of the most important parameters that indicate the level of a specialist. The coefficients of the cost of an hour of freelance work of high-level specialists relative to medium-level specialists were calculated and their rating was given; a significant gap from other specializations and the maximum ratio of the hourly cost of highlevel specialists relative to middle-level specialists was recorded in two areas: "announcer services" and "script writing" – 5.71 and 4.42, respectively; for other freelance specializations studied in this publication, the value of the coefficient ranges from a maximum of 2.73 (Go (compiled programming language) to 1.51 (DevOps). It has been established that: freelancing is extremely relevant in the labor market, the demand for specialists in this field is stable and tends to increase; the range of specialties is quite wide and continues to expand: and software, and the creation of entertainment content, and work with social networks, etc.; the cost of such services increases both in absolute terms and by specialist level; at the same time, quite a lot of specialties are available for gradual mastering and continuous deepening in the mode of so-called "soft skills", the stages of mastering of which with competent personnel management can take place with maximum tangentiality and integration into the specifics of the organization's activities. The direction of further scientific research on freelancing as a current trend in the labor market should be industry-wide in-depth study of the structure, format and content of professional inquiries to freelancers.

Performance Evaluation on Agricultural Counseling Agents in Palopo City and Luwu Regency, South Sulawesi, Indonesia

Having a key part in a nation’s economy, agriculture has been striving with innovations for global needs. Competent agricultural counseling agents are among them as they function to modernize farmers in terms of knowledge, skill, and technology by transforming their ways of thinking, work ethics, attitudes, and behaviors. This study researched 117 respondents in Palopo City and Luwu Regency. Organized as per Likert scale, data was run through Structural Equation Modeling (SEM) by employing Smart-PLS application. The result on Hypothesis 1 came out with tStatistic 3.286 > tTable 1.986 with P value of 0.002 < 0.05 – in other words, agricultural counseling agent’s competence is positively and significantly influential towards agricultural counseling agent’s performance. As of Hypothesis 2, the result was tStatistic 2.312 > tTable 1.986 with P value of 0.021 < 0.05 – this indicates that agricultural counseling information system management is positively and significantly influential towards agricultural counseling agent’s performance. It is therefore recommended to optimize both agricultural counseling agent’s competence and agricultural counseling information system management to improve the performance of agricultural counseling agents in Palopo City and Luwu Regency.

ТРАНСФОРМАЦІЯ ФУНКЦІЙ УПРАВЛІННЯ ПЕРСОНАЛОМ В УМОВАХ ЗМІН

The article is devoted to issues of changing the function of personnel management in the period of changes and transformations. The purpose of the article is to systematize and generalize the processes of transformation of personnel management functions that occur under the influence of economic changes and digitalization; researching the possibilities of competent people management in a period of change and determining the main areas of HR affected by the changes. The topic is extremely relevant, because in a period of rapid changes in the business environment, where the competition for talent is constantly growing and technological innovations are constantly developing, the ability to effectively manage human capital becomes the main condition for success. Empirical research methods have been chosen to study the topic. The evolution of the personnel management function continued continuously. However, now, in the conditions of new realities, the transformation of HR has become especially necessary. This was caused by rapid digitization and development of the digital economy, personnel mobility, constantly changing employee motivations, and the emergence of hybrid work schedules. The transformations affected the following areas of HR: 1) Culture and communication in the company – Readiness for challenges and risks, the ability to quickly adapt, collective cooperation, gender equality, increasing the role of corporate culture; 2) Organizational structure – moving away from clear centralization and hierarchy, replacing control with delegation and cooperation; 3) Training, evaluation and development of employees – increasing the weight of knowledge, career management, individualized development; 4) Search and selection of personnel – automated search for candidates, chatbots, use of recruiting software, video interview as the first stage of the interview, selection of candidates based on values; 5) Staff motivation – paying more attention to the needs of employees and their job satisfaction, creating an effective system of material and non-material incentives; 6) Automation – the transformation of HR processes through social, mobile, analytical and cloud technologies allows to reduce the amount of paper media and documentation, increase the reactivity of personnel management procedures and operations, reduce their labor intensity, make all HR activities more mobile and optimized; 7) Changing the model of labor relations – gig contracts, short-term projects, remote work, hybrid work schedules, outsourcing; 8) New HR technologies – HRM, Big Data, ERP systems. Therefore, the main goal of the transformation of the personnel management function is to optimize and increase the effectiveness of the management process aimed at the human component of the organization, which is achieved through the search and application of more effective personnel management methods and tools.

