Competency-based Selection Research Articles

Developing the faculty team in agriculture, forestry, and aquaculture through a competency-based approach: Insights and strategies for colleges in Vietnam

This paper explores the development of faculty teams in agriculture, forestry, and aquaculture in Vietnamese colleges by applying competency-based education. Using a mixed-methods approach, the study evaluates the competencies of 124 faculty members from eight institutions, focusing on their academic qualifications, teaching skills, technological proficiency, and research involvement. The findings highlight strengths in academic preparation but reveal significant gaps in the use of technology, research engagement, and collaboration with industry partners. These gaps emphasize the need for comprehensive faculty development strategies to align education with labor market demands. Key solutions proposed include establishing a competency framework specific to agriculture, forestry, and aquaculture education to guide curriculum and professional development. The study also recommends strategic workforce planning based on competencies to ensure the optimal distribution of teaching expertise. Furthermore, competency-based recruitment and utilization practices will help institutions select faculty best suited for teaching and research roles. Continuous training and professional development programs aligned with this framework are necessary to help faculty integrate new technologies and teaching methods. The study emphasizes the importance of performance evaluation systems to monitor and support faculty progress and institutional policies that foster a motivating and supportive work environment.

OPTIMIZING THE QUALITY OF SUPERIOR EDUCATION IN DARUL HUDA STIES' COLLEGES THROUGH HR MANAGEMENT STRATEGIES

Improving the quality of education in the STIES Darul Huda Mesuji Lampung Sharia Economics study program is faced with human resource management (HR) challenges which include limited lecturer training, supporting infrastructure, and technological adaptation. This research aims to identify and analyze effective HR management strategies in improving the quality of education, with a focus on implementing competency-based recruitment, sustainable development through training, and integrating technology in the learning process. The research method used is a qualitative approach with a case study method, involving in-depth interviews, observation and document study. The research results show that although there are efforts in managing human resources, challenges such as uneven training and technological limitations are still the main obstacles. Implementation of a more structured HR management strategy, including transparent recruitment, continuous training, and application of sharia principles such as fairness and transparency, can significantly improve lecturer performance and education quality. Management support and investment in technology infrastructure is critical to support the sustainability of this strategy.

Building a Value-Based Workforce Through Islamic Work Value-Based Recruitment: A Conceptual Review

The increasing ethical infringements, moral violations, and disciplinary problems among employees point to the deteriorations in employee values. Hiring employees merely on common competency-based recruitment (CBR) versus value-based recruitment (VBR) ignores the critical role of values in guiding employee behaviours, thus contributing further to the problems. This study involves a qualitative approach using NVivo text analysis tool to analyse texts and word frequency from 44 references, including 35 journal articles, six policy papers, two books or book chapters and one conference proceedings. The results show that Public Sector ICT Management Review was the top journal with the highest coverage of the study’s main themes, followed by the Journal of Education for Teaching, the Human Resource Management Review, and the Advances in Health Science Education indicating the importance of the value-based workforce in these four areas of employment (i.e., public sector, education, human resource, and health). The word frequency analysis also shows the five most-used words were “values,” “work,” “based,” “selection,” and “recruitment.” These findings show that the references used in this study are valid and reliable relevant to the study’s main themes. Value-based workforce relates to value-based recruitment – building a value-based workforce begins with a good recruitment strategy. In the Islamic context, Islamic work values are highly influential and Islamic work-related values have been used as recruitment conditions for hiring employees during the Prophet Muhammad’s (pbuh) time and the rightly guided caliphs. If incorporated into the value- based model of recruitment, Islamic-related work values could potentially build a value- based workforce. This study has a significant implication to managers especially in finding good employees for the success of the organisation. Recruiting employees through value-based recruitment and selection is believed could reduce many work-related issues and improve organisational effectiveness. This study adds to the body of knowledge on value- based hiring by incorporating theories and Islamic work ideals, which can be used as a guide for future research.

