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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.
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Krpálek, Pavel, Kateřina Berková, Andrea Kubišová, Katarína Krpálková Krelová, Dagmar Frendlovská, and Daniela Spiesová. "Formation of Professional Competences and Soft Skills of Public Administration Employees for Sustainable Professional Development." Sustainability 13, no. 10 (May 15, 2021): 5533. http://dx.doi.org/10.3390/su13105533.
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(1) Background: The current situation is bringing about changes manifested in the digitalisation of management processes, the aspects of knowledge management, and the transmission of global risks. Demands in the area of soft skills are increasing. Therefore, this study aims to identify the requirements for competences necessary for the effective performance of job positions in public administration in the Czech Republic, including the mapping of interest in further training. (2) Methods: The data were collected in 2020 via questionnaires from 245 employees in relevant positions. The data were analysed using the correlation analysis method for establishing relationships between variables applying the Pearson correlation coefficient. Gender differences and differences between rank-and-file and executive employees were subjected to the Mann–Whitney U-test. (3) Results: The more competence is required by the employer, the more frequently it is used by employees and the more favourably the workers assess themselves in this competence. At the same time, they have a greater need and are willing to train this particular competence. A significant trend has been identified in the case of executives. Soft skills are used most frequently and the employees would like to further train them. The least interest is shown in project management training. As to professional competences, digital systems are the most frequently used and required. (4) Conclusions: The research suggests trends in the development of modern technologies, digitalisation, and information systems that will contribute to effective work in public administration. Soft skill development in rank-and-file and executive employees will also be needed.
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Mesquita, Alex Andrade, and Daniel Pacheco Florentino. "A Implantação da Gestão por Competências em uma Escola de Idiomas." Revista de Ciências Gerenciais 22, no. 35 (October 1, 2018): 75. http://dx.doi.org/10.17921/1415-6571.2018v22n35p75-83.
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A gestão por competências tem ganhado cada vez mais destaque no cenário empresarial, apresentando-se como uma ferramenta estratégica para o desenvolvimento de pessoas e de organizações. Contudo, apesar de tal destaque são poucos os exemplos práticos e estudos de caso, que apresentam o procedimento de implantação da gestão por competências. O presente estudo teve caráter didático e apresentou um modelo de como efetuar a implantação da gestão por competências em uma escola de idiomas. A amostra foi composta por 26 funcionários provenientes de diversas funções, sendo 11 do sexo masculino e 15 do sexo feminino, que responderam ao inventário comportamental para o mapeamento das competências. Foram mapeadas cinco funções: recepcionista, professor e coordenadores: geral, pedagógico e administrativo. O procedimento utilizado apresentou oito etapas: sensibilização dos funcionários, coleta de indicadores comportamentais, consolidação dos indicadores, associação dos indicadores das competências, identificação das competências para cada função, cálculo do peso do indicador, cálculo do nível de competência da função e feedback dos resultados. Posteriormente, quatro gestores avaliaram o sistema implantado. Foram mapeados 64 indicadores comportamentais, que foram associados a 13 competências. A competência “trabalho em equipe” foi a única considerada muito importante para todas as funções. As avaliações, por parte dos gestores, foram positivas sobre o sistema implantado. Espera-se que esse trabalho possa contribuir como um modelo a ser seguido e, também, propicie reflexões sobre o uso da gestão por competências.Palavras-chave: Gestão por competências. Implantação. Modelo.AbstractThe competence-management system has gained prominence in the business scenario, presenting itself as a strategic tool for people and organizations development. However, in spite of such prominence, there are few practical examples and case studies that present the competencemanagement system implantation procedure. The present study had didactic character and presented a model about how to implement the competence management-system in a language school. A sample of 26 employees from several functions, including 11 males and 15 females answered a behavioral inventory for the competence mapping. Five functions were mapped: receptionist, teacher, general coordinator, pedagogic coordinator and administrative coordinator. The procedures were conducted in eight steps: employees awareness, behavioral indicators collection, indicators consolidation, the indicators association to competences, identification of each function competences, the indicator weight calculation, the level of competence function calculation and findings feedback. Four managers evaluated the implanted system later. 64 behavioral indicators were mapped that were associated to 13 competences. Only the competence “team work” was considered very important for all functions. The managers evaluation were positive about the implanted system. It is expected that this work can contribute like a model to be followed and also enable further reflections about using the competence-management system.Keywords: Competence-Management System. Implementation. Model.
