Competence Portfolio Research Articles

Implementing competency‐based education in multiple programs: A workshop to structure and monitor programs' priorities using ADDIE

AbstractContextAll Canadian postgraduate medical programs are implementing the major components of competency‐based education. To do so, our institution had to provide individualized training and monitoring for all our programs.InnovationWe organized half‐day workshops with four work sessions: core competencies, competency portfolio, curriculum mapping, and competence committee. Program teams decided their priority tasks after each work session. We classified tasks into ADDIE pedagogical design stages (Analysis, Design, Development, Implementation, Evaluation). We conducted interviews at 12 months.ResultsPrograms (n = 29) prioritized mainly tasks of Design (37% of tasks), Development (24%) and Analysis (21%). At 12‐month follow‐up (n = 17), 20% of the tasks were initiated, 22% reached a higher stage, 33% reaching Implementation/Evaluation. Programs needed material and financial resources for Analysis/Development tasks, and faculty training for Implementation/Evaluation tasks.ConclusionWork sessions provided a structure to commit to priority tasks. Their classification into ADDIE stages systematized the monitoring and the search for solutions.

Recognition of Hematopoietic Stem Cell Transplantation and Cellular Therapy Expertise to Promote Care Accessibility: A Formally Credentialed Area of Focused Competence in Canada

Hematopoietic stem cell transplantation (HSCT) and cellular therapy (CT) exploit the therapeutic potential of manipulated or unmanipulated hematopoietic cells to treat diseases. While initially dedicated to the treatment of hematologic malignancies and disorders, the use of these therapies in several diseases and cancers is currently under investigation. Indications are currently booming. In the midst of this expansion, both the American Society for Transplantation and Cellular Therapy (ASTCT) and the European Society for Blood and Marrow Transplantation (EBMT) have highlighted the global shortage of hematologists adequately trained in this field of high expertise. This shortage in transplant physicians and cellular therapists can significantly impact patients' access to cell-based therapy. To address this unmet need and attract aspiring hematologists to the field of cellular therapy, as well as to standardize training, anticipating this trend, a Canadian national task force aiming to develop a structured academic program in HSCT and CT was created. Workshops were organized to identify and establish the fundamentals of the practice in HSCT and CT. These workshops followed a rigorous process in developing the competency-based training program established by the Royal College. The program begins with the development of the main tasks associated with the practice of the discipline and the evidence that trainees must provide to demonstrate that they can perform these tasks independently (the competence portfolio). It continues with the development of training requirements that summarize the knowledge, skills, and aptitudes required to perform these tasks, followed by specific exposure during training (milestones) essential to demonstrate the acquisition of these skills. HSCT and CT together is now formally recognized as an Area of Focused Competence (AFC) by the Royal College of Physicians and Surgeons of Canada, a national organization that provides oversight of the medical education of specialists in Canada. AFCs are areas of specialty medicine that address a legitimate societal and patient population need previously unmet by the system of primary and subspecialty disciplines. The AFC designation for HSCT and CT provides a standardized curriculum, training experience, and accreditation process to attract young hematologists and promote expertise and quality care to meet the needs of both patients and society. A critical number of highly qualified hematologists will ensure continuing expansion of accessibility to HSCT and CT.

A Development Challenge: Embracing Technology in Leadership Development.

Leaders must train in technology use and build a portfolio of competencies that mark a rapidly emerging future. Three categories of technology with examples of how to approach increasing technology literacy in each are presented. Five emerging or rapidly advancing technology trends provide a framework for leader development. [J Contin Educ Nurs. 2021; 52(6):260-262.].

Использование методики ассессмент-центра при оценке государственных гражданских служащих Липецкой области

Building an integrated system for personnel selection, training and development is one of the most important tasks of the civil service. HR agencies are interested in finding specialists with a “portfolio of competencies”, showing flexibility and quickly adapting to any activity. To find the right candidate, you need to choose the right strategy for selecting specialists. More and more companies use the assessment center methodology despite a large number of other evaluation methods. The assessment center allows you to conduct tests in situations close to reality and comprehensively evaluate the knowledge, skills, personal, professional, and psychological characteristics necessary for working in a particular position for a particular candidate or an employee. The article presents the methodology of the assessment center when evaluating state civil servants of the administration of the Lipetsk region. The work describes methods for creating a competency model, formulates recommendations on the use of technologies of the center for evaluating civil servants, and draws conclusions based on the final results. The article presents data on the validity of the assessment center in comparison with other tools for evaluating personnel, shows the advantages and disadvantages of this method. The methodology of assessment centers can be recommended to the authorities for evaluating personnel in the civil service.