Examining Factors Influencing Competency-Based Recruitment Processes in Organizations

The aim of the present study is to examine competency-based recruitment. This study is a systematic review of best practices in competency-based recruitment. Articles published from 2020 to 2023 that explored the topic of competency-based recruitment were considered. Based on the scores assigned to each article, the researcher excluded 71 articles out of 33 and ultimately retained 12 articles for data analysis. In this study, all available studies published between 2020 and 2023 in the Gregorian calendar (and between 1399 and 1401 in the Persian calendar) were reviewed. Of the 33 studies identified, only 12 met the research criteria, among which only three were domestic articles. The results indicate that competencies are applicable in various areas of human resource management, ranging from individual functions such as recruitment and performance management to organizational functions such as strategic planning, organizational structure design, strengthening organizational culture, and technology development. Competency, in fact, serves as an implicit indicator of an individual's multidimensional functions that effectively integrate with the criteria of an organization to achieve maximum efficiency in task performance. Overall, it can be concluded that the proper implementation of meritocracy necessitates attention to professional, individual, behavioral, communicative, and managerial competencies. External organizational factors, digital technologies, and competency-based recruitment are identified as the most important prerequisites for meritocracy, with the implementati

Competency-based selection and assignment for project manager in Iranian railways projects by genetic multigenic programming

As a part of human resource management, active companies in Iran's railway industry must determine the qualifications for appropriate project managers in railway construction. This research aims to consider the importance of Iran's railway construction projects due to the lack of staff with expertise and their high economic impact and budget. A decision-making model is presented. The project manager's qualifications are determined through questionnaires answered by experts in the field. The numerical model is created to determine the qualifications for project management in the railway industry. Therefore, Competency-Based Selection by Genetic Programming Multigenic Regression (CSPR) is proposed for project-oriented human resource management. Decision-making is done in three phases: Hierarchical analysis process for evaluating and determining the qualifications based on the questionnaires. The model is trained and validated by creating optimal coefficients and genes to determine the contribution of each of these qualifications in determining each candidate's final qualifications based on experts' questionnaires. Finally, the model's accuracy with optimal coefficients will be tested based on the questionnaires not used in the model training phase. The CSPR model provides a qualitative method and numerical optimization to evaluate and grade the project manager in Iran's railway construction projects based on the metaheuristic method.

Recruitment and selection of community health workers in Iran; a thematic analysis

BackgroundIn Iran, community health workers (CHWs) are selected and employed according to the instructions of the Ministry of Health (MOH). The present study aimed to investigate the views of different stakeholders regarding the selection criteria, as well as the competency of CHWs.MethodsThis study was conducted using a qualitative thematic analysis in Golestan Province, Iran. Data were collected using semi-structured interviews with managers, supervisors, CHWs, and common people in 2021. The interviews were recorded and then transcribed. To extract key themes, the six-step Brown model was used, which involved becoming acquainted with the data, meaningful organization of transcripts, extracting primary open codes, searching for themes in an iterative approach, theme extraction, defining themes, and preparing a report. The relationships between codes and sub-themes and themes were represented using ATLAS.ti version 8.ResultsData saturation was achieved after interviewing 22 people. The extracted data included 340 open codes, two main sub-themes of “CHW effectiveness” and “CHW sustainability”, and three main themes of “criteria for employing competent people”, “barriers to employing competent people”, and “identifying the barriers to employing competent people”, according to the MOH instructions.ConclusionIn the present study, local hiring was one of the major challenges in the competency-based selection of CHWs. One of the most repeated codes was expanding the local hiring concept and its requirements. Since different regions of Iran have different climatic, economic, cultural, and social conditions, the selection and hiring criteria for CHWs should be tailored to the needs of the community.

