Organizational Core Competencies Research Articles

Emerging Technologies: Factors Influencing Knowledge Sharing

As advances in emerging technologies continue to transform the business landscape, knowledge sharing will become increasingly important to leveraging the unique core competencies of organizations so as to gain a competitive advantage. Despite emerging technologies being so popular in news and media publications, knowledge sharing remains an area of research that is under-researched in the emerging technologies context. This research aims to identify the barriers and factors to knowledge sharing within an emerging technology context. A comprehensive in-depth interview was conducted with 38 professionals working in 5 organizations engaged in the field of emerging technologies in order to arrive at the findings discussed in this paper. Based on the analysis of the surveys, we found that there are six main factors driving the need for sharing knowledge. The six factors are: regular cadence, integrating expertise from different teams, diversity-inclusive social environment, Interconnected platforms that are accessible to all, a regular update schedule that needs to be followed, to create points of contact within different departments of an organization in order to facilitate sharing. It is important to note that the distribution and use of knowledge in organizations is dependent on the interactions between individuals.

Comparative analysis of a model‐based systems engineering approach to a traditional systems engineering approach for architecting a robotic space system through knowledge categorization

AbstractThis study compares the types and quantities of knowledge that are captured by a model‐based systems engineering (MBSE) approach and a traditional architecting approach to measure the benefits of the MBSE approach in managing the complexity of a robotic space system. The MBSE approach was implemented with Cameo Systems Modeler using Systems Modeling Language (SysML) and applied to architecting an orbiting sample Capture and Orient Module (COM) system concept for a Capture, Containment, and Return System payload concept for potential Mars Sample Return. An architecture framework was established, covering system, subsystem, and assembly levels, along with structure, behavior, data, and requirements perspectives. The COM system architecture was captured in parallel using both the MBSE and non‐MBSE approaches in order to provide a side‐by‐side comparison of the approaches. The approaches were evaluated based on how well each represented the information content of the COM system architecture. A total of 4389 knowledge elements were classified using the Revised Bloom's Taxonomy knowledge dimension and used to quantitatively compare the two approaches. The MBSE approach more completely captured architectural knowledge than the non‐MBSE approach. Limitations to the SysML‐based MBSE approach were also identified, including its ability to fully represent certain high‐level conceptual, procedural, and metacognitive knowledge such as design principles, design approaches and rationales, risks, development strategies and rationales, organizational core competencies, and requirement verification methods. The overall results demonstrate the benefits of MBSE in managing the complexity of robotic space systems and strengthen the case for adopting MBSE within the systems engineering community.

Restructuring of Regency/City General Election Commission Organizations In West Java

Research on the General Election Commission as the organizer of general elections has been done a lot. However, the research that examines the organizational restructuring of the Regency / City General Election Commission in West Java, in particular, no one has done yet. This study explores the existence and organizational restructuring of the Regency / City General Election Commission in West Java as the organizer of the General Election. This study uses a qualitative method with descriptive analysis with a case study strategy of organizational restructuring of the Regency / City General Election Commission in West Java. Qualitative methods produce descriptive data in the form of words from the object under study and understand the phenomena experienced by research subjects—the technique of collecting data using observation, interviews, documentation, and forum group discussion (FGD). Data analysis was performed through data reduction, display data, and conclusion drawing/verification procedures. The research results obtained, firstly, the existence of the Regency / City General Election Commission is still needed as the organizer of general elections at the regional level, but is ad hock in nature. Second, restructuring the organization of the Regency / City Election Commission, which includes: Downsizingor organizational downsizing. Delayering or grouping the types of work. Decentralizing or handing over some functions and responsibilities to lower levels of the organization. Reorganization or review or restructuring (refocusing) on the organization's core competencies (core competition). Cost reduction strategy or use of resources. IT Innovation or adjustment of work with technological developments. Competency measurement or measuring the competencies needed by employees. Performance-related pay or an assessment of performance. The restructuring model from Bernadin and Russel (1998: 210) in their realization has not been effective and has not been optimally implemented at the Regency / City General Election Commission in West Java.