Digital recruitment of innovative project teams’ leaders based on genetic algorithms

Over the past decade, innovation has become an important part of the development for large business companies. The search for promising topics, as well as the recruitment of potential applicants teams who can implement an innovative project with the maximum benefit for business at the lowest cost, led to the search for approaches to solving these problems using IT. Since the problems of such research are covered separately in different industry areas, we implemented an approach to completing project teams based on genetic algorithms. A wide review of the literature allowed us to identify some important characteristics of innovative projects, as well as to summarize the portfolio of competencies required for potential designers. These attributive characteristics of the project and the applicants’ competence should be taken into account. The developed genetic algorithm allows searching for multiple parameters simultaneously and generating new solutions through the use of different operators. The results open up a new range of opportunities for business companies and government organizations interested in successful implementation of innovations.

Study of the Digital Teaching Competence of Physical Education Teachers in Primary Schools in One Region of Spain.

In today’s society and, in the teaching profession especially, it is demanded that we have a remarkable digital competence and have continuous formation in technological recycling. This study intends to describe and expose the levels of digital competency amongst physical education teachers working in the public school system of Spain, by what was established in the portfolio of teacher digital competence of one region of Spain which was published on the 12th of June 2015 in the Official Journal of Extremadura. The design of our research is of a descriptive type. The instrument used to collect data was the questionnaire published in appendix IV of the previously mentioned portfolio official of a region of Spain. A total of 201 students were tested. The principle obtained results show that primary physical education teachers in public schools in Spain have a basic level of digital teaching competence, more specifically an A2 level. This is in comparison with the guidelines established by the Common Framework for Digital Competence of Teachers 2.0.

Les étudiants infirmiers au cœur de la crise de la Covid-19

Student nurses at the heart of the Covid-19 crisis. Many student nurses were involved in dealing with the Covid-19 health crisis. As a consequence, the block release training programme was completely overturned in order to meet the urgent requirements of health and medical-social institutions. Two student nurses from Île-de-France, in their third year of training, share anonymously their experience on the ground during the health crisis. Their experiences, which required polyvalence, adaptability, stress management and autonomy on their part, have considerably enriched their portfolio of competencies.

DIGITAL SOCIAL INNOVATION AND LABOR MARKET TRANSFORMATIONS

Social innovation can be considered as a process generated by the application of innovation to social needs. Consequently, digital social innovation (DSI) addresses emerging social issues and challenges by taking advantage of digital technology.Currently, most DSI projects make use of more established - and less ‘high-tech’ - solutions, such as social networks, crowdsourcing, and web or mobile apps.Indeed, there is a large pool of people with great ideas, but without the digital skills to bring their ideas to life. A great effort is needed to enable people to access digital skills.This paper highlights how DSI education can contribute, in a period of transformation of the labor market, to enhancing solutions in several strategic sectors, such as healthcare, education, public participation, and the environment.It presents the results of the EU funded project DSI: new educational competences for social inclusion (2018-2020) whose aim is the definition of a basic portfolio of competences for social educators and social volunteers in DSI at a European level.

FORMING THE COMPETENCIES PORTFOLIO AS A FACTOR FOR IMPROVING THE QUALITY OF HUMAN CAPITAL DEVELOPMENT IN HIGHER EDUCATIONAL INSTITUTIONS

The article is devoted to the research of issues of improving the quality of human capital development of higher education institutions through the formation of a portfolio of competences. The coverage of higher education in Ukraine is one of the highest in the world, however, the units of Ukrainian higher education institutions are ranked in world rankings. The parameters of the quality of human capital development of institutions of higher education are highlighted. The goals of human capital development in the management system of higher education institutions have been systematized. General and professional competences in accordance with the draft professional standard of posts of teachers of higher education institutions were investigated. Classical strategic analysis tools are integrated into research into the quality of human capital development in higher education institutions. The competences of teachers of higher education institutions are proposed to be divided into four groups. The graphic model of the portfolio of competencies of higher education institutions is shown.