DETERMINANTS OF COMPETENCIES ON PERFORMANCE OUTCOMES: ANALYZING INSTITUTES LISTED IN THE DIRECTORY OF RESEARCH & DEVELOPMENT, INDIA

Employee competency is an essential criterion of Human resources, particularly in Research and Development (R&D) based organizations. The capability of an individual is replicated in such critical places, resulting in performance outcomes that can be measured from financial, structural, business, human capital, and relationship perspective.
 The competencies are grouped under five significant heads called core, professional, management, operational, and expert competencies. A structured questionnaire was developed and formally mailed to the Institutes listed in the Directory of R&D, India, chosen by stratified simple random sampling method. The structural equation model showcases the implications of acquisition, selection process, reliability of selection tests, and H.R. Policies as the determinants leading to some significant performance outcomes. AMOS 21 is used for the structural equation model.
 The employee hiring strategy, selection procedure, predictive ability of selection tests, organizational Human Resource (H.R.) policy, and employee competencies contribute to the performance outcomes of the research and development institutions of India.
 The competencies measured during the selection process should be exhibited by the R & D professions in the organization. The efficiency of R&D Institutes is boosted by adopting the competency-based selection process. The managers can develop a competency dictionary for the firm, which leads to attaining the institution’s objectives and results in outreached performance.

Recruitment Capabilities and Attractive Compensation in Supporting of the Employee Retention Paradigm

Generally, employees who have high skills always accept offers from other companies or what we call "high caliber" or "potential" employees. These employees often go in and out of the company, which causes problems for every company. The purpose of this research is to determine the relationship between recruitment, compensation, and employee retention and to determine the most dominant indicators of the three variables mentioned above. The research uses a qualitative approach with a phenomenological approach. The sample is taken from 3 informants, where the average status is as a company leader. nvivo as a tool in analyzing the paradigm or employee retention model. There are four analyses carried out where, in the cluster analysis, it is found that there is a moderate relationship between recruitment, compensation, and employee retention. On the recruitment map for recruitment analysis, the most dominant indicators are competency-based recruitment and online recruitment. For compensation analysis, the most dominant indicators are salary and bonus. The last analysis map for employee retention shows the most dominant career path. It is these dominant indicators that are expected to help with the problem of employee retention in the company.

Developing and improving Competences of Educators/Teaching Staffs of Indonesian National Police School (Sekolah Polisi Negara/Spn)

The purpose of this research is to discuss and analyze the root of the problems of the low competences of teaching staffs at Indonesian National Police School (SPN) and the factors that may contribute to it which include: recruitment and selection systems, placement, competency improvement program, and reward system. This research is a qualitative approach with a case study. The research addresses interviews and discussions with SPN educators, education experts from Police of Republic of Indonesia (POLRI), academic education experts human resource management experts from academia, and police officers who graduated from SPN. Data collection methods include: interviews, focus group discussion (FGD), observation, related documents studies, and review of previous research. The results of this study indicate that low competences of SPN teachers is rooted from the absence of a competency-based recruitment system. POLRI career development system does not yet include and regulate career development of SPN teachers as part of police career development. This research recommends and proposes a competency-based SPN teaching career development system and a SPN teaching competences improvement system, as a contribution to POLRI human resource management system as a whole.

Identifying core competencies for practicing public health professionals: results from a Delphi exercise in Uttar Pradesh, India

