Competence Management Model Research Articles

The design and operationalization of the teacher competence management framework: The method and practical tools to identify and close teacher competence gaps for the teaching of 21st century skills

The aim of the Framework for Teacher Competence Management is to provide school leadership with an empirically tested protocol on how to determine teachers’ professional development needs for teaching 21st century skills. Both quantitative and qualitative research methods were applied to collect and analyze data through three cycles of design-based implementation research over a period of three years, from 2017 to 2019, and by collaborating with staff from 15 schools. The Framework for Teacher Competence Management was developed through adapting a competence management model from the business environment to the school setting. The framework includes three steps: Competence identification, assessment and development; school developmental goals and education reform priorities; and the action and information flows between teachers and school leadership team members. The Framework for Teacher Competence Management has been operationalized through the design and validation of a method to identify teachers’ professional development needs and competence assessment tools, such as performance level descriptors, knowledge tests, and self-assessment questionnaires. The research outlines significant differences in teacher performance within a single school, emphasizing the necessity of gathering school-based evidence for planning more personalized professional development solutions to address professional development needs for different teacher groups.

Competency management: a study on mapping the competency profile of technical-administrative servers in education at UTFPR

This research aims to present a study on mapping the competencies of Technical-Administrative Servers in Education at the Federal Technological University of Paraná, Campo Mourão Campus. This tool will support the implementation of the competency management model in the development and training of staff, aligned with the institutional objectives outlined in the Institutional Development Plan of UTFPR (PDI). Through the analyses, the goal is to enhance qualification actions through the collective construction of institutional activities and assist in strategic decision-making, thereby generating public value in delivering quality services by organizations.

Contributions of the Simplified Competency Management Model to a Municipal Health Secretariat.

Objective: to present the contributions of the Simplified Competency Management Model in a municipal health secretariat. Method: research of integrated mixed methods of exploratory-descriptive type. The model was applied in a southern Brazilian city, in the following stages: documentary, questionnaire, mapping of gaps and educational proposal.Results: in the first stage, after documentary research, a total of 14 general core competences were described and a questionnaire with specific core competences was chosen, with confirmation of correlation among them; in the second stage, the importance and expression competence at work degrees were obtained, after the questionnaires were filled out by 74 municipal public health managers; in the third one, a formula was adopted for the training priority degree and its classification; the fourth stage presented an educational proposal for the development of one of the competences with the highest priority degree.Conclusion: the model brings contributions by describing general core competences, after documentary research; carrying out the correlation between a questionnaire, containing specific core competences with the general ones; by mapping gaps; and by the proposal of learning trails for the development of competences.

APPROACH OF THE CONCEPT OF MANAGING THE COMPETENCIES OF EMPLOYEES OF THE SPACE INDUSTRY

The article discusses the approach to the creation of competencies as a form of human resource man-agement in the space industry and the option of branching through the system. Universal model of employee cycle was analize. According to universal model, we can get a precise definition of the exact definition and behavioral requirements that will be presented to employees depending on their professions and positions. In the article is showed some features that is it necessary for competence management and for effective man-agement of the enterprise. The dimensions of the competency management model and how to apply accord-ing the specific model. How do you ensure employee competencies in the space industry will be presented. What are essential management competencies for business and best practices in the space industry. The system of professional qualities allows you to unify the requirements for employees and develop common standards of behavior that are the basis for evaluating and promoting staff.

