Academic literature on the topic 'Management competence mapping'
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Journal articles on the topic "Management competence mapping"
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RUGAIYAH, RUGAIYAH. "STRATEGI MEMPEROLEH SUMBERDAYA MANUSIA PENDIDIKAN YANG BERMUTU." ALQALAM 27, no. 1 (April 30, 2010): 135. http://dx.doi.org/10.32678/alqalam.v27i1.586.
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Improving the quality ef education management begins with the improvement of human resources schools, principals as school managers need to have a high competence. To assume the principal's office is necessary to prepare the candidates who meet the qualifications and competence
Goals of this study to obtain strategy to get quality education through ; first competency mapping pricipal candidate, second; competency mapping for the principal candidates in terms of the total competence of the principal, third competency mapping principal candidate from each principal aspects of competence.
Surory approach use for this study data analysis with kuantitatif descriptive. Collecting data principal of competency with instmment by paper and pencil
Result of this study to Mapping of Competence Principal Candidate, first Mapping competencies for prospective principals principals only 3% of the candidates included in the category of high competence, and 46% of the principal candidates have been category, 51 % belong to low or very low. Second mapping competencies of principal are acquired 63% of the principal candidates have mastered the managerial competence and social competence, for competence and personal entrepreneurship 4 3% of the principal candidates master the competence, the competence for supervision while the only 26% controlled by the principal candidate. Third Mapping competencies for managerial competence, entrepreneurship, personal, supervision and social, there are some competencies have mastery and any competece have not master.
Based on mapping results, the implication of this study are : for the competence of managerial skills development priorities through education and training or workshop activities. For entrepreneurial competencies need to be trained to think of creative and innovative capabilities through case studies. For the supervision competencies need to be trained through simulation. For social competence and personality is only required to guide them through regular meetings.
Keywords: Strategy, qualified human resources, headmaster competence-managerial personality-supervision-social entrepreneurship.
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von Meding, Jason, Joel Wong, Sittimont Kanjanabootra, and Mojgan Taheri Tafti. "Competence-based system development for post-disaster project management." Disaster Prevention and Management 25, no. 3 (June 6, 2016): 375–94. http://dx.doi.org/10.1108/dpm-07-2015-0164.
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Purpose – One of the key elements contributing to successful post-disaster project teams is individual competence. Each project participant brings his or her own knowledge, experience and ideas to the collective. The kind of chaotic and fragmented environment that is common in post-disaster scenarios presents specific barriers to the success of projects, which can be mitigated by ensuring that staff members possess competencies appropriate for their deployment to particular contexts. The paper aims to discuss these issues. Design/methodology/approach – The study utilizes a mixed-methods approach, incorporating unstructured interviews to extract key factors of competence, project barriers and strategy, and a subsequent questionnaire survey, designed to quantify the various elements. Interviews were undertaken and analysed using a cognitive mapping procedure, while survey data were processed using SPSS. The data were then utilized in the development of a software prototype using Design Science Research methodology, capable of modelling the deployment of staff under various disaster scenarios. Findings – Analysis of the survey and cognitive mapping data, in conjunction with relevant established frameworks, has allowed the classification of relevant competency elements. These elements have subsequently been measured and modelled into the competency-based tool and developed into a working prototype. Originality/value – The developed system offers novel disaster competency assessment criteria. The system contains a variety of real-life scenarios derived from extensive data collection. These multi-hazard scenarios are embedded with knowledge and competency valuation criteria that can facilitate actors to assess their team’s knowledge based on selective scenarios. In disaster response, time is a critical element, and this tool assists decision makers. It can enable disaster response actors to evaluate and assemble the appropriate personnel to deploy into disaster areas and into specific types of disaster environment.
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Reis, Diane Aparecida, André Leme Fleury, and Marly Monteiro Carvalho. "Consolidating core entrepreneurial competences: toward a meta-competence framework." International Journal of Entrepreneurial Behavior & Research 27, no. 1 (December 8, 2020): 179–204. http://dx.doi.org/10.1108/ijebr-02-2020-0079.
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PurposeEmerging digital ventures and related breakthrough innovations result in new challenges for the development of entrepreneurial competences and demand new perspectives for entrepreneurship research. In this context, policy-makers and organizations are increasingly interested in fostering entrepreneurial competences to improve the success of policies and venture capital investments. This paper aims at identifying the core relevant entrepreneurial competences, mapping the current literature and the main clusters and going beyond toward a meta-competence framework.Design/methodology/approachThe research approach is a literature review, combining bibliometric, network and content analysis. The sampling process was conducted in the Scopus and Web of Science databases. The bibliometrics and content analysis were performed with a computer aid approach applying VosViewer1.6, Ucinet and NetDraw 2.139. The content analysis approach was performed considering a detailed coding schema developed. Finally, toward the meta-competences framework, the study applied quantitative analysis on the coding schema, particularly cross-tabulation, core-periphery and network analysis.FindingsThe results show the state of the art concerning entrepreneurial competences. The research identified a list of 98 entrepreneurial competences. Finally, the study proposes a meta-competence framework and clusters the 33 core entrepreneurial competences previously identified.Originality/valueThe proposed conceptual framework exploring meta-entrepreneurial competences offers an original contribution with implications for theory and practice. The research contributes to broadening the understanding of the entrepreneurial competences, helping on the creation, design, development and improvement of entrepreneurship educational initiatives, which are important to entrepreneurs' educators. The proposed framework contributes by providing relevant knowledge for the policy-makers' strategy formulation processes. As implications for the practice, the proposed framework can allow better assessment process for incubators and accelerators, besides more robust ventures considering learning trails based on meta-competences frameworks.
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Blago, E. Y., I. A. Leshcheva, and S. A. Scherban. "Ontological approach in the practice of the educational activity: paths’ formation of individual professional development of students." Open Education 22, no. 5 (November 10, 2018): 26–39. http://dx.doi.org/10.21686/1818-4243-2018-5-26-39.