Convergence innovation in the digital age and in the COVID-19 pandemic crisis

Sustainable innovation is imperative for organizational survival and success in the turbulent market environment of the digital age, especially more so in the current COVID-19 pandemic crisis. This paper presents convergence innovation (CI), powered by the exponential fusion effect of the various objects, technologies, ideas, and strategies, as a new sustainable core competence of organizations. We present the concept of CI including its autonomous ecosystem enabled by advanced technologies, unique life cycle features, relationships with other innovation approaches, and its purpose of value creation for the stakeholders and beyond (for the greater good). The paper also explores how CI can be a catalyst for managing the current COVID-19 pandemic and charting the path to post crisis. The study makes contributions to both innovation literature and to practicing managers with new insights on sustainable innovation strategies for organizational performance and beyond.

Pengaruh Kemampuan Pembelajaran Organisasional Terhadap Kompetensi Inti Organisasi, dan Kinerja Organisasi Perguruan Tinggi Swasta di Propinsi NTT Suatu Tinjauan Literatur Untuk Membangun Hipotesis Penelitian

Empirically, this paper is expected to see the extent of the development of organizational learning models in the Development of Private Higher Education in the Province of East Nusa Tenggara Province by including the dimensions of the organization's core competencies, and organizational performance in previous strategy research. With the stages of model development which can be seen the contribution and contribution of each previous research to the research carried out mainly in building research hypotheses. In this paper we also want to look gradually at how to understand the partial effect of organizational learning on the organization's core competencies, on diversification strategies and organizational performance. And how all the aspects examined above contribute to further studies in the field of strategy management concerning the effect of organizational learning on core competencies, diversification strategies and organizational performance.
 The design of this research is mostly done on companies in the field of services in general and some research on higher education organizations. Looking at / reviewing all the studies that have been done by previous researchers whose variables are used as the basis for building and developing hypotheses in this paper, namely, the influence between organizational learning, organizational core competencies and performance. With the following stages begin with searching, separating articles, extracting data, synthesizing data, reporting data.
 The main contribution in this research is to illustrate that how the construct of organizational learning needs to be developed in improving the organization's core competencies, which in the end is expected to improve the performance of private higher education organizations in NTT Province.

Organization’s core competencies and front-end decision-making in the apparel innovation

Purpose Organization’s core competencies are acknowledged as most valuable assets and skills which contribute to enhance the ability of innovation, the competitive advantage and commercial success of the business. Although several researchers have studied the effects of core competencies on the success of an organization, no enough work has been carried out to investigate the effect of core competencies onfront-end decision-making. Apparel-specific studies in the area of core competencies relating to front-end decision-making are rarely found. Therefore, this paper aims to determine the impact of organizational core competencies on front-end decision-making in the apparel innovation. Design/methodology/approach A conceptual framework was developed focusing four groups of competencies; technological/ technical, customer, network/ partnership and financial competences and hypothesis were derived. Sixty participants in different companies across Sri Lanka were randomly selected based on their involvement in the front-end of the apparel innovation for questionnaire survey. The data were analyzed using the SPSS version 20 statistical software package. Spearman's rho correlation and Linear regression analysis were used to quantify the impact of the competencies on front-end decisions. Findings The factors of network competencies are found to be the most influentialon effective front-end decision-making in apparel innovation in Sri Lanka. These results strongly suggests strengthening companies’ ability to interact with partners who possess raw materials, machineries and technology know-how to facilitate efficient front-end decision-making. The next most influential are the factors of technological competencies. It highlights the importance of strengthening the companies’ own technical/ technological competencies to facilitate effective front- end decision-making in apparel innovation. Originality/value The findings of this research are of main interest to extend the current understanding on how different factors of organization’s core competencies influence on effective front-end decision-making in apparel innovation. Particularly, apparel domain practitioners will be motivated in implementing and nurturing these important/ and most influential competencies within their firms to facilitate front-end decision-making to achieve better results consistently.