The role of intangible human capital in innovation diversification: linking behavioral competencies with different types of innovation

AbstractThis article advances the literature that has recently drawn attention to the intangible elements of human capital for innovation, investigating the relationship between behavioral competencies and the ability to attain different types of innovation, namely product, process, marketing, and organizational. Through a study of a sample of managers performing key roles in the innovation process within the luxury high-fashion footwear industry in the Italian context, we found that the ability to attain diversification of innovation depends on the use of a broad portfolio of behavioral competencies. Adopting a multimethod analysis, we also open the black box of the relationship between innovation typology and behavioral competencies, demonstrating how different combinations of competencies explain the achievement of particular types of innovation. Managerial insights on how to improve the innovation capacity of managers in the workplace are provided.

Estrategias del acceso al hábitat. Instrumentos de gestión urbana y gobiernos locales

The intervention of the State must takes place across its measurements, the exchange of course in the form of unequaled access of the population to the urban space and incorporating a major number of citizens with the benefits of the development of the cities (Smolka and Furtado, 2014). In this sense an diary of successful planning in terms of inclusive management, must fight these imbalances and asymmetries, including: "Political leadership, capacity of joint, institutional efficiency and local financial, and especially, legitimization before the community of the intention of achieving a major urban equity..." (Mac Donald, 2003: 145). The local governments have spent of a portfolio of competences annotated to a multiplication and sophistication of the demand from the civil demands (Iturburu, 2013) and the complex urban problems- regional that must attend (in dimensions superposed at economic-productive, sociocultural level, institutional and environmental politician) must give answer for its proximity to the citizen (Subirats, 2017).

Redesign of Prior Learning Assessment in an Award-Winning Degree Completion Program

In the 21st century economic landscape, many argue the importance of a college degree, as entry into many occupations now requires advanced credentials. Pursuing a college degree costs time and money, often presenting barriers to those pursuing the dream. Prior learning assessment (PLA) offers a solution to spend less time and money earning a college degree by documenting outside learning. PLA shortens time-to-degree, reduces tuition costs, supports student persistence, and boosts degree completion, particularly for adult learners (non- and post-traditional students) and underserved populations. The purpose of this article was to examine PLA within an award-winning degree completion program primarily serving adult learners in order to improve practice. Aligned with the Council for Adult and Experiential Learning's (CAEL) standards for assessing learning, this article discusses the degree completion program, PLA course and competency portfolio, block credit competency model and block credit competency model and portfolio assessment, program administration, and implications.

DIGITAL SOCIAL INNOVATION: A PRELIMINARY PORTFOLIO OF COMPETENCIES FOR SCHOOL SOCIAL WORKERS

In this article, the authors argue that professional experts are necessary who should also be educators, since they should work inside the school. Accordingly, cyber safety competencies should be included in the curriculum of school social workers in the same way as are competencies to sustain children with behavioral disturbance, support students with cultural and economic difficulties, provide the school community with psycho-social counselling, implement educational policies, etc. From the experience of running a training course for social workers in Poland on cyber threats, and from an ongoing research concerning digital social innovation within two EU funded projects, a preliminary portfolio of competencies has been defined and presented.

M&As get another assist: when CEOs add intuition to the decision mix

Purpose The purpose of this paper is to analyze the use of intuition in successful merger and acquisition (M&A) decisions. M&As are strategic decisions that can create growth, open up new markets and strengthen the company’s position and competence portfolio. Strategic decisions involve, by their very nature, considerable investments and have company-wide and long-lasting implications. At the same time, the decision-makers have access to large amounts of data from various sources, but these data are often uncertain and inaccurate and entail numerous assumptions. Therefore, M&A decisions are only rational to a degree, and emotional elements, such as intuition, likely play a significant role. Design/methodology/approach Acknowledging how critically important, but also how difficult, M&As are, the authors analyzed nine instances (cases) of successful acquisitions, in which the executives believed that the role of intuition was critical. Findings The findings show that intuition in strategic decision-making emerges on three levels: individual, collective and environmental. Practical implications This paper encourages top executives to proactively acknowledge and take advantage of intuition in their strategic decision-making. It proposes a framework to help with these endeavors. Originality/value This paper contributes by highlighting that intuition is not just a factor on an individual level; it can also surface from group interactions as well as the environment. Surprisingly, all the executives interviewed spoke of the positive effects that intuition can have on acquisition decisions. This is in contrast to the dominant view that considers intuition as nonrational and even as a form of bias.