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Goal.The goal of the work is to develop the improved ontological model of the competency-oriented curricula, allowing constructing individual professional development paths of the students of particular educational profiles. Actuality of the developed model lies in the fact that the competence structure, existing in the framework of competency-oriented curricula, provided by the current Federal state educational standards does not allow differentiating within the same profile of learning the paths of individual professional development of the student, oriented to various career development directions within the general vocational orientation profile.Materials and methods. Individual educational paths can be differentiated according to the choice of the elective disciplines (as common to all profiles within the educational program, and profile). According to the educational standards, the student during the period of study on the educational program must acquire the entire cultural, professional and profile competences (in case of several profiles, existing in the structure of the educational program), provided in the educational plan. Respectively, the elective disciplines between which the students are allowed to choose can be characterized in the plan by one set of competences. Thus, for the construction of the students’ individual professional paths there is the need to differentiate these disciplines.To develop the tools for reaching this goal, the ontological model of the competence-oriented curriculum is constructed, and the algorithm of forming the competences, “complementary” to the competences of the curriculum is suggested. Practical application of the tools is illustrated by developing the “complementary” competences of a specific profile of education (“information management”) of the basic educational program (Bachelor in Management) of 2017 admission year in one of the leading Russian universities.Results.The main methodological result of the work is the suggested algorithm of “complementary” competences formation. The algorithm includes the following steps:1. Analysis of the existing competences of the curriculum;2. Figuring out the criteria of decomposition of the existing competences of the plan and sources of formation of the “complementary” competences;3. Formation of the “complementary” competences, allowing differentiation between the professional and profile elective disciplines;4. Mapping the formed “complementary” competences with the elective disciplines, allowing constructing the individual professional development paths.Practical approbation of the developed algorithm shows its applicability for reaching the designated objectives. Based on the formed algorithm the improved ontological model of the competence-oriented curriculum has been developed, including external sources of the “complementary” competences.Conclusion.The developed tools of differentiating between the elective disciplines of the competence-oriented curriculum have several directions of potential practical applicability. Firstly, students can use these tools for the individual professional development paths’ formation. Secondly, management of the educational programs could use these tools for upgrading the competence-based curricula. Namely, the suggested tools allow increasing logical and systemic self-consistency of the curricula without fundamentally altering their structure; in addition, the tools enable timely correction of curriculum content in accordance with changes in the needs of current and potential employers of the relevant sectors of the economy.
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Yuniantoro, Andi. "IT Competency Model for IT People." ACMIT Proceedings 4, no. 1 (March 19, 2017): 23–33. http://dx.doi.org/10.33555/acmit.v4i1.54.
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Speed of innovation in Information Technology will not aligned with speed of capability human resource in theorganization, if there is no strategy in human resource development especially in information technology.Information Technology and Human Resource need a framework that can link both as key success factor oforganization in implementation information technology. Framework will defined competency based on jobdescription IT people in organization, competency standard as reference in mapping with job description we can get from The European e-Competence Framework (e-CF) or SFIA (Skills Framework for the Information Age). After we get list of competency aligned with job description from IT people, we can mapping competency to job roles in organization structure. From this we already have a competency framework based on job description and related to job roles. We can use this framework for Human Resource Development in Information Technology, through assessment IT people based on competency framework, we can found gap competency of IT people and fulfill gap competency with training. Or we can use this competency framework for reward management of IT People, Career management of IT People, Training development of IT People and recruitment/selection of IT People.
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Andrade-Pacheco, Emerson, and Martius Vicente Rodriguez-Rodriguez. "Alinhamento das competências individuais com as competências essenciais para o negócio: estudo de caso em uma empresa de energia." Dirección y Organización, no. 51 (December 4, 2013): 3–17. http://dx.doi.org/10.37610/dyo.v0i51.434.
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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.
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Derwik, Pernilla, and Daniel Hellström. "Competence in supply chain management: a systematic review." Supply Chain Management: An International Journal 22, no. 2 (March 13, 2017): 200–218. http://dx.doi.org/10.1108/scm-09-2016-0324.
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Purpose This paper aims to present an integrated view of the literature published on all aspects and facets of competence in supply chain management (SCM) and furthermore provides a framework for classifying and analyzing literature to facilitate further study, practice and research. Design/methodology/approach A systematic literature review identified 98 peer-reviewed scientific journal publications on the subject of competence in SCM. Findings This review identifies and classifies the key content of the subject based on whose competence (level of analysis) and the type of competence (competence element), resulting in a framework that brings together aspects at the individual and organizational level, and of the functional, relational, managerial and behavioral elements of competence from the SCM literature. It furthermore displays the timeliness and wide-ranging character of the subject, as presented by the evolutionary timeline and the main research streams. Research limitations/implications Although competence in SCM is a key to business success, the subject is ambiguous and an explicit need exists for more research. This paper provides a foundation for future examination of and theory building in this subject. It also alerts researchers to complementary studies outside of their own “customary” domains. Practical implications This paper can support managers in their pursuit to secure competence in SCM and thereby improve outcomes on both individual and organizational level. It can furthermore assist in the development of relevant programs and training sessions. Originality/value To the best of authors’ knowledge, this work represents the first systematic literature review on the subject of competence in SCM. In addition, it proposes a taxonomy for mapping and evaluating research on this subject.
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Suhaemi, Mimin Emi, and Nur Aedi. "A Management Strategy for the Improvement of Private Universities Lecturers’ Professional Competences." International Education Studies 8, no. 12 (November 26, 2015): 241. http://dx.doi.org/10.5539/ies.v8n12p241.
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<p class="apa">Lecturers are professional educators and scientists whose main job is to transform, develop, and disseminate knowledge, technology, and art through education, research and community services. As professionals, in Indonesia, lecturers are expected to possess pedagogic, personal, social, and professional competences. However, in reality, the professional competences of private university lecturers are still low. It has been established that the masterly of learning materials, the understanding of the pedagogic content and substance, and the use of appropriate teaching and learning methodologies are still low. Thus, the present study aimed to reveal, explain, and find a model of management which can better improve services in the private universities across Indonesia, especially, the improvement of lecturers’ professional competences. The research employed a descriptive-analytic method, which aimed to reveal current events that impact positively on the improvement of private university lecturers’ professional competences. This research, has revealed that the policies of lecturer planning and preparation by teacher training institutions are still weak and less concerned with the aspect of needs assessment or mapping; lecturer competence development has not been handled sufficiently thus, ignoring the stduents needs; the management strategy of lecturers’ competence improvement has not been well-coordinated; the management aspect as well as lecturer continuous professional development has failed to consider reward and punishment, hence affecting lecturer competences. In the effort for further clarification, SWOT analysis was applied which also revealed that among the factors supporting lecturer development was the high motivation and othe inner personal factors. This means there should be special strategies of management development that positively influence lecturer professional competences and quality.</p>
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Mulyana, Enceng. "AKSELERASI PENINGKATAN KOMPETENSI PENDIDIK DAN TENAGA KEPENDIDIKAN NONFORMAL." JIV 2, no. 2 (December 31, 2007): 4–10. http://dx.doi.org/10.21009/jiv.0202.1.