BackgroundEnsuring the current public health workforce has appropriate competencies to fulfill essential public health functions is challenging in many low- and middle-income countries. The absence of an agreed set of core competencies to provide a basis for developing and assessing knowledge, skills, abilities, and attitudes contributes to this challenge. This study aims to identify the requisite core competencies for practicing health professionals in mid-level supervisory and program management roles to effectively perform their public health responsibilities in the resource-poor setting of Uttar Pradesh (UP), India.MethodsWe used a multi-step, interactive Delphi technique to develop an agreed set of public health competencies. A narrative review of core competency frameworks and key informant interviews with human resources for health experts in India were conducted to prepare an initial list of 40 competency statements in eight domains. We then organized a day-long workshop with 22 Indian public health experts and government officials, who added to and modified the initial list. A revised list of 54 competency statements was rated on a 5-point Likert scale. Aggregate statement scores were shared with the participants, who discussed the findings. Finally, the revised list was returned to participants for an additional round of ratings. The Wilcoxon matched-pairs signed-rank test was used to identify stability between steps, and consensus was defined using the percent agreement criterion.ResultsStability between the first and second Delphi scoring steps was reached in 46 of the 54 statements. By the end of the second Delphi scoring step, consensus was reached on 48 competency statements across eight domains: public health sciences, assessment and analysis, policy and program management, financial management and budgeting, partnerships and collaboration, social and cultural determinants, communication, and leadership.ConclusionsThis study produced a consensus set of core competencies and domains in public health that can be used to assess competencies of public health professionals and revise or develop new training programs to address desired competencies. Findings can also be used to support workforce development by informing competency-based job descriptions for recruitment and performance management in the Indian context, and potentially can be adapted for use in resource-poor settings globally.

A role of competency-based recruitment screening: a case study on Indian manufacturing unit

A role of competency-based recruitment screening: a case study on Indian manufacturing unit

Opening the black box of selection

Medical school selection is currently in the paradoxical situation in which selection tools may predict study outcomes, but which constructs are actually doing the predicting is unknown (the ‘black box of selection’). Therefore, our research focused on those constructs, answering the question: do the internal structures of the tests in an outcome-based selection procedure reflect the content that was intended to be measured? Downing’s validity framework was applied to organize evidence for construct validity, focusing on evidence related to content and internal structure. The applied selection procedure was a multi-tool, CanMEDS-based procedure comprised of a video-based situational judgement test (focused on (inter)personal competencies), and a written aptitude test (reflecting a broader array of CanMEDS competencies). First, we examined content-related evidence pertaining to the creation and application of the competency-based selection blueprint and found that the set-up of the selection procedure was a robust, transparent and replicable process. Second, the internal structure of the selection tests was investigated by connecting applicants’ performance on the selection tests to the predetermined blueprint using cognitive diagnostic modeling. The data indicate 89% overlap between the expected and measured constructs. Our results support the notion that the focus placed on creating the right content and following a competency-blueprint was effective in terms of internal structure: most items measured what they were intended to measure. This way of linking a predetermined blueprint to the applicants’ results sheds light into the ‘black box of selection’ and can be used to support the construct validity of selection procedures.

Competency-based recruitment and managerial succession

Competency-based recruitment and managerial succession

Identification and ranking of competency-based recruitment system criteria: an empirical case study

This study aimed to identify and rank criteria of competency-based recruitment system in an empirical case study. The studied population was experts in human resources management and network administrators of Saderat Bank of Iran as an empirical case study. The study was conducted in two general phases based on qualitative methods (interviews and Delphi) in two stages and quantitative methods for assessing validity and ranking. The results showed that criteria of competency-based recruitment system could be categorised in 5 criteria and 22 sub-criteria. The identified criteria included competence, prospection, integrity, justice and flexibility. Second order factor analysis was used to examine construct validity of the extracted criteria and their questions; Cronbach's alpha was used to check its reliability. The results indicated good validity and factor loading of each component as a criterion of the competency-based recruitment system. Among the identified criteria, competence, prospection, flexibility, integrity and justice, respectively, were more important in the competency-based recruitment system.