Development of a Competency Management Model for Key Organizational Positions Influencing HSE System Performance in a Power Plant Construction Company

Development of a Competency Management Model for Key Organizational Positions Influencing HSE System Performance in a Power Plant Construction Company

Эко-конструктор развития от личного к организационному: 5D-модель управления компетенциями

The article analyses the problems of the formation of integrated systems for personnel development in the context of modern criteria for the competitiveness of a company (team) in the market, which determine the requirements for the level of competence of employees. The relevance of the study is determined by the fact that the existing range of various combinations of traditional forms and the most modern technologies, innovative tools for training and stimulating personnel in most cases does not provide a significant increase in companies’ personnel potential and does not create the opportunity for necessary organizational changes. The authors suggest using an interdisciplinary approach in the design of the personnel development system, which is based on a synthesis of scenarios of the company’s situational management and a personalized approach based on ethics and value priorities of the person, taking into account their psychological age. The scientific novelty of the article lies in the 5D-methodology proposed by the authors - a competency management model, which is a multidimensional matrix of individual pathways of motivation development, as well as flexible and solid skills of employees, which represents a certain way of “growing up”: from personal to organizational. The practical value of the methodology proposed by the authors lies in the ability to ensure the growth of personnel competitiveness and the effectiveness of the company (team) as a whole, by integrating the laws of evolutionary development into the practice of human resource management on the basis of the principles of environmental leadership and targeted management impact.

Development of a Competency Management Model for Key Organizational Positions Influencing HSE System Performance in a Power Plant Construction Company

Development of a Competency Management Model for Key Organizational Positions Influencing HSE System Performance in a Power Plant Construction Company

Gestión por competencias: Herramienta clave para el rendimiento laboral del talento humano del sector hospitalario

La investigación tuvo por objetivo proponer un modelo de gestión por competencias con el propósito de tratar de solucionar el problema descrito, por cuanto este afecta el desempeño o bajo rendimiento de los funcionarios en el área administrativa por no estar alineado a su perfil. Metodológicamente fue de tipo descriptiva. La investigación sobre un modelo de gestión de competencias, fortalece a la coordinación de Contratación al momento de seleccionar el personal idóneo para un determinado puesto de trabajo, con este modelo se pretende el reclutamiento del cliente interno de acuerdo al nivel de instrucción y la experiencia que haya generado, además sirve de guía a la coordinación de capacitación y formación para un mejor desempeño al momento de organizar un plan de entrenamiento para el personal, que vaya orientado con el puesto que cada uno ejecuta.

Development of Ontology Based Competence Management Model for Non-Formal Education Services

Abstract Competence management is a discipline that recently has regained popularity due to the growing demand for constantly higher competences of employees as well as graduates. One of the main implementation challenges of competence management is that, as a rule, it is based on experts’ implicit knowledge. This is the reason why the transformation of implicit knowledge into explicit knowledge practically is unmanageable and, as a consequence, limits the ability to transfer the already existing knowledge from one organisation to another. The paper proposes an ontology-based competence model that allows the reuse of existing competence frameworks in the field of non-formal education where different competence frameworks need to be used together for the purpose of identification, assessment and development of customers’ competences without forcing the organisations to change their routine competence management processes. The proposed competence model is used as a basis for development of competence management model on which IT tools that support a competence management processes may be built up. Several existing frameworks have been analysed and the terminology used in them has been combined in a single model. The usage of the proposed model is discussed and the possible IT tools to support the competence management process are identified in the paper.

Nivel de calidad de los procesos de gestión humana en la Universidad Mariana de Pasto.