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This article discusses various steps to increase the competence of PTK-PNF. First, it describes the roles of non-formal education in the national education system and the existing problems in the non-formal education. Then, the strategies to accelerate the competencies of PTK-PNF are introduced to cover the basic competencies and mapping of PTK-PNF. Further, the model of acceleration and need analysis to improve the competencies of PTK-PNF and the model of controlling the quality of the competence are elaborated and a set of controlling principles are identified. The article concludes that accelerating the competencies of PTK-PNF is an urgent need and can not be avoided to achieve the objectives of national education. This could be done through pre-service training, inand on-service trainings or distance learning programs. Total Quality Management and Professional Approach are recommended to be implemented continuously in each program.
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Santoso, Wimboh, Palti Marulitua Sitorus, Sukarela Batunanggar, Farida Titik Krisanti, Grisna Anggadwita, and Andry Alamsyah. "Talent mapping: a strategic approach toward digitalization initiatives in the banking and financial technology (FinTech) industry in Indonesia." Journal of Science and Technology Policy Management 12, no. 3 (February 26, 2021): 399–420. http://dx.doi.org/10.1108/jstpm-04-2020-0075.
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Purpose The development of information technology is highly influential to all sectors, including the financial industry. Various transformations are made in overcoming the dynamics of technological advancements, including the mapping of human resources. This study is conducted in the banking industry and companies operating using financial technology (FinTech) in Indonesia. This study aims to identify talent competencies needed in the future, based on current conditions and future needs, through mapping talent in the banking and FinTech industries. Design/methodology/approach This study provides empirical evidence about the mapping of talent management with eight basic competencies. It uses a mixed-method, explanatory sequential with survey approach in the first phase and focus group discussions (FGD) in the second phase. The questionnaire is distributed to 309 respondents who are the specific decision-makers in this industry. Meanwhile, the FGD is conducted twice at different times with academics and practitioners, human resources and talent managers. This research used analytic hierarchy process as a tool for data processing. Findings This study provides current competency positions and future needs in the banking and FinTech industries in Indonesia where it found a lot of competence segregation. It also discovered three priority competencies for dealing with Industry 4.0, which included relating and networking, adapting and responding to change and entrepreneurship and commercial thinking. Practical implications This study is valuable for decision-makers and regulators; these results can be used to find new competencies and talents to develop existing human resources. Also, these results can be used as a basis for policy-making related to the Industrial Revolution 4.0. Originality/value This study provides new insights on talent mapping in the banking and FinTech industries as a strategic approach in the digitalization era. In addition, this research also adds knowledge related to Industry 4.0 as a result of industry developments in the digitalization era.
Dissertations / Theses on the topic "Management competence mapping"
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Johansson, Christoffer. "How to Assess and Map Employees Competencies." Thesis, Linköpings universitet, Programvara och system, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-161323.
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The need to manage, map and develop a companies employees competencies is constantly increasing in today’s rapidly growing market. It is therefore incredibly importantto have a broad understanding of what competencies one’s employees possess and whichcompetencies the company potentially lacks. This thesis investigates how to assess, evaluate and map employees competencies in the best possible manner, followed by the potential effects this can have on the individuals undergoing the assessment. Lastly the thesis identifies how a competency management system could be implemented and whichfunctionalities said system should contain. This study began with a systematic literaturereview, for me to get a better understanding of the competency concept and competency assessment. The literature study was followed by a questionnaire distributed to all Etteplansemployees in Linköping and Norrköping, and lastly four interviews were conducted withemployees at the office in Linköping. To get a clearer understanding of the employeesthoughts regarding competency and the implementation of a new competency management system. One of the most important factors to take into consideration when applyinga competency management procedure is that these implementations takes time and mustbe carefully planned and executed to generate the best possible results. All companies areunique and require their own competency management procedure to succeed.
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Lampoglia, Marco Antonio Luiz. "DESENVOLVIMENTO DE FERRAMENTA PARA MAPEAR COMPETÊNCIAS GERENCIAIS: Estudo de Caso numa Empresa do Ramo Editorial." Universidade Metodista de São Paulo, 2011. http://tede.metodista.br/jspui/handle/tede/8.
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Previous issue date: 2011-08-18Many organizations face the challenge of assuring their survival in fiercely competitive markets, consequently, the development of individual management competencies starts to be valued. The manager is in evidence before this scenario, performing relevant roles in the strategic process and in the organizational development. The mapping of management competences is part of an important search in the field of people management due to the fact that the diagnostics can t be transferred, automatically, from one organizational environment to another one. This dissertation had as its goal to develop a tool that maps the management competences and use this mapping in an editorial company. As part of this study five managers were interviewed in the same hierarchical level. The creation of this mapping contained descriptive analysis of auto and hetero perception as well as the difference between the two evaluation modalities. It is important to highlight that the study objective was able to be concluded, because the application of this tool allowed to identify aspects that need investments in management capacitation actions. It should be noted that this work is able to contribute with an initial base of knowledge for the reflection about the enterprise s strategic alignment according to expected behaviors correlated to each one of the twelve management competences identified during this study, as well as supporting new analysis and maps, creating also opportunities to an adequate implantation of training actions, with the intention of minimizing the risks of lack of the strategic alignment according to the responsibilities to be pursued by the managers in order to improve the result of the searched company.