Barriers to Implementing Succession Planning in Government Organizations with a Structural Interpretive Approach

Objective: Nowadays, an effective management system in government organizations leads to vibrant life and the growth and development of the country. To benefit from such a system, competent and suitable managers must exist within the organization's lifecycle, and in their absence, the organization should have access to alternative human resources. The purpose of this study is to investigate the barriers to implementing succession planning in government organizations using a structural interpretive approach. Methodology: This research is practical and falls within the category of descriptive surveys. Data analysis is performed using a structural interpretive approach, specifically the cross-impact matrix multiplication method, with the help of MICMAC software. Findings: The findings include 84 indicators or variables that have been identified and categorized into 14 categories across seven levels as barriers to implementing succession planning. The research also shows that legal barriers are the most significant, while individual barriers are the most impacted by other influential factors in implementing succession planning. Conclusion: Based on the research findings regarding human resources barriers, it is recommended that managers focus on identifying and nurturing internal talents, paying sufficient attention to talent management, and understanding the importance of planning for optimal talent management.

Effect of Contract Management on Achieving Value for Money in Public Sector in Rwanda: A Case of Ministry of Infrastructure

The purpose of this study is to figure out the effect of the contract management on achieving value for money in the Rwandan public sector. To do this, the specific objectives of this study are; to determine how contract administration contribute to the achievement the value for money, to examine the role of staff competence on achieving value for money, to determine how organizational capability contributes to value for money and to assess the impact of relationship management on value for money. To get data, the study focused on a case study design and targeted a population of 92 employees. The total sampling technique was used where all the 92 staff have been used in the study. This study collected both qualitative and quantitative data. Quantitative data have been gathered through questionnaires, while qualitative data was gathered through interviews. Four theories used to guide this study: Resource-based theory, Principal-agent theory, and General System theory. To analyze data, a combination of descriptive analysis and inferential analysis were taken into consideration, with the help of Statistical Package for Social Science (SPSS). Descriptive analysis allowed this study to provide a clear description of the information provided by each respondent, including mean and standard deviation. Inferential analysis included correlation and regression analysis to establish the relationship between the variables of the study. From the findings, it was observed a positive effect between the contract administration and the value for money with a significant value of p=.046 p value was less than 5%, the staff competence and value for money with a significant value of p<.001, p was less than 5%. Also the results revealed that organizational capability has positive effect on achieving value for money with a significant value of p<.001 p was less than 5% and the study further revealed that relationship management is positively affect the achievement of value for money as evidenced by significant value of .047 which is less than 5%.The study concluded that both contract administration, staff competency, organizational capability and relationship management has significant effect on the achievement of value for money procurement within the organization as all variables had a significant value of p=0.000 p<0.05. The study recommended that MININFRA and other public procuring entities, policy makers, academicians as well as researchers should devote more efforts in ensuring that procurement contract management is executed by competent staff, organization is capable in terms of financial and capital resources and build strong relationship with internal and external procurement stakeholders in order to achieve value for money procurement. This study suggested among others, further study to be carried out on the challenges facing the implementation of contract management on achievement of value for money procurement.

Assessment of Malaria Pharmacotherapeutic Outcomes in Children under 12 Years of Age among Three Health-care Facilities, Bayelsa, Nigeria

Abstract Background: Malaria is Nigeria’s biggest public health problem, accounting for around 30% of all fatalities among children under 5 years, 25% of infant deaths, and 11% of maternal mortality. Aims and Objectives: The study aimed to identify the outcomes of malaria therapy in children under 12 who were admitted and managed at three health facilities in Bayelsa State, Nigeria, and if the treatment pattern adhered to standard guidelines. Materials and Methods: A detailed retrospective survey was designed, and a data collection instrument was utilized to obtain clinical, medical, and medication histories for children from the selected health facilities between January 2019 and June 2020. The survey collected data from 1312 children. The data were analyzed using a Chi-square test in SPSS version 23.0 and Microsoft Excel 2013. Results: From the data obtained, only 37.73% of the 1312 participants underwent a malaria parasite (MP) test. The most common diagnosis made at the Primary HealthCare Center (PHC) was acute/uncomplicated malaria (43.0%), followed by diarrhea (21.3%), and gastroenteritis (GET) with upper respiratory tract infection (15.7%). The most common diagnoses for Secondary HealthCare Center (SEC) and Federal/Tertiary HealthCare Center (FHI) were malaria with GET (22.5%) and severe malaria with meningitis (18.1%). The majority of patients were effectively handled and discharged, FHI (73.0%), SEC (91.1%), and PHC (94.0%). Other notable outcomes included patients’ task capacity and a temperature decreased to normal (TDN). Conclusion: There was a significant correlation between demographic data and treatment outcomes (P < 0.05). Although the three health facilities provided competent patient management along with appropriate prescription trends for malaria and comorbidities, there was a low proportion of patients who received an MP test, particularly at the FHI.