Modeling workers’ behavior: A human factors taxonomy and a fuzzy analysis in the case of industrial accidents

While ‘Industry 4.0’ drives for greater automation, human factors are still essential in certain domains, especially in industrial disaster management. Despite human factors are frequently cause of individual biases and errors, a systematic quantitative analysis of the correlation between them and the workers' response performance in case of an industrial disaster has never been conducted.The aim of the present study is twofold: to design an original human factors taxonomy, which encompasses all the industrial worker's cognitive capabilities, physical skills, and psychological attitudes; to establish a correlation between each factor and the workers' response performance in case of an industrial emergency. A Fuzzy Analytic Hierarchy Process (FAHP) analysis has been conducted in collaboration with 44 subject matter experts by using an ad-hoc developed tool to investigate, in particular, two types of workers, the role of emergency manager and the emergency team member. Results reveal that the factors have not the same weight in determining the human response performance: cognitive and psychological aspects have a substantial influence on the emergency manager's response performance, while the emergency team member's response performance is more influenced by psychological and physical aspects. Relevance to industryGiven the crucial role of cognitive, physical and psychological factors in modern human-centred industrial systems and especially in the field of industrial safety & security, this study represents a meticulous guide for safety specialists in the design of disaster management strategies, for recruiters and practitioners in the development of competency-based job descriptions and for new research works for the development of personality-gifted intelligent agents in industrial applications.

Competency Based Selection by Handwriting

Competency Based Selection by Handwriting

Identification and Ranking of Competency-Based Recruitment System Criteria: An Empirical Case Study

This study aimed to identify and rank criteria of competency-based recruitment system in an empirical case study. The studied population was experts in human resources management and network administrators of Saderat Bank of Iran as an empirical case study. The study was conducted in two general phases based on qualitative methods (interviews and Delphi) in two stages and quantitative methods for assessing validity and ranking. The results showed that criteria of competency-based recruitment system could be categorised in 5 criteria and 22 sub-criteria. The identified criteria included competence, prospection, integrity, justice and flexibility. Second order factor analysis was used to examine construct validity of the extracted criteria and their questions; Cronbach's alpha was used to check its reliability. The results indicated good validity and factor loading of each component as a criterion of the competency-based recruitment system. Among the identified criteria, competence, prospection, flexibility, integrity and justice, respectively, were more important in the competency-based recruitment system.

Improving the quality of the NHS workforce through values and competency-based selection.

Robust selection processes are essential to ensure the best and most appropriate candidates for nursing, midwifery and allied health professional (NMAHP) positions are appointed, and subsequently enhance patient care. This article reports on a study that explored interviewers' and interviewees' experiences of using values and competency-based interview (VCBI) methods for NMAHPs. Results suggest that this resource could have a positive effect on the quality of the NMAHP workforce, and therefore on patient care. This method of selection could be used in other practice areas in health care, and refinement of the resource should focus on supporting interview panels to develop their VCBI skills and experience.

A competency based selection procedure for Dutch postgraduate GP training: A pilot study on validity and reliability

Background: Historically, semi-structured interviews (SSI) have been the core of the Dutch selection for postgraduate general practice (GP) training. This paper describes a pilot study on a newly designed competency-based selection procedure that assesses whether candidates have the competencies that are required to complete GP training.Objectives: The objective was to explore reliability and validity aspects of the instruments developed.Methods: The new selection procedure comprising the National GP Knowledge Test (LHK), a situational judgement tests (SJT), a patterned behaviour descriptive interview (PBDI) and a simulated encounter (SIM) was piloted alongside the current procedure. Forty-seven candidates volunteered in both procedures. Admission decision was based on the results of the current procedure.Results: Study participants did hardly differ from the other candidates. The mean scores of the candidates on the LHK and SJT were 21.9 % (SD 8.7) and 83.8% (SD 3.1), respectively. The mean self-reported competency scores (PBDI) were higher than the observed competencies (SIM): 3.7(SD 0.5) and 2.9(SD 0.6), respectively. Content-related competencies showed low correlations with one another when measured with different instruments, whereas more diverse competencies measured by a single instrument showed strong to moderate correlations. Moreover, a moderate correlation between LHK and SJT was found. The internal consistencies (intraclass correlation, ICC) of LHK and SJT were poor while the ICC of PBDI and SIM showed acceptable levels of reliability.Conclusion: Findings on content validity and reliability of these new instruments are promising to realize a competency based procedure. Further development of the instruments and research on predictive validity should be pursued.