Muitas organizações enfrentam o desafio de assegurar a sobrevivência em mercados acirradamente competitivos e o desenvolvimento de competências individuais gerenciais passa a ser valorizado. O gerente está em evidência diante desse cenário, desempenhando papéis relevantes nos processos estratégicos e de desenvolvimento organizacional. O mapeamento de competências gerenciais constitui uma linha de pesquisa importante no campo da gestão de pessoas pelo fato dos diagnósticos não poderem ser transferidos automaticamente de um ambiente organizacional para outro. Este trabalho teve como objetivo desenvolver uma ferramenta para mapear as competências gerenciais e realizar o mapeamento em uma empresa do ramo editorial. Tomaram parte do estudo cinco gerentes do mesmo nível hierárquico. A realização do mapeamento conteve análises descritivas de auto e heteropercepção, bem como as diferenças entre as duas modalidades de avaliação. Destaca-se que o objetivo do estudo pôde ser concretizado, pois a aplicação da referida ferramenta permitiu identificar aspectos que necessitam investimentos em ações de capacitação gerencial. Cabe salientar que este trabalho pode contribuir com uma base inicial de conhecimento para a reflexão sobre o alinhamento estratégico da organização de acordo com comportamentos esperados correlacionados com cada uma das 12 competências gerenciais identificadas durante o estudo, bem como suportar novas análises e mapeamentos, oportunizando também a implantação adequada de ações de capacitação, com o objetivo de minimizar os riscos da falta de alinhamento estratégico de acordo com as responsabilidades a serem perseguidas pelos gerentes com a pretensão de melhorar os resultados da empresa pesquisada.
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Santos, Joás Jerônimo dos. "Mapeamento das competências gerenciais dos sevidores técnico-administrativos do sistema de bibliotecas da universidade federal da Paraíba." Universidade Federal da Paraíba, 2017. http://tede.biblioteca.ufpb.br:8080/handle/tede/9367.
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The present research has as main objective the mapping of the managerial competences of the Technical-Administrative occupants of the positions of director, leadership and coordination of the System of Libraries - SISTEMOTECA - of the Federal University of Paraíba, aiming at the strengthening of the Management by Competences in the institution; And the specific objectives: a) To characterize the People Management Policy of the UFPB, particularly the Management by Competencies; B) To know the legal frameworks of Management by Competencies in the Federal Public Administration and in the UFPB; C) To identify the managerial competencies of the Technical-Administrative servers of the UFPB; And d) Proposing suggestions for measures to strengthen Management by Competencies within the UFPB. The theoretical basis was structured in six parts: i) People Management in the Federal Public Administration; Ii) The Management of People in the UFPB; Iii) Management by Competence; (Iv) skills; V) Management competences; And vi) Dimensions of Competencies. The screen survey can be classified as applied, exploratory, descriptive and documentary, with a qualitative and quantitative approach. Semi-structured interviews and questionnaires were considered as a source of data collection. The research scenario was composed by the Central Library and Sectoral Libraries of the UFPB. In the data collection, which covered 8 managers of the Library System, interviews were conducted with the objective of revealing the managers' perceptions and identifying the managerial skills already developed by them. The interviews were recorded in an electronic device and transcribed through the Content Analysis (Categories) of Bardin (1997). Subsequently, a survey was carried out with 18 managers of SISTEMOTECA. The results allowed to expand the apprehension about the managerial competences of the managers of the Library System of the Federal University of Paraíba, identifying 19 managerial competencies categorized in four dimensions: Functional Managerial Competencies, Political Managerial Competencies, Behavioral Management Competencies and Cognitive Management Competencies. There were also certain levels of mastery and encouragement of competencies, according to managers' perceptions. The present work can be an instrument for reviving the People Management of the UFPB and provoking a debate about the encouragement of the application of managers' competences. By aligning the managerial skills of the administrative staff of the Library System with the institution's objectives, the organization can expand the scope of its competencies. Moreover, the present study sought to contribute to the deepening of managerial competences within the scope of the Library System, strengthening the Management by Competences as a technology of people management at the Federal University of Paraíba.
A presente pesquisa tem por objetivo principal a realização do mapeamento das competências gerenciais dos Técnicos-Administrativos ocupantes dos cargos de diretoria, chefia e coordenação do Sistema de Bibliotecas – SISTEMOTECA – da Universidade Federal da Paraíba, visando ao fortalecimento da Gestão por Competências na instituição; e os objetivos específicos: a) Caracterizar a Política de Gestão de Pessoas da UFPB, particularmente a Gestão por Competências; b) Conhecer os marcos legais da Gestão por Competências na Administração Pública Federal e na UFPB; c) Identificar as competências gerenciais dos servidores Técnico-Administrativos da UFPB; e d) Propor sugestões de medidas para o fortalecimento da Gestão por Competências no âmbito da UFPB. A fundamentação teórica foi estruturada em seis partes: i) Gestão de Pessoas na Administração Pública Federal; ii) A Gestão de Pessoas na UFPB; iii) A Gestão por Competência; iv) As competências; v) Competências Gerenciais; e vi) Dimensões das Competências. A pesquisa em tela pode ser classificada como aplicada, exploratória, descritiva e documental, com enfoque qualitativo e quantitativo. Julgou-se coerente a realização de entrevistas semiestruturadas e questionários como fonte de coleta de dados. O cenário da pesquisa foi composto pela Biblioteca Central e Bibliotecas Setoriais da UFPB. Na coleta de dados, que abrangeu 8 gestores do Sistema de Bibliotecas, foram realizadas entrevistas com objetivos de revelar as percepções dos gestores e identificar as competências gerenciais já desenvolvidas por eles. As entrevistas foram gravadas em aparelho eletrônico e transcritas através da Análise de Conteúdo (Categorias) de Bardin (1997). Posteriormente foi aplicado um survey com 18 gestores do SISTEMOTECA. Os resultados possibilitaram expandir a apreensão a respeito das competências gerenciais dos gestores do Sistema de Biblioteca da Universidade Federal da Paraíba, identificando 19 competências gerenciais categorizadas em quatro dimensões: Competências Gerenciais Funcionais, Competências Gerenciais Políticas, Competências Gerenciais Comportamentais e Competências Gerenciais Cognitivas. Também foram determinados níveis de domínio e de encorajamento das competências, segundo a percepção dos gestores. O presente trabalho pode ser instrumento de reavivamento da Gestão de Pessoas da UFPB e provocar um debate quanto ao encorajamento da aplicação das competências dos gestores. Alinhando-se as competências gerenciais dos técnicos administrativos do Sistema de Bibliotecas aos objetivos da instituição, a organização poderá ampliar o escopo de suas competências. Outrossim, o presente estudo procurou contribuir para o aprofundamento das competências gerenciais no âmbito do Sistema de Bibliotecas, fortalecendo a Gestão por Competências como tecnologia de gestão de pessoas na Universidade Federal da Paraíba.