Monitoring the filling of the landfill using the results of aerial photography

The important task of landfill current residual capacity assessment was solved in this work. The modern methods of high-precision three-dimensional reconstruction were used by the results of unmanned aerial vehicle survey, equipped with a global navigation satellite system receiver. The main stages of work were combining the project and field survey data into one coordinate and height system, reconstruction of designed underground and above-ground parts of landfill, project and actual model comparison, the calculation. As a result, the estimation of the landfill residual capacity becomes possible, which allows to develop recommendations for further landfill operation. The proposed approach allows rapid and high-quality active monitoring of the engineered facility. Photogrammetric processing of the results of low-altitude aerial photography makes it possible to obtain objective data on the current actual state of the landfills, to carry out competent and valid management of the landfill functioning. Such studies can significantly extend the landfill’s lifetime, minimize the negative impact on the environment and predict the attainment of projected capacity much more accurately.

МЕТОДОЛОГИЯ ФОРМИРОВАНИЯ И ВНЕДРЕНИЯ КУЛЬТУРЫ КОММУНИКАЦИЙ ПРИ ТРАНСФОРМАЦИИ СИСТЕМЫ УПРАВЛЕНИЯ ОРГАНИЗАЦИИ

The transformation of the management system in an organization involves multiple re-lationships between employees aimed at developing and implementing solutions to radically change the management system to achieve business goals. One of the main success factors is the presence of an effective leadership team and competent line management, whose partnership is based on a culture of communication, which in turn is a component of a common culture of mu-tual respect and trust. Business in Russia today is increasingly aware of the need to create an atmosphere where communicative cooperation becomes the key to success. However, simply stat-ing values and approaches is not enough. The institutionalization of a new communicative cul-ture is becoming essential, which should be embedded in the standards of interaction based on the value model of the organization. These standards should be clearly defined, measured, and shared by all participants in business processes. The object of the study is commercial organiza-tions, the subject of the study is the relationship between employees in terms of communications. The article discusses the developed and tested 6-stage methodology for the formation and im-plementation of a communication culture in the daily activities of companies. This methodology makes it possible to form new models of employee communicative behavior, which has an impact on reducing time losses in the management system due to the elimination of the a priori existing “friction” in the relationship between the parties during communications while solving everyday business problems. The methodology makes it possible to increase staff engagement, and as a result, labor productivity, and can be effectively applied in practice by any economic entity.

Structural Modeling of School Managers' Competencies as a Driver for Sustainable Development

Purpose: This study focused on the structural modeling of competencies of high school managers in Tehran as a driver for sustainable development. Methodology: From the perspective of its objective, this research is developmental-applied, and in terms of data collection, given the nature of the study, it is descriptive-survey. The statistical population in the quantitative section includes high school managers from districts 2, 5, 6, and 8 in Tehran, who have experience in managing high schools and are active in executive and research activities in the field of education. Therefore, the sample size for the forthcoming research is 384 individuals, for which 384 questionnaires were used for data analysis. To measure the research variables, questionnaires by Shamsudin & Chutipattana (2012) and Wayla & Tolud (2021) were utilized. The reliability of the questionnaire was calculated based on Cronbach's alpha, and the validity of the questionnaire was based on confirmatory factor analysis. In the present research, the structural equation modeling method was used for data analysis. The software used for data analysis were SPSS-22 and SMARTPLS-4. Findings: According to the research findings, the professional competency model of school managers includes competency enablers, management competencies, ethics and professional behavior competencies, manager development, social indicators of managers, the establishment of work groups to enhance performance and green competency, attitudinal competencies, knowledge competencies, educational competencies, commercialization of knowledge-skills and technology competencies, hardworking spirit, consumption pattern modification, and participation in development towards national authority, which lead to the realization of results such as a hardworking spirit, consumption pattern modification, and participation in development. Conclusion: The professional competency model of school managers in high schools, with the expansion of professional competency, can assist managers and planners of educational systems in improving educational and training conditions.