Exploring the Acquisition of Nurse Manager Competence

In the increasingly complex environment of healthcare, the nurse manager provides vital leadership for healthy work environments, positive patient outcomes, and achievement of organizational goals. However, the development of skills critical for success is often overlooked, and new nurse managers struggle during their role transition from a clinical provider to nursing leadership. The Nurse Manager Leadership Partnership Learning Domain Framework© (Learning Domain Framework) was developed through collaboration between the American Organization of Nurse Executives and the American Association of Critical Care Nurses 1 American Association of Critical-Care Nurses The Nurse Manager Skills Inventory. http://www.aacn.org/wd/practice/docs/nurse-manager-inventory-tool.pdf Google Scholar , 2 American Organization of Nurse Executives The Nurse Manager Skills Inventory Tool. http://www.aone.org/resources/leadership%20tools/partnership.shtml Google Scholar (Figure 1). The evidence-based framework consists of 3 domains: the development of the leader within, the science of managing the business, and the art of leading people. 3 Dubnicki C Sloan S Excellence in nursing management: competency-based selection and development. J Nurs Adm. 1991; 21: 40-45 Crossref PubMed Google Scholar , 4 Kleinman C Leadership roles, competencies and education: how prepared are our nurse managers?. J Nurs Adm. 2003; 33: 451-455 Crossref PubMed Scopus (63) Google Scholar , 5 Care W Udod S Perceptions of first-line nurse managers. What competencies are need to fulfill this role?. Nurs Leadersh Forum. 2003; 7: 109-115 PubMed Google Scholar , 6 Anthony M Standing T Glick J et al. Leadership and nurse retention: the pivotal role of nurse managers. J Nurs Adm. 2005; 35: 146-155 Crossref PubMed Google Scholar , 7 Sherman RO Bishop M Egenbeger T Karden R Development of a leadership competency model. J Nurs Adm. 2007; 37: 85-94 Crossref PubMed Scopus (87) Google Scholar , 8 McCallin A Franskon C The role of the charge nurse manager: a descriptive exploratory study. J Nurs Manag. 2010; 18: 319-325 Crossref PubMed Scopus (83) Google Scholar , 9 Kramer M McQuire P Brewer B et al. Nurse manager support, what is it? Structures and practices that promote it. Nurs Adm Q. 2007; 31: 325-340 Crossref PubMed Scopus (70) Google Scholar , 10 Hart M A Delphi study to determine baseline informatics competencies for nurse managers. Comput Inform Nurs. 2010; 28: 364-370 Crossref PubMed Scopus (18) Google Scholar , 11 Benner P Excellence and Power in Clinical Nursing Practice. Addison-Wesley, Menlo Park, CA1984 Google Scholar “Leadership skills begin with knowing one's self” and skills required for success in the leader within domain include personal mastery of emotional intelligence, accountability, and responsibility for one's communication and actions, developing authentic leadership skills of self-discovery and improvement, and developing enough self-confidence to empower others. 11 Benner P Excellence and Power in Clinical Nursing Practice. Addison-Wesley, Menlo Park, CA1984 Google Scholar The science of managing the business spans a collection of skills that enable the nurse manager to plan strategically for quality care and financial stability of their area of responsibility. Using foundational thinking, clinical knowledge, performance improvement methodologies, and technology skills, the nurse manager manages financial and human resources to efficiently improve quality care. To manage the business, the nurse manager must be able to lead the people by “managing relationships and influencing others” toward common goals by fostering teamwork, “developing trust and managing conflict.” 11 Benner P Excellence and Power in Clinical Nursing Practice. Addison-Wesley, Menlo Park, CA1984 Google Scholar The 3 competency domains reflect the explosion of responsibility and expectations of the current nurse manager role.