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Xerri, Francesca. "The capacity of organizations to deliver effective water management through the provisions of the Water Framework Directive : the case of Malta." Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/11824.
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Effective implementation of the European Water Framework Directive (WFD) is dependent on Member States’ national water institutions and organizations, often designated as ‘competent authorities’. Although substantial research relating to the Directive itself has been carried out, less is known about the extent to which competent authorities have the organizational capacity to deliver it. The literature notes that conceptual understanding of capacity has been hampered by lack of definitional clarity making both its management and assessment challenging. In this contribution, several conceptualizations of organizational capacity found in the literature are used to construct a set of core qualitative organizational components that encourage analysts to consider the ways in which legal authority, information and knowledge, skills, resources and leadership shape a competent authority’s ability to deliver the WFD. Malta, the smallest European Member State, is the case study used to test the application of these components. Qualitative empirical data collected from policy documents, face-to-face semi-structured interviews and online news media articles, provided the evidence to thematically explore and evaluate the Maltese competent authorities’ organizational capacity across the implementation of three main WFD provisions that are in focus: Article 8, 9 and 14. As a result, the core components of organizational capacity are expanded and refined to produce an organizational capacity thematic map. The results show that competent authorities experience influences across the institutional frameworks they work in as well as external factors (primarily political). The results also support the idea of the organizational capacity components being highly interlinked and the presence (or lack thereof) of one component having knock-on effects on others within an organization. The combination of these two factors highly affect management options and outcomes in the implementation of the WFD. In the small state context of Malta these highlight the need to channel support in a coordinated manner from European counterparts to the Maltese water network. In turn, the water network can have positive knock-on effects on the organizational capacity of the Maltese competent authorities, which currently struggle to perform and seize available opportunities due to low possession of human resources and time availability. The approach and findings presented in this research provide a mechanism and evidence base that can facilitate bilateral discussions between Member States as well as with the European Commission, and help inform the WFD review process planned by end of 2019.
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Aparecido, Luciene Pereira. "Mapeamento de competências para profissionais celetistas de um laboratório de tecnologia público." Universidade de Taubaté, 2013. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=706.
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Este estudo realiza o mapeamento de competências dos profissionais celetistas de um laboratório de tecnologia e o compara com o mapeamento pré-existente dos servidores públicos federais do mesmo laboratório. O estudo de caso único foi realizado no Laboratório de Integração e Testes (LIT) em São José dos Campos, SP. A pesquisa levanta informações, descreve e compara os dados, caracterizandose,
portanto, como exploratória e descritiva. O levantamento das competências foi feito com a população composta por sessenta e oito profissionais celetistas, que se submeteram ao processo de entrevista semiestruturada. As informações foram classificadas, agrupadas e registradas por frequência de ocorrência, segundo os modelos teóricos propostos por Fleury e Fleury (2000) e Chang Junior e Santos (2009). Os principais resultados, classificados por frequência e categoria funcional,
apontam as competências específicas e as técnicas como de maior incidência, seguidas pelas competências sociais e individuais e finalizando com as competências organizacionais de cada ocupação. A comparação do mapeamento demonstrou semelhanças e diferenças existentes entre as categorias dos profissionais celetistas e dos servidores públicos desse Laboratório, apresentou resultados dos critérios e métodos utilizados e com as características dos regimes e legislação que cada categoria deve seguir. De forma mais específica, as competências semelhantes são: Conhecimento Técnico da Área de Atuação, Atuação em Projetos, Gestão do Conhecimento, Inovação, Conectividade com os Clientes, Comprometimento, Flexibilidade. As competências consideradas diferentes são: Articulação Externa e Interna, Visão Sistêmica e Estratégica, Desenvolvimento de Pessoas e Liderança. De modo mais sintético, pode-se salientar que o resultado desta pesquisa foi positivo no sentido em que fornece ao Laboratório dados inexistentes com relação a essas duas categorias de
profissionais. O mapeamento de competências para a gestão de pessoas do LIT torna-se uma ferramenta de domínio e de benefícios, identificando os perfis dos profissionais, apresentando uma visão global dos cargos e da mensuração das competências, maior benefício para o profissional, para os gestores e para a estratégia do Laboratório. A sua utilização pode contribuir também para maior produtividade e qualidade dos profissionais, se as propostas de melhoria para o desenvolvimento e crescimento dos profissionais forem implementadas pelas chefias. Se isso ocorrer, o profissional terá oportunidades de uma melhor gestão em seu setor, como também a garantia de capacitação técnica e humana constante, tendo em vista um acompanhamento na carreira.This study has as its objective the competency mapping of professionals under the CLT (Consolidation of Labor Laws a decree which governs labor relations in Brazil) and its comparison to the pre-existing competency mapping of federal public servants, all of them working in the same Technology Laboratory. The single case study took place in the Integration and Testing Laboratory (LIT) in São José dos Campos, S P. The research raises information, describes and compares data, being characterized, therefore, as exploratory and descriptive. The competency survey was done using a population of sixty-eight CLT employees who submitted themselves to a semi-structured interview process. The collected information was classified, grouped and registered by means of frequency of occurrence, according to the theoretical models proposed by Fleury and Fleury and Chang Junior and Santos. The main results, classified by means of frequency and functional category, point out the specific and technical competences as having the major incidence, followed by the social and individual competences, finalizing with the organizational skills of each occupation. The mapping comparison between the categories of CLT professionals and of public servants of this Laboratory presented results according to the criteria and methods used and to the characteristics of the regimes and legislation that each category must follow. More specifically, the similar competencies are: Expertise Area of Technical Knowledge, Performance in Projects, Knowledge Management, Innovation, Interface with Customers, Commitment, Flexibility. The competencies considered different are: External and Internal Articulation, Systemic and Strategic Vision, People Development and Leadership. In a more synthetic way, it can be noted that the result of this research was positive in the sense that provides to the Laboratory inexistent data with respect to these two categories of professionals. The mapping of competencies for managing LIT people becomes a tool of domain and benefits, identifying the profiles of professionals presenting a global vision of the positions and competencies measurements, greater benefit to the professional, for managers and for the Laboratory strategy. Their use can also contribute to increased productivity and quality of professionals, whether proposals for the improvement and
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Barros, Sandra Oliveira Mayer. "Mapeamento das competências dos gestores no processo de gestão de contratos terceirizados : o caso de uma Instituição Federal de Ensino Superior." Universidade Federal de São Carlos, 2015. https://repositorio.ufscar.br/handle/ufscar/7253.