The Effect of Training and Competence on Career Development Through Talent Management as an Intervening Variable (Case Study of Cahya Kerja Company)

This study uses talent management as an intervening variable to examine how training and competency affect career advancement. PT. Cahya Kerja served as the research subject for this study. The study methodology combines path analytic techniques with a quantitative approach, and smart-pls is used as a data processor. Utilizing pertinent statistical analysis, the gathered data is assessed. According to the study's findings, funding for competency and training programs improves talent management. According to the study's findings, talent management is a factor that modifies the connection between career advancement, competence, and training. These findings offer valuable information to the organization, highlighting the significance of funding employee competency, training, development, and talent management in fostering career growth. This study has useful ramifications for human resource management and contributes to our understanding of the variables influencing career development within the framework of PT. Cahya Kerja.

Contemporary Trends of Digitalisation of Management Processes in Higher Education: Data Analytics, Cloud Technologies and Artificial Intelligence Authors

The continuous development, improvement and diversification of digital technologies cause the issue of rethinking their use in education, in particular, in the context of digitalisation of management processes at higher education institutions. It is important to understand the current state and trends of digital technologies, which become the basis for digitalisation of management processes in higher education. For this purpose, the article has analysed Ukrainian publications in the Google Scholar search engine to identify scientific works dealing with the digitalisation of management processes in higher education, using Scopus AI, the tool based on artificial intelligence, to obtain a conceptual map of digitalisation technologies of management processes in education, studied publications in the Scopus international scientometric database to determine the significance of digital technologies described in these publications. The article analyses digital technologies currently used for management tasks in higher education, namely: data analytics, cloud technologies, and artificial intelligence technologies. The main advantages of the digitalisation of management processes in higher education are highlighted: effective administration, improvement of the decision-making process, improvement of the provision of educational services, improvement of teaching. Challenges and difficulties accompanied by digitalisation of management processes in higher education are presented: insufficient financing of higher education; lack of understanding of the educational process by the participants (from students to managers) regarding processes taking place in the modern digital society, as well as emerging or changing technologies; the need for competent management and teaching staff, a high level of digitalisation of society at the national level, orientation of educational process participants in a large number of digital technologies. As a result of the study, the current trends in digitalisation of management processes in higher education are summarised (continuation of the process of introducing digital technologies into the educational process in general and management processes in higher education in particular; integration of these digital technologies into learning management systems; introduction of updated digital technologies into the teaching process; improvement of education through digital transformation of management processes.

Identifying factors affecting the selection of heads of city health centers in Iran: A phenomenological study.

Managers in the health care sector have the responsibility of accomplishing objectives and guaranteeing the excellence of services. To be chosen as a manager in a health organization, individuals must possess specific qualities and skills. Examining the process of selecting and appointing managers at the highest level of service provision might offer policymakers valuable insights into the importance of considering competences when choosing and appointing leaders of health centers. Hence, this study was conducted to identify the characteristics that influence the selection process of heads of city health centers in Iran. The present study employed a qualitative and phenomenological approach, utilizing interviews performed in the year 2023. The study sample consisted of health deputy from medical sciences universities, local health network managers, and heads of city health center. The participants were selected using a purposive selection method. A total of 16 male participants were interviewed, and the interviews were then analyzed using MAXQDA-10 software using the usual content analysis method. In this study, the factors affecting the selection of the heads of health care centers were classified into two general topics: individual factors and environmental factors, and eight sub-topics, including health literacy, experience, individual characteristics, communication skills, mental characteristics, legal issues, political factors, and cultural factors. The development of health literacy, specialized knowledge, and communication skills to coordinate and resolve organizational problems helps train competent managers. Top health system managers, who select health center managers, must understand political and cultural variables and regulate and steer their influence to select effective managers.

УПРАВЛЕНИЕ ПЕРСОНАЛОМ ОРГАНИЗАЦИЙ В РАМКАХ КОМПЕТЕНТНОСТНОГО ПОДХОДА

The competence-based approach in the personnel management of organizations is used by many organizations at the present time, which emphasizes its relevance, despite more than half a century of application history. In the West, this approach has been used since the 70s of the XX century, it came to Russia a little later. Nevertheless, within the framework of the competence-based approach to personnel management of organizations, there are still no few tools for improving it, discovering new techniques, techniques and innovations in today's economic conditions. The management of organizations, when applying the competence-based approach to personnel management, as a rule, sets realistic goals, since the success of this direction in management depends on it. The competence-based approach in the personnel management of organizations has a decisive impact on the standards of employee behavior and the quality of their work. In recent years, heads of organizations have increasingly applied a competence-based approach to their activities, guided by an optimal combination of requirements for key employee competencies and feedback. Methodological support of the competence-based approach in personnel management is associated with scientific research within the framework of research activities in the field of personnel management. The research methods of this approach have a clear focus on training personnel to professionally, efficiently and effectively master their competencies within the framework of work. The results of applying the competence approach in different organizations may differ from previously planned programs and activities, respectively, each organization builds its own model of personnel competence management. In a competitive environment, the competence-based approach to personnel management is most useful for use in business activities.