Organizational knowledge and capabilities in healthcare: Deconstructing and integrating diverse perspectives.

Diverse concepts and bodies of work exist in the academic literature to guide research and practice on organizational knowledge and capabilities. However, these concepts have largely developed in parallel with minimal cross-fertilization, particularly in the healthcare domain. This contributes to confusion regarding conceptual boundaries and relationships, and to a lack of application of potentially useful evidence. The aim of this article is to assess three concepts associated with organizational knowledge content—intellectual capital, organizational core competencies, and dynamic capabilities—and to propose an agenda for future research. We conducted a literature review to identify and synthesize papers that apply the concepts of intellectual capital, organizational core competencies, and dynamic capabilities in healthcare settings. We explore the meaning of these concepts, summarize and critique associated healthcare research, and propose a high-level framework for conceptualizing how the concepts are related to each other. To support application of the concepts in practice, we conducted a case study of a healthcare organization. Through document review and interviews with current and former leaders, we identify and describe the organization’s intellectual capital, organizational core competencies, and dynamic capabilities. The review demonstrates that efforts to identify, understand, and improve organizational knowledge have been limited in health services research. In the literature on healthcare, we identified 38 papers on intellectual capital, 4 on core competencies, and 5 on dynamic capabilities. We link these disparate fields of inquiry by conceptualizing the three concepts as distinct, but overlapping concepts influenced by broader organizational learning and knowledge management processes. To aid healthcare researchers in studying and applying a knowledge-based view of organizational performance, we propose an agenda for future research involving longitudinal comparative case studies.

Weight Calculation for Cases Generated by Tacit Knowledge Explicit Based on RS-FAHP

In the knowledge economy, it becomes the core competence of persons, groups and organizations to effectively organize and manage tacit knowledge, affecting their sustainable development. Case explicit for tacit knowledge is an effective way to improve their clarity, improve management efficiency. it determines the validity of the case view to calculate legitimately the weights for the case aspects or attributes, and further affect the application benefit of the explicit knowledge. The case view affected seriously by the subjective, obtaining via traditional direct weighting method, and the objectivity of the result is not strong. On the other hand, the objective weights configuration is not only ignored the expert knowledge, but also lead to the acceptance barriers for the body of knowledge to accept the result. Therefore, in this paper, relying on rough set (RS) theory, the integrating algorithm of two objective weight configuration is analyzed Systematically, based on conditional entropy and property dependence. Simultaneously, Fuzzy Analytic Hierarchy Process (AHP) is studied to take into account the operational experience and knowledge of experts in the field. And then, case attribute RS-FAHP comprehensive weight placement algorithms is designed, based on the integration of subjective and objective thinking. The work mentioned above can improve and perfect the traditional configuration of weights, and support to apply and manage the tacit knowledge explicit cases effectively.

Duygusal Yetenek ile Pazarlama Yeteneği Arasındaki İlişkiler ve İşletme Performansına Etkileri - The Relationships Among The Emotional and Marketing Capabilities, and Their Impact On Business Performance

Emotional capability concept, which constitute an important dimension of the internal capacity of the organization explains how an organization encourage, empower, and bind the employee to the organization. Because it is deeply embedded within the social network of the organizational interaction, it is difficult to imitate. Thus, an effective management of emotions in an organization can facilitate a sustainable competitive advantage. Also, an organization’s emotional capability influences its performance via core-competencies of organization. In this study, the relationships among the emotional capability dinamics and marketing capability, which

The Psychological Contract and Project Management as a Core Competence of the Organization