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This research aims to conduct mapping of competencies in outsourced contract managers to identify competencies to the process of management of outsourced contracts in a Federal Institution of Higher Education (IFES).Therefore, historically it presents the characteristics of Public Management in Brazil; the definition and context of outsourcing, in addition to detailing the outsourced contract management process. The survey also points out the important competencies in performing outsourced contracts management process and performs the mapping of competencies in the study IFES, pointing out the training needs based on competencies. The research brings a case study in the research IFES. As data collection instruments are used documentary research, semi-structured interviews with managers to know the process of management of outsourced contracts and the application of questionnaires to identify gaps in competencies. The results provide an overview of the outsourced contract management process in the IFES study and mapping of individual competencies of outsourced contracts managers in IFES, allowing them to be identified training needs and competencies-based training How directions, the research shows the following requirements: adoption of specific training for outsourced contracts manager function, standardization of procedures and routines for the management of outsourced contracts in the institution; and creating a competency model for managers of outsourced service contracts.
Esta pesquisa tem como objetivo realizar o mapeamento de competências de gestores de contratos terceirizados e identificar as competências individuais para o processo de gestão de contratos terceirizados em uma Instituição Federal de Ensino Superior (IFES). Para tanto, apresenta historicamente as características da Gestão Pública no Brasil; a definição e a contextualização da terceirização, além de detalhar o processo de gestão de contratos terceirizados. A pesquisa também aponta as competências individuais no processo de gestão de contratos terceirizados e com a realização do mapeamento das competências na IFES estudada, aponta as necessidades de capacitação baseadas nas competências. A pesquisa traz um estudo de caso de uma IFES. Como instrumentos de coleta de dados são utilizados a pesquisa documental, entrevistas semiestruturadas com os gestores para conhecer o processo de gestão de contratos terceirizados e a aplicação de questionários para identificar gaps de competências. Os resultados trazem um panorama do processo de gestão de contratos terceirizados na IFES estudada e o mapeamento de competências individuais dos gestores de contratos de terceirizados na IFES, permitindo que sejam detectadas as necessidades de capacitação e treinamento baseada nas competências Como direcionamentos, a pesquisa aponta os seguintes necessidades: adoção de treinamentos específicos para a função de gestor de contratos de terceirizados, padronização dos procedimentos e rotinas para a gestão de contratos terceirizados na instituição; e criação de um modelo de competências para gestores de contratos de serviços terceirizados.
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Junior, Delmo Meireles. "A construção dos mapas de competência técnica para a área de operação de instalações de exploração e produção de petróleo e gás natural no Brasil: o caso Petrobras." Master's thesis, 2007. http://hdl.handle.net/10071/1004.
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Sistema de classificação JEL:
O15 – recursos humanos; D83 – informação e conhecimento.A gestão por competências é, mais do que uma forma emergente de administrar empresas, uma iniciativa estratégica que desenvolve e fortalece planos de gestão para adequação da força de trabalho de uma organização. Uma competência resulta da mobilização, por parte do indivíduo, da combinação de recursos e insumos mensuráveis. O indivíduo expressa competência quando realiza atuações diferenciadas, decorrentes da aplicação conjunta de conhecimentos, habilidades e atitudes. Através da soma dos trabalhos dos indivíduos, pode-se construir uma organização eficaz, ou seja, que conquiste suas metas e objetivos. À luz do quadro teórico e por intermédio de um caso real influenciado por um modelo de gestão por competências, a presente investigação científica denota como uma empresa mapeou, independente do ramo de atuação, as competências técnicas definidas como estratégicas para o negócio. O trabalho foi estruturado em seis capítulos, além dos anexos. O primeiro contextualiza o problema e expõe as intenções e contornos dessa investigação. O segundo discorre sobre o referencial teórico que orienta a investigação. O terceiro apresenta a metodologia de investigação empregada: seus conceitos, suas justificativas e interdependências com o referencial teórico. O quarto descreve o caso estudado e analisa a realidade investigada à luz das teorias e métodos escolhidos. O quinto destaca as conclusões e sugestões sobre a investigação. O sexto e último capítulo denota as referências bibliográficas. Os anexos concluem e fundamentam a investigação.
More than a new way to manage companies, competence-based management is a strategic initiative that develops and solidifies management plans in order to adjust the workforce into a company. Competence results from the motivation, of a person, and the integration of measurable resources and inputs. The individual expresses competence when performing different duties, resulting from the simultaneous application of knowledge, skills and attitudes. The sum of works performed by individuals is the basis to construct an efficient company, that is, a company able to achieve goals and aims. According to a theoretical scenario and trough a real case influenced by a competencebased management model, the current scientific investigation demonstrates how the company mapped, irrespective of its activity range, the technical competences defined as strategies for the business. The paper was structured into six chapters, besides the annexes. The first chapter contextualizes the problem, describing the intentions and outlining such investigation. The second chapter discusses the theoretical referential guiding the investigation. The third chapter presents the methodology used to perform the investigation: its concepts, justifications and interdependencies as a theoretical referential. The fourth paragraph describes the case study and analyzes the investigated reality according to the theories and methods chosen. The fifth paragraph highlights the conclusions and suggests issues regarding the investigation. The last chapter displays the bibliographic references of the investigation. The annexes complete and justify the investigation.
Books on the topic "Management competence mapping"
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Sanghi, Seema. The handbook of competency mapping: Understanding, designing and implementing competency models in organizations. 2nd ed. Thousand Oaks, Calif: Response Books, 2007.