An Integrated Core Competence Evaluation Framework for Portfolio Management in the Oil Industry

The proponents of resource-based theory argue that efficient management of core competence portfolio provides sustainable competitive advantages. However, literature demonstrates little evidence regarding (i) how to identify core competence, specifically for a company operating in the oil sector, (ii) how to identify tangible and intangible resources related to the core competence of the company, and (iii) how to manage a company’s competence portfolio more efficiently by forging network alliances with collaborating firms. Drawing upon resource-based theory this paper presents a core competence evaluation framework for managing the competence portfolio of an oil company. The paper introduces a network typology to illustrate how to form different types of strategic alliance relations with partnering firms to manage and grow the competence portfolio. The framework is tested using a case study approach involving face-to-face structured interviews with twenty-five divisional managers of a large oil company in the Middle East. We identified purchasing, refining and sales and marketing as strong candidates to be the core competencies of the company. However, despite the company’s core business of refining oil, the core competencies were identified to be their research and development and performance management (PM) capabilities. We further provide a procedure to determine different kinds of physical, intellectual and cultural resources making a dominant impact on company’s competence portfolio. In addition, we provide a comprehensive set of guidelines on how to develop core competence further by forging a partnership alliance choosing an appropriate network topology. The paper makes many contributions to the field of strategic management and core competence evaluation in the oil sector. The guidelines provided can assist practitioners with devising appropriate network relationships with partnering companies in order to outsource, divest, protect and/or develop their core competence portfolio.

Managing Ambidexterity in Startups Pursuing Digital Innovation

With the current pace of digital innovation, corporations and startups alike are experiencing the challenge of surviving in hypercompetitive environments. Accordingly, the management literature proposes “organizational ambidexterity”, the ability to balance exploitative and exploratory efforts, as a means of survival. Based on observations and interviews with startups and investors affiliated with the entrepreneurial educational program SCALEit, this study investigates how startups can manage ambidexterity in pursuing digital innovation. Our study concludes that startups conducting digital innovation manage to attain organizational ambidexterity through internal and external adaptation by combining and enacting competencies. The startups have access to a competency portfolio that comprises eight core competencies across organizational boundaries. The startup CEO, team members, and individuals in the ecosystem that surround the startup provide these competencies, which reveals a new perspective on how to achieve organizational ambidexterity through leveraging both internal and external competencies.

Key competences of logistics and SCM professionals – the lifelong learning perspective

PurposeThe purpose of this study is to identify specific qualifications and competences required within the field of logistics and supply chain management from the perspective of lifelong learning and hierarchical level. It also reveals a hierarchy level-specific job profile for logistics and supply chain management jobs based on the European Framework for Key Competences and the German Federal Employment Agency.Design/methodology/approachA review of the literature on competences and skills in the field of logistics is combined with an analysis of 832 job postings by means of content analyses and thematic mapping.FindingsThe academic literature discusses more than 280 skills and competences related to the job profile of logistics and supply chain managers. The majority of these skills represent social skills. Analyses of job postings show significant differences in the required portfolio of skills and competences depending on the hierarchical level of the position. Contrary to the literature, job postings include more cognitive competences and meta-competences than social skills.Originality/valueThe first contribution of this research is that competences were examined from the perspective of lifelong learning, revealing how this is applied in the field of logistics. The second is that this conceptual framework can be utilised to compare skills and competences between different hierarchical levels. The third contribution refers to identifying a set of skills and competences different to what had been presented in the literature.