This research paper analyses three concepts that are correlated with the phenomenon of developing project management as a core competence of organizations. Project management competence is the individual's capability to support the organizational stability objective, aligning the mission and vision and optimizing the resource allocation to maintain a sustainable competitive advantage. This study reviews three concepts in relation to their assumptions and possible outputs: project management, competence management and psychological contracts. This discussion paper presents the thesis that these three concepts converge in an approach in which project management is, indeed, a core competence of the organization. To project-management-oriented enterprises, this concept can provide a fundamental research theme for business studies’ evolution. As the results of this reflexive paper, a series of possible research objectives are indicated, such as how the enterprise must stablish a psychological contract with subcontracted parties and employees in general, short-term hired professionals. Another concept concerns how companies should design a project management competence governance structure or system, using a framework of the International Project Management Association (IPMA), and how they can apply the ICB normative guide to develop project management as a core competence of Brazilian organizations.

Small Faith-Related Organizations as Partners in Local Social Service Networks

Efforts to enlist small faith-related organizations as partners in public service delivery raise many questions. Using community social service networks as the unit of analysis, this paper asks one with broader relevance to nonprofit sector managers: What factors support and constrain effective integration of these organizations into a local service delivery network? The evidence and illustrations come from longitudinal case studies of five faith-related organizations who received their first government contract as part of a California faith-based initiative. By comparing the organizational development and network partnership trajectories of these organizations over more than a decade, the analysis identifies four key variables influencing partnership dynamics and outcomes: organizational niche within the local network; leadership connections and network legitimacy; faith-inspired commitments and persistence; and core organizational competencies and capacities. The evidence supports shifting the focus of faith-based initiatives to emphasize local planning and network development, taking into account how these four variables apply to specific organizations and their community context.

Competência em comunicação e cultura de inovação nas organizações: breves reflexões

Reflections on communication as a core competence of organizations for the promotion of innovation culture. It presumesthat the way the communication relates and assists in setting up an organization composes a strong inducing element in the innovation process in the organizational context. It is the recognition of communication as a core competence which deals with the hybridization of the communicative competence of the organization with the innovation culture. In order to do so, it is applied a theoretical research with exploratory and conceptual purposes.

Rola kluczowych kompetencji organizacji w realizacji strategii biznesu

Rola kluczowych kompetencji organizacji w realizacji strategii biznesu

Role of Human Resource Strategy in Organizational Excellence

Abstract. Background and purpose: In highly competitive environments, where competition is global and innovation is continuous, change has become a core competency of organization, This paper argues that integrating HR strategy and strategic planning is fundamental to achieving business excellence. Method: the present article has utilized the valid resources in the subject under study. Conclusion: all organisations need to develop HR strategies to support the integration of business planning with business excellence. A holistic approach nurtures proactive incremental change. It also avoids the sudden traumatic change that so many organisations endure as a result of radical improvement programmes and the inevitable stagnation that follows.

The ICT Revolution in Historical Perspective: Progressive Capitalism as a Response to Marxist Complaints, Piketty Pessimism and Free Market Fanaticism About the Deployment Phase of the Digital Economy