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The handbook of competency mapping: Understanding, designing and implementing competency models in organizations. New Delhi: Response Books, 2004.
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Sanghi, Seema. The handbook of competency mapping: Understanding, designing and implementing competency models in organizations. 2nd ed. Thousand Oaks, Calif: Response Books, 2007.
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Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations. SAGE Publications, Incorporated, 2016.
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The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations. Sage Publications Pvt. Ltd, 2007.
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Sanghi, Seema. The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations. Response Publishing, 2003.
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Sanghi, Seema. The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations (Response Books). Sage Publications Pvt. Ltd, 2003.
Find full textBook chapters on the topic "Management competence mapping"
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Beresford, Bonnie, and Milica Vincent. "Performance Mapping and Gap Analysis." In Advances in Human Resources Management and Organizational Development, 1–24. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0054-5.ch001.
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When the learning and development manager of a financial services firm wanted to improve organizational performance, she stated, “I want to understand what the best performers do, and make the rest more like the best.” By studying high-performing salespeople, the organization discovered behaviors and practices that such performers did that made them more successful than their colleagues. Using a structured performance mapping process, the team documented the unconscious competence of in-role experts. A gap analysis of all performers objectively identified, quantified, and prioritized curriculum and performance support needs. This case study follows the journey of an organization that adopted this evidence-based process and now executes the gap analysis every third year to ensure continued relevance amid organizational and industry changes. The approach has yielded a highly regarded curriculum, the elimination of development costs for unneeded courseware, a reduction in training time, and changes in hiring profiles.
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Silva, Marco Antonio Batista da, Priscila Rezende da Costa, and Cláudia Terezinha Kniess. "Alignment of Organizational Competence for Sustainability With Dimensions of the Triple Bottom Line." In Mapping, Managing, and Crafting Sustainable Business Strategies for the Circular Economy, 72–94. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9885-5.ch005.
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This chapter aims to describe how the alignment of organizational competencies with the dimensions of the triple bottom line (TBL) in companies of the Brazilian chemical sector are integrated in the business strategy. This study used a methodological approach to qualitative research, the multiple case study strategy, covering three major producing companies in the Brazilian chemical industry: Braskem, Solvay, and Beta (fictitious name). As regards the scale interactions of organizational competence between the environmental pillars, economic, and social TBL, the analysis was done taking as a basis the properties of eco-efficiency, environmental justice, and social justice. Besides the three skills characterized by TBL interaction model for sustainable development, the competence of eco-innovation was evident, with the internal factors that influence: strategic dimension of eco-innovation, collaboration networks, support of management leadership and top management.
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Huang, Chi-Yo, Yen-Chu Lin, Chia-Li Yang, Yu Sun, Jeng-Chieh Cheng, Ying-Ting Kuo, Liang-Chieh Wang, Sing-Yan Wang, Hao-En Hsu, and Hao-Hsiu Hsu. "A Fuzzy MOP Based Competence Set Expansion Method for Technology Roadmap Definitions." In Knowledge Innovation Through Intelligent Software Methodologies, Tools and Techniques. IOS Press, 2020. http://dx.doi.org/10.3233/faia200563.
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Technology roadmaps have already been widely adopted as an important management tool during the past three decades after the invention of the management tool by Motorola in the 1980s. The technology road-mapping processes which can be integrated with firms’ competence sets are very important for strategy definitions. However, how the uncertainties being associated with the costs, time, quality, etc. for technology road mapping were seldom discussed, not to mention how various objectives can be considered at the same time. Thus, this research aims to propose a fuzzy multiple objective programming based competence set expansion technique to resolve the above mentioned technology road-mapping problem. An empirical study based on the road-mapping of novel compressors for air conditioners will be used to demonstrate the feasibility of the proposed framework. The well-verified analytic framework can serve as a basis for research and development (R&D) strategy definitions by practitioners.
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Meadows, C. J., Chris Marshall, and Vishrut Jain. "Building a Competitive Advantage in the Knowledge Economy." In Knowledge Management and Business Model Innovation, 37–59. IGI Global, 2001. http://dx.doi.org/10.4018/978-1-878289-98-8.ch003.
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eCommerce and the Information Age are characterized by a shift in critical resources towards knowledge and organizational skills and away from Industrial Age land and capital. The extended enterprise is also becoming the norm, and managers are increasingly having to not only identify the “core competence” of their firm, but also measure and manage it both inside and outside the formal boundaries of the firm. Unfortunately, they are faced with a void of useful management tools to help them do so. This chapter describes a tool that may become indispensable to Information Age management: the Knowledge Matrix. Basically, it is a device for mapping the knowledge resources of the organization, their strategic importance and who sends, receives and shares them. As such, it can be used to leverage organizational capabilities that already exist (which few organizations achieve) as well as build new capabilities. It is a structural tool for: • Defining and building the firm’s Core Competence; • Identifying new products, markets and strategic partners; • Planning information and communications infrastructures; • Managing inter- and intra-organizational relationships; and • Managing organizational change.
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Karlsson, Lars, and Paolo Martinez. "The Region's Competence and Human Capital: Lessons From the Collaboration Between Three European Regions on Competence Mapping and Intellectual Capital Management." In Intellectual Capital for Communities, 275–95. Elsevier, 2005. http://dx.doi.org/10.1016/b978-0-7506-7773-8.50020-0.
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Kumar, Parvesh, Sandeep Singhal, and Jimmy Kansal. "Competency Mapping for Technical Educational Institutes in India." In Advances in Human Resources Management and Organizational Development, 143–54. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6537-7.ch008.
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Achieving and maintaining organizational excellence in a technical educational institution largely depends on the competencies of faculty members. Consequently, the management of faculty competencies are very important for any technical educational institution. Work skills lead to significant organizational growth which provides a competitive advantage to technical educational institutions. A critical factor related to the long-term success of an institution is its ability to assess the efficiency of the faculty and use that knowledge to achieve tangible results. For the overall development of students and the organization, knowledge of faculty members about mapping systems and process upgradation is important. This chapter discusses in depth the mapping of competences in the technical educational institute at different levels and analyzes the deficiencies in required skills to improve the level of competency. The research was carried out by taking a study on a government engineering institute based at Haryana, India as a model technical educational institute.