La investigación tuvo por objetivo general determinar el nivel de calidad en los procesos de Gestión Humana, como parte delproceso diagnóstico que lleve a la implementación de un modelo de gestión humana por competencias; se realizó una identificación delcumplimiento de los requisitos legales, de acuerdo a la norma ISO 9001, un reconocimiento de los requisitos específicos los cuales son aquellosestablecidos por la Universidad y aquellos requisitos implícitos los cuales son la percepción que los trabajadores tienen acerca de la forma enque se ejecutan los procesos de gestión humana que realiza la Universidad.Esta investigación se abordó desde el paradigma cuantitativo, con un enfoque empírico analítico de tipo descriptivo, utilizando unarecolección de datos basada en la medición, la cual tiene como objetivo principal brindar descripción completa y detallada acerca del nivel decalidad de los procesos de Gestión Humana, elaborando una construcción de modelos estadísticos y cifras para explicar la realidad con el fin derecoger información medible y posteriormente analizable.La muestra estuvo constituida por con una población de 716 trabajadores a quienes se les aplicó unos instrumentos elaborados por lasinvestigadoras; como son encuestas de percepción acerca de los requisitos implícitos para los trabajadores del área administrativa como adocentes y dos listas de chequeo al área de Gestión Humana para verificar aquellos requisitos legales como específicos.Como resultado se encontró que en la Universidad los requisitos legales están en un nivel de calidad medio, los requisitos específicos seencuentran en un nivel de calidad bajo, y por últimos aquellos requisitos implícitos tienen un nivel de calidad medio. Llevando a la Universidaden cuanto a los procesos de Gestión Humana a modo general a un nivel de calidad bajo, lo que implica que se debe realizar un análisis ymejoramiento de cómo se están empleando cada uno de los procesos.

TALENT MANAGEMENT AS A FACTOR DETERMINING THE PROCESS OF MODELING THE COMPETENCES OF THE CONTEMPORARY ORGANIZATION

The evolving labor market determines the level of innovative knowledge necessary for the activities of a modern enterprise. An important factor of market competitiveness is the role of particularly talented individuals operating in specific organizational structures. Optimal targeting of their talents is an important factor in the company’s situation. Competence management thus becomes a key item in the structure and company strategy. This article presents an outline of the issue of the essence of talent management quantifying competence management and may be an introduction to the discussion about modifying the competency management model. It is also an attempt to answer the competitive variability of the market and new requirements of the environment in terms of the potential of talented and effective implementation of employee organization goals.

Application of the Competency Model in the Human Resources Management Process in the Civil Service: Experience of Lithuanian Institutions

The article analyzes the theoretical concepts of competence, competence management and competency model and their relationship between each other. Article reveals possibilities of using the competency model in the process of human resources management in the civil service. The model of competencies of the civil service of the Republic of Lithuania and the methodology of its application is analyzed. The aim of the article is to study the experience of applying the competency model in the process of human resources management in the civil service in Lithuania. To achieve this, a qualitative social survey was conducted - a semi-structured expert interview. During the research, the issues of the implementation of the competency model were identified.DOI: http://dx.doi.org/10.5755/j01.ppaa.17.3.21951

The assessment of medical competencies

ObjectiveTo describe the most widely used tools in the assessment of medical competencies, analyze their prevalence of use, their advantages and disadvantages and propose an appropriate model for our context. MethodsWe conducted a narrative review of articles from MEDLINE, following the PRISM protocol, and analyzed a total of 62 articles. ResultsThe assessment of competencies is heterogeneous, especially in the educational and professional settings. The specific and technical competencies acquired during university education are mainly assessed using the objective structured clinical assessment. In the professional setting, core competencies are assessed using the 360° technique. ConclusionsWe need a rigorous empiric comparison of the efficiency of the tools according to the type of competency. We propose a competency management model for the “undergraduate/graduate/active professional” continuum, whose goal is to improve training and professional practice and thereby increase the quality of patient care.

La evaluación de competencias en Medicina

ObjectiveTo describe the most widely used tools in the assessment of medical competencies, analyse their prevalence of use, their advantages and disadvantages and propose an appropriate model for our context. MethodsWe conducted a narrative review of articles from MEDLINE, following the PRISM protocol, and analysed a total of 62 articles. ResultsThe assessment of competencies is heterogeneous, especially in the educational and professional settings. The specific and technical competencies acquired during university education are mainly assessed using the objective structured clinical assessment. In the professional setting, core competencies are assessed using the 360° technique. ConclusionsWe need a rigorous empiric comparison of the efficiency of the tools according to the type of competency. We propose a competency management model for the «undergraduate/graduate/active professional» continuum, whose goal is to improve training and professional practice and thereby increase the quality of patient care.