Over the course of a quarter of a millennium industrial capitalism has emerged from four deep recessions brought on by the bursting of commodity bubbles to achieve sustained economic growth by instituting progressive policies. These policies promote market success by reinforce entrepreneurial experimentation and investment, while simultaneously reducing income inequalities to stimulate demand. The bursting of the tech stock bubble and the financial meltdown of the early 21st century are the fifth such challenge. Using historical, comparative analysis, this paper shows that the building blocks for a successful institutionalization of the digital mode of production are in hand, awaiting strong policy initiatives to center the economy on sustainable growth. Section I presents the analytic approach, describing the pattern of development of industrial revolutions based on a framework for analyzing long-term innovation offered by Carlota Perez that extends and combines Schumpeter and Keynes into a theory of progressive capitalism. Section II, applies the analytic framework to the ICT revolution in qualitative and quantitative terms. The radical changes in organizational structure and core competence of organizations, driven by the dramatic changes in communications resources are described and quantified. The ultimate payoff of each of the great industrial technology revolutions has not come within the sectors in which they originated, but their ability to spread through and transform the entire economy. Section III, identifies the challenges that must be overcome to set the economy on a stable development path. The key to the transformation is the convergence of the information and energy sectors, the two most important resource systems of an advanced economy. Information and control technologies are hollowing out the energy sector. However, convergence is too weak a word to reflect the radical nature of the transformation that is needed and has already begun and to passive a word to capture the need for vigorous policy implementation to overcome institutional inertia and guide investment toward a coherent constellation of goals. Section IV explains why progressive policies is the key to building the road to the future. Excessive pessimism on the left (e.g. Piketty) and excessive optimism on the right (e.g. repeal of progressive era legislation) about what the market can do on its own are not justified by historical experience. The road to a stable growth path lies neither in the 19th century policy of Laissez faire nor 20th century policy of utility regulation, but the development of a 21st century model that extends the successful approach of the Carterphone, the Computer Inquiries and Spread Spectrum decisions. These policies were quintessential progressive capitalism by using state power to create a space of guaranteed access to essential communications resources, but refusing to regulate behavior within that space. The result was an explosion of entrepreneurial experimentation and a virtuous cycle of innovation and investment and ensured the ICT revolution would be overwhelmingly an American revolution.

Linking Core Competence, Innovation and Firm Performance

Organizational resources and capabilities realized by business practitioners and researchers have significant importance as they support firm performance and competitive advantage. However, what exactly core competence is not clearly understood since terms such as resource, capability and competence are used interchangeably by researchers. From this point forth, this article provides a framework for separating organization's core competencies from resource and capability. We propose three empirical determiners such as uniqueness, inimitability and extendibility to the research model for separating organization's core competencies from resource and capability. Second, the proposed core competence framework serves as a tool for assessing the relationship between core competencies and innovation. Finally, the paper intended to help leaders and managers about how they can enhance firm performance by means of supporting core competencies and innovation.

The links between just-in-time practices and alignment of benchmarking performance measures

Purpose – The purpose of this paper is to examine if there are links between just-in-time (JIT) practices and consistency of benchmarking performance measures at various levels of organization. Design/methodology/approach – A set of ten hypotheses were used to examine the differences between traditional and JIT organizations in the effectiveness of benchmarking performance measures. A questionnaire-based survey data were used to test the hypotheses. The target population was manufacturing firms in Midwestern US; the sample covers organizations in a variety of industries. Out of 91 completed surveys received, 84 surveys were usable resulting in a response rate of 17 per cent. Out of 84 usable surveys, 33 organizations were grouped as JIT and 51 as traditional organizations. Findings – JIT organizations are better in recognizing external environmental factors, developing organizational core competencies, building learning organization through knowledge workforce, and using a broad and balanced mix of performance measures that are consistent with organizational strategy. Research limitations/implications – Research is general and not industry specific. Practical implications – Effective performance measurement is a critical element of organizational success. It requires a thorough understanding of organizational strategy and deployment of the strategy into consistent sub-strategies and action plans. Originality/value – The benefits of JIT principles go beyond inventory management. These principles can be applied to other areas such as effective performance measurement.

Provide a model for determining the factors affecting the world-class manufacturing (WCM) based on core competencies of organizations

Nowadays, globalizations of the economy, the dominant paradigms of organizations vary greatly stretched the natural result of competition from local and national markets to international markets. World-class manufacturing organizations to the concept of continuous improvement is the key sources, has led to fundamental changes in Manufacturing and global business arena. There are two main axes: global attitudes toward markets and relationships with customers and develop for goods and services in the world. Hence, the conceptual design and the importance of flexibility and adaptation to environmental contingency model of organizations and companies to achieve Excellency has become an inevitable necessity. This study proposes a conceptual model to evaluate the production of world-class definitions and models presented in this study. With emphasis on the core competencies of the organization, building world-class organizations to achieve Excellency has four pillars: Total quality management, developing and implementing business Excellency models, lean production, continuous and comprehensive performance evaluation of employees.