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Gaarder, Geir, and Kristin Wangen. "Kartlegging og verdisetting av naturtyper." In Interessekonflikter i forskning, 191–214. Cappelen Damm Akademisk/NOASP, 2019. http://dx.doi.org/10.23865/noasp.63.ch9.
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Mapping of habitats is central to preserve biodiversity in Norway. This article describes the historic development of the methodology used to classify and assign value to nature types, a process that has been going on for almost ten years. A positivistic view of science has characterized the process, especially over the last few years, both among the authorities and in central specialist fora. This article discusses several challenges related to the development of the methodology. It is especially critical of Parliament’s demand for value-free methodology, which it argues is in fact impossible. Further, it discusses the need to employ expert opinion and to describe uncertainty. It also criticizes the lack of analyses that expose possible model errors of the methodology. This is especially applicable with respect to relevance and precision, where high precision in the method may increase the risk of failing to achieve the objective. The article concludes that sufficient focus has not been placed on the challenges that appear in the intersection between natural science and practical management during the development of the new methodology for habitat mapping. This process has demonstrated the importance of broad competence, of being open about choices and acknowledging the consequences of these, and of having enough patience to develop a good methodology.
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Rout, Sushri Samita, and Bijan Bihari Misra. "Competency Mapping in Academic Environment." In Advances in Computational Intelligence and Robotics, 244–63. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2857-9.ch012.
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This chapter will discuss and present a new model to perform a competency map in an educational institute which has moderate number of faculty members on whom the map has to be performed. Performing such a map is a tough but essential task. Hence utmost objectivity must be followed for the procedure. In this chapter the authors performed academic load assignment to the faculty members of a particular dept at the onset of a semester. Few parameters that have been considered as the input parameters are depth of knowledge, sincerity, class management, contribution towards research, text book publication. part from that one of the main concerns is the assignment is done by taking into consideration the preferences of a particular faculty in terms of teaching a subject. There are number of constraints which need to be considered while making the load assignment. The AICTE guidelines for teaching load allotment have been considered as a baseline. The MOPSO has been used to perform the competency map and the simulation results have been presented to show the effectiveness of the method.
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Morgado, Erla M. Morales, Rosalynn A. Campos Ortuño, Ling Ling Yang, and Tránsito Ferreras-Fernández. "Adaptation of Descriptive Metadata for Managing Educational Resources in the GREDOS Repository." In Online Course Management, 2063–85. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5472-1.ch105.
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In this chapter the authors describe a Project entitled “Divulgación de Recursos Educativos Digitales (DIRED)” (Divulgation of Digital Educational Resources) addressed to promoting specific educational resources and mobile apps for educational proposals in order to manage them through the institutional repository of the Salamanca University (GREDOS). The authors present a proposal for describing learning objects based on pedagogical information, digital competences and learning styles. The authors also suggest educational information for classifying useful mobile apps. To achieve their suitable access and recovery, the authors focus on the use of Learning Object specific metadata in digital repositories such as LOM (Learning Object Metadata). The authors study the metadata mapping necessary to adapt from LOM to Qualified Dublin Core, because this is the standard used in the GREDOS repository built with a DSpace platform. Finally, the authors present their implementation of Learning Object Description in the GREDOS repository.
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Narayanan, V. K. "Elaborating the Project Management System." In Developing Organizational Maturity for Effective Project Management, 25–42. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3197-5.ch002.
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This chapter elaborates on the perspective of project management as an organizational capability, crucial for strategy execution and hence necessitating the attention of senior management. The author builds on the work on Project Management System (PMS) by Narayanan and DeFillippi, who developed the PMS concept to describe the context created for project managers by the senior management of a firm in response to strategy shifts. This chapter develops this concept further by detailing how PMS influences the conduct of project managers: their competencies, successful resource acquisition practices, ways to access information and knowledge, behavioral challenges, and career opportunities. The chapter also indicates some key practical implications for project managers: the need to be aware of the organizational context, understanding the strategic logic of projects, the need to speak the language of senior management, and mapping information networks.
Conference papers on the topic "Management competence mapping"
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Araújo de Souza, Maykon, and Sandro Ronaldo Bezerra Oliveira. "Adequação da MOSE® Competence para a Implementação do Capítulo VII da LGPD: Um Mapeamento dos Ativos de Segurança e Boas Práticas." In Computer on the Beach. São José: Universidade do Vale do Itajaí, 2021. http://dx.doi.org/10.14210/cotb.v12.p193-200.
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This study presents a mapping of the assets present in the Guiding Model for the Success of Public and Private Companies (MOSE) and the articles included in the General Data Protection Law (LGPD) of the Brazilian Government, with regard to Security and Good Practices in Chapter VII of this law. The theme becomes relevant, as more and more companies from different contexts need to implement the articles contained in this law in order to adhere to the standard of regulation of personal data processing activities defined by the Brazilian Federal Government. However, this law still needs guidelines for its proper implementation based on the adoption of good practices in models, methods and/or techniques available in the specialized literature. One of these instruments refers to the MOSE, which helps public and private companies to achieve levels of excellence in performance, governance and quality, in the production of goods and services, based on the use of practices and indicators specific to the area of knowledge or specialty. Thus, the research question guiding this work is: how to correspond/map the practices included in the MOSE to guide the implementation of the articles of the LGPD law? The methodology adopted was the asset mapping, described in a specific section of the paper, which included the following steps: definition of the LGPD chapter that focuses on data security management; definition of the model and law structures, and their inputs to be analyzed; identification of the description of each asset; analysis of correspondence between assets; evaluation of the mapping using the peer review technique with expert in the two target standards of this research. The result was the perception that 33% of the MOSE’s competences goals, with the appropriate adjustments, have total adherence with 100% of the security and good pratices assets of LGPD. This mapping is intended to provide assistance in defining a roadmap containing activities, work products, tools, indicators and expected results to achieve the goals defined in the LGPD.
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P., Anbuoli, and Devibala V.B. "A Study on Competency Mapping of Employees in M/s ON LOAD GREAS at Chennai." In International Conference on Computer Applications — Management. Singapore: Research Publishing Services, 2010. http://dx.doi.org/10.3850/978-981-08-7303-5_1448.
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