Le performing/patterning, moteur d’évolution des compétences collectives ? Le cas de la gestion forestière en contexte de grands défis

Key element of competences management, the collective competence concept is the subject of a substantial literature. Yet, the question of its evolving process remains opened. This research proposes to explore this question by mobilizing the notions of performing and patterning from the theory of routine dynamics. The research is based on the study of a reshuffling collective of actors to adapt the local forest management of a public forest facing grand challenges. As outcomes; we show that performing can be interpreted as a process through which the attributes of collective competence emerge and are transformed, and that the constitution of these attributes forms a new guide for collective action, a process akin to patterning.

A talent management platform for HR 4.0 challenges: usability evaluation based on testing and the TAM scale

The phenomenon of Industry 4.0 is requiring organizations to restructure their roles and upskill and reskill the workforce. In addition, Great Resignation is threatening organizational knowledge and it is essential to promote happier and more engaged workers. Learning Organizations promote learning opportunities to their workforce and furthermore foster the concept of Protean Career Attitude. This paper presents the usability evaluation of a competency management and development plan tool to support, through a technological tool, the Protean Career Attitude. Usability evaluation uses tests and makes use of the Technology Acceptance Model (TAM) scale. The results are promising regarding the acceptance and usability of the technology and show no significant discrepancies when comparing age groups or level of education. However, in some responses it was possible to conclude that the older groups (41-50 and 51-60) are more receptive to technology, despite the slight increase in the time to perform the tasks.

Mediating Role of Good Governance between Debt Management and Economic Performance

No one country of the planet is self-sufficient for financial and non-financial resources. Some have abundant of natural resources while someone have abundant of human resources and so on. Due to scarce of resources a country needs effective and efficient utilization of resources. Effective and efficient utilization of resources depends upon good governance, competent and sincere economic managers. Keeping in view of the said perception, current study examined the role of good governance in the debt management and economic performance. Current study used the World Bank data from the period of 1990 to 2020. Economic performance is measured by the per capita income (PCI) and taken as dependent variable. Whereas, debt to gross domestic product (GDP) is taken an independent variable. While good governance (GG) is taken as mediating variable and measured through The Worldwide Governance Indicators (WGI) project constructs aggregate indicators of six broad dimensions of governance such as voice and accountability, political stability and absence of violence/terrorism, government effectiveness, regulatory quality, rule of Law and Control of Corruption. Econometric equation is developed to measure the direct and indirect effect of GG with respect to debt to GDP and PCI. The study results concluded that there is no relationship between debt to GDP and economic development. While interesting finding is that there is significant relationship between GG and economic performance. Study also found insignificant mediation of GG between debt to GDP and economic development.

Competent subordinates and Managers’ perception: A Threat or an Asset - An Empirical Evidence from the Higher Education Sector of Pakistan

Workforce, by becoming more acquainted and versed in recent times proposes a predicament for managers who have years of experience at their hand. Managers who had been part of an organization for handsome numbers of years, expect to have a steadfast position, but get insecure in presence of competent and proficient subordinates, hence the dilemma has its toll on both workforce and organization. The germination of hostile behavior in response to insecurity, considered as workplace ostracism is a contaminant for the physical and mental well-being of the victim and thus has adverse outcomes in the form of emotional exhaustion.
 This paper aimed at studying the impact of managers’ feeling of insecurity on emotional exhaustion of employee, through mediating effect of managers’ perception of competent subordinates and subordinates’ feeling of ostracism. In fact an effort was made to examine the complexities of competent workforce behavior and response of managers towards their competent subordinates. In current experiential research, hypotheses were developed and a structured questionnaire, comprising part A (for HODs and Professors) & part B (for all other faculty members), was used to conduct research survey, adopting convenient sampling technique. A sample of 180 respondents was chosen for statistical analysis of the data. The data were treated using statistical tools including Cronbach’s Alpha, Chi square, Regression analysis, CFA and Process Hayes, with help of software SPSS version 23. Findings of the study support all hypotheses have been accepted and manager’s feeling of insecurity does translate into behavior that is conceived ostracism by the subordinate. Managers’ insecurity is also a potential cause for ostracism and emotional exhaustion. When managers are insecure, they perceive the competent subordinates as challengers, rather than colleagues. The study is considered quite useful for the management of higher education sector / public sector Universities. It is equally beneficial for the researchers and academicians and other public and private educational institutions.