Research on Influencing Factors of Knowledge Sharing in Pharmaceutical Supply Chain Based on ISM

Analyzing the obstacle factors of knowledge sharing in pharmaceutical supply chain with interpretative structure model(ISM) systematically,and giving the tactics for overcoming and improving aiming at the key primary obstacles.Having important practical significance to promote knowledge management in pharmaceutical industry and enhancing the corecompetence of transformation organization.

Alinhamento das competências individuais com as competências essenciais para o negócio: estudo de caso em uma empresa de energia

Em períodos de crise, a necessidade de se gerenciar as competências-chave das organizações é fundamental para consolidar sua vantagem competitiva. Priorizar processos, funções e competências críticas para o negócio contribui para aumentar a prontidão do capital humano, e, assim, viabilizar o alcance das estratégias corporativas. A partir de um estudo de caso numa corporação transnacional de petróleo e gás natural, foi proposto um modelo de gestão de competências que prioriza a identificação, mapeamento e desenvolvimento de competências estratégicas. Os resultados obtidos evidenciam que a adoção do modelo de gestão estratégica de competências proposto possibilitam mensurar e desenvolver a prontidão estratégica do capital humano.Palavras-chave: Gestão estratégica de recursos humanos. Prontidão estratégica do capital humano. Gestão estratégica de competências. Vantagem competitiva. Gestão de ativos intangíveis.Aligning the individual competences and the essencial organizacional competences: a case study in a energy companyAbstract: The contemporary scenario of competitiveness worldwide, characterized by the proliferation of new technologies and the globalization of the world economy, intensifies the need for continuous change in organizations to respond to this increasing demand, through restructuring and optimizing the technology advances and management techniques, in order to promote innovation, continuous improvement and costs reduction. Specially in periods of crisis, the need to manage the key competencies of organizations is crucial to consolidate their competitive advantage and his market position. Prioritize critical processes, functions and competences that are differential to the business contributes to increase the readiness of human capital, defined as the knowledge stock available to allow the achievement of organization strategies. In this changing context, the theoretical perspective of resource-based organization demonstrates to be suitable, because recognizes that the human resources of the company can provide a sustainable competitive advantage as it adds value, are scarce, difficult to imitate and substitute. In the contemporary global workforce market, the appreciation of the knowledge worker is a global reality, and specifically in the energy segment, target of this article, the shortage of these skilled workers in this segment reinforces the need to strategically manage the key competencies of the business. Despite the slight increase in the knowledge-base of these companies for their current investment in attracting human capital in the workforce market, this knowledge tends to be lost, due largely to the retirement of its employees. Moreover, this situation demands time, investment and effort, in order to transfer and train new employees who will assume strategic positions in that organizations. Hence, the aging of the workforce of these organizations is critical to accelerate the process of creating, capturing and sharing knowledge and competences associated with key processes of the organization. Thus, the strategic management of competences is imperative in this organizations, which demand continuous construction and reconstruction of their core competencies to maintain their competitive advantage. The constant alignment between the organizational core competencies and individual capabilites is a pressing need to ensure "strategic readiness" of human capital, understood as existing capacity of people to run the organization's strategies. This article is a synthesis of a research that applied the methodology of case study conducted in a transnational corporation in the segment of oil and gas. Based on the academic literature about competence management models, it was built a theoretical competence model that was compared with the competence management models applied in different areas of a large brazilian energy corporation, in order to validate the components of a strategic management model that allows to measure competence and to develop the strategic readiness of human capital. As a conclusion of this research, it was elaborated a strategic model of competence management that prioritizes the identification, mapping and development of competencies critical to business instead of covering thoroughly all the processes, functions and, consequently, all the competences of organization. The result of the work indicates that the adoption of the competence model proposed in research enables the organization to measure and to develop the readiness of human capital of the organization.Keywords: Gestão estratégica de recursos humanos. Prontidão estratégica do capital humano. Gestão estratégica de competências. Vantagem competitiva. Gestão de ativos intangíveis.