What is the social gain from competency management? The employees’ perception at a Brazilian public university

In the present global scenario of strong competitive edge, the Human factor had its relevance enhanced, presenting itself as a key element to enhance organizations’ flexibility and performance. Since the 1990s, one of the most widespread and studied Human Resources practices has consisted of the Management Model by Competency, that innovated by changing the “position” reference to the “people” element. Therefore, this paper tries to investigate what are the elements that influence the employees’ perception of social gain within an establishment that had taken on the competency management model. This is a quantitative work with survey methodology. The sample consists of 422 employees of a Brazilian public university that had implanted the competency model in 2011. The questionnaire, available in an online environment, used the dimensions developed by Sarsur (2007). The relationships between the actions on corporate education, wage move, career move, managerial positions held, workplace and seniority (independent variables) with the perception employees have of social gain (dependent variables) were analyzed through non parametric statistical techniques. The results indicate that the employees’ perception of social competency gains in the model displays an essentially utilitarian nature. Namely, just the benefited employees demonstrated higher rankings of perception regarding the new proposal.

Gestão por Competências na Administração Pública de Portugal: uma análise a partir do ciclo interligado de legitimação e de validação

O objetivo deste artigo é analisar o modelo de gestão de pessoas por competências da Administração Pública de Portugal a partir do Ciclo Interligado de Legitimação e de Validação Qualitativa. As categorias consideradas foram: definição constitutiva, validade de construto, composta pela validade de conteúdo, validade de face e confiabilidade e validade preditiva. A análise do modelo de gestão por competências de Portugal permitiu a identificação de pontos críticos em suas premissas, propostas e objetivos. Em suma, constatou-se que o modelo utilizado pela Administração Pública de Portugal tem comprovada a validade das definições constitutiva e operacional e a validade de face. Contudo, foram identificadas fragilidades na validade de construto, especificamente na validade de conteúdo, na confiabilidade e na validade preditiva. Portanto, conclui-se que erros podem circundar o modelo por completo. Em seu âmbito, o presente artigo identificou e discutiu questões centrais no que se refere à implantação e à validação de modelos de competências, pertinentes tanto para organizações públicas quanto privadas.

Competence Management in e-Learning Systems: a possible approach

The need expressed by the single individual in a lifelong learning context is to have a personalized training able to facilitate the reaching of specifc competences, to take into account not only the knowledge but also the sector-based skills. This explication has led the Polo di Eccellenza L&K research group to defne an innovative Competence management model. This model has been obtained from an extension of the Knowledge Model used by the e-learning platform Intelligent Web Teacher. It is, in fact, the result of the combination of the Domain ontology, underlying the IWT Knowledge Model, with an Application ontology according to the meaning used by Paquette (2007) in his vision.

COMPETENCE MANAGEMENT FOR BUSINESS INTEGRATION

The flexibility and the reactivity required by today's challenges bring the modern organisations to be closely concerned by human resources issues. In the context of business integration, it is required that each partner can guarantee not only the quality of its products, but also the qualification and competence of its workforce. Usual models are not sufficient in highly constrained fields like aeronautics'. We show in this paper how a generic Competence Management model has had to be modified and enlarged in order to satisfy such constraints. Based on this model, a software has been developed, which implementation is in progress in three sites belonging to two different companies. We will show how such tool may allow to guarantee that only competent workers have been involved in the various steps of the manufacturing process, and may also to improve the way operational competences are managed in the company.

Transparency and Transfer of Individual Competencies - A Concept of Integrative Competence Management

The present state of research on competence management does not provide any suitable model that can be used in practice. Neither results from organizational nor from cognitive and social sciences meet the requirements for an application-oriented competence management completely as yet. An integrative competence management must be able to synchronise individual with organisational competencies. This linking is still neglected in research. A convenient solution has not been described yet. This article presents a model for an integrated competence management model, which gives approaches from both cognitive science and organizational science a practical framework of action