Behavioural competencies and organizational performance in Italian performing arts

ObjectivoEste estudio pretende investigar las competencias comportamentales de los directores y managers que trabajan en las organizaciones culturales, y la relación entre estas competencias y la el desempeño organizacional.Diseño/metodología/enfoqueEste estudio usa el proceso ESC competency modelling y la técnica de la Behavioral Event Interview. Sobre todo, entrevistamos 14 directores y managers de seis organizaciones de espectáculos en vivo que operan en Emilia-Romagna, una región del Norte de Italia.HallazgosEncontramos que los directores y managers de las organizaciones culturales muestran un conjunto especifico de competencias sociales y emocionales (persuasión, empatía, etc.), mientras que las competencias cognitivas son menos frecuentes. Hallazgos muestran también que un portfolio balanceado de competencias comportamentales está correlacionado con alto desempeño organizacional.Implicaciones prácticasLos Hallazgos ofrecen relevantes implicaciones administrativas por el diseño y la implementación de un sistema coherente de prácticas de recursos humanos, que permite a las organizaciones culturales conseguir un alto rendimiento organizacional.Originalidad y valorEste articulo contribuye a una mejor comprensión de la relación entre las competencias de los managers y el desempeño de las organizaciones culturales, sobre todo considerando competencias específicas (las competencias comportamentales) que los estudios pasados han descuidado.

Zarządzanie kapitałem ludzkim w warunkach gospodarki opartej na wiedzy

The aim of this paper is the identification of the consequences of knowledge-based economy creation in the social, organizational and employee context and description of the main challenges of human capital management in knowledge-based organization and introduction of the main areas of discussion on the implementation of the HR function today. The starting point is the characteristics of social implications of knowledge-based economy. The turn of the 20 and 21st century is in fact an era of social transformation, whose consequence is the emergence of the knowledge society and the emergence of technological paradigm based on the Castell’s theory of network society. As a result, there is a new organization – a knowledge-based organization and new employee – knowledge worker. Knowledge-based organizations are enterprises functioning is based on knowledge and wide complex relations. Knowledge worker, in turn, is the position occupied in the organization resulting from the possession of a unique and desirable portfolio of competencies, relationships and attitudes resulting in the generation of a unique added value for the company. Therefore the working conditions and the profile of skills and structure of employees in modern enterprises have changed which leads to the need of conversion of ways to realize the HR function. The rank of a key resource gained human capital – as a carrier and the owner of the most precious tacit, personalized knowledge and social organization – as a carrier of relationships based on trust. There has also been the evolution of the structure of employment – from personnel employed on-time to a flexible workforce. In addition, they emerged new subpopulations of employees and different challenges of managing generating specific areas of interest in theoretical and practical – battle for talent, employer branding, aiming for work-life balance, diversity management, employability.

Key Competences in Organic Production Management

Management in organic production, as a method applying holistic approaches and answering the dimensions of sustainable development through an overall process management, requires a number of competences that should be considered in developing curricula in different types of training and educational institutions. The investigation takes into account strategic priorities for sustainable development, knowledge-based economy and smart specialization accenting the significance of provision of knowledge and skills, entrepreneurship encouragement and innovations’ transfer. The paper aims at exploring modern challenges to organic management and summarizing basic training needs. On that basis it tries to draw general conclusions about organic management competences and proposals of building competences in organic management. The study analyses the needs of training in organic sector, and particularly management of small and medium-size farms, in connection to the application of business continuity management. A portfolio of organic management competences is presented showing the need of providing broad and specialized knowledge in organic management curricula and especially assuring acquisition of soft skills. The paper proposes a framework and three model training programs in organic management – for colleges and universities, for vocational schools / centers and for life-long learning training programs. It concludes that competence-based learning should be applied through student-oriented and integrated approaches. The investigation considers the need of binding training to the innovation processes and transfer of innovations establishing a close connection to the scientific research – in needs’ analyses, development, evaluation, transfer of innovations into practice and permanent feedback. That way, the research lays down the bases of a common standard that could be developed and used to guarantee the quality of training in organic management as a process of planning, organization, implementation and evaluation answering trainees’ needs and establishing close links to practice. A future standardization will give competitive advantages to applying institutions and will provide trust in trainees.