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Ferreira, Fabiano Rodrigues, and Jorge Rady de Almeida Jr. "A Proposal for Mapping IT Professionals' Competence Supported by Multiple Intelligences Theory." International Journal of Human Capital and Information Technology Professionals 9, no. 1 (January 2018): 1–22. http://dx.doi.org/10.4018/ijhcitp.2018010101.
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Currently, many software development projects worldwide have problems with flaws, delays, and backlogs. This situation may create a highly demotivating work environment for technical workers and managers in general. This study is an attempt to better understand the reasons for these flaws and delays, by proposing the following research question: ‘Which aspects may be contributing to these flaws and delays?'. The proposed hypothesis for this article is: ‘In our IT community, professionals who have an affinity with Project Management generally do not have the essential abilities required to be a leader.' In order to address the research question and hypothesis, this article proposes a mapping /assessment of the IT professionals regarding their potentials and skills. Therefore, this article discusses a proposal for discovering IT workers' profile based on the Multiple Intelligences theory and clustering algorithms. The findings revealed correlations, which may indicate the reasons for such delays and flaws in software development projects.
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Cannavacciuolo, Lorella, Luca Iandoli, Cristina Ponsiglione, and Giuseppe Zollo. "Knowledge elicitation and mapping in the design of a decision support system for the evaluation of suppliers’ competencies." VINE 45, no. 4 (November 9, 2015): 530–50. http://dx.doi.org/10.1108/vine-01-2015-0011.
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Purpose – This paper aims to present a methodology for the mapping and evaluation of suppliers’ competencies and know-how. The authors operationalize the concept of organizational competence and provide companies with a customized management tool to map suppliers’ critical competencies for screening strategic from non-strategic suppliers and providing inputs for suppliers’ development. Design/methodology/approach – Competencies assessment, carried out through a fuzzy knowledge management system (VINCI), is performed through the aggregation of indicators related to the control of critical resources, the degree of implementation of critical processes, the competitive positioning and the financial situation of a supplier. Competencies description and operationalization are based on the bottom-up elicitation of the subjective knowledge managers actually use to assess suppliers’ capability. Such subjective knowledge is then validated and formalized through a top-down approach based on strategic literature. Findings – The authors tested VINCI on a sample of 38 suppliers of a large company. The results show that the methodology provides its users with a highly customizable knowledge map and its associated decision support tool that keeps into account the peculiar strategic needs of the company in the management of an existing portfolio of suppliers. Practical implications – VINCI outcomes can be used to perform benchmarking analyses, define entry criteria and thresholds for suppliers’, identify improvement targets and service levels to be considered in the definition of supply contracts, supporting the alignment of supplier’s management with business strategy. Originality/value – The most important original contribution of this work resides in the operationalization and measurements of firms’ competencies based on the elicitation of subjective knowledge that managers use in the actual assessment. A further distinctive feature of this paper is that the method is applied to small and medium companies, whereas large part of the literature on core or organizational competencies assessment is focused on large companies.
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Ersi Noviyanti, Riska, Christine Wulandari, and Rommy Qurniati. "Kompetensi Sumberdaya Manusia Pada Kesatuan Pengelolaan Hutan Produksi Di Lampung." Jurnal Sylva Lestari 4, no. 1 (April 7, 2016): 11. http://dx.doi.org/10.23960/jsl1411-20.
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Areas of Production Forest Management Unit (KPHP) Model has been established in Lampung that includes KPHP Register Model 47 Way Terusan Lampung Tengah regency, KPHP Bukit Punggur Lampung Tengah regency, KPHP Gedong Wani Lampung Selatan regency and KPHP Muara Dua Way Kanan regency (Wulandari, 2011). One of the sinifeant factor management KPHP is the competent human resources. Currently competence of human resources in KPHP especially in Lampung Province is not known yet, so it is necessary to do the mapping of human resources, which will be used as material for consideration on improving the competence of the employees KPHP in Lampung Province. The purpose of this research is to identify the competence of human resources that exist in every KPHP in Lampung and formulate the recommendations to increase the competence in need by KPHP in Lampung Province. The research was conducted in April 2014 in KPHP Gedong Wani Lampung Selatan regency and KPHP Way Terusan Lampung Tengah regency. Competence human resources in KPHP Gedong Wani in the field of forest planning of 49,15 % and in the field of the utilization of the forest of 28,33%. Competence human resources in KPHP Way Terusan in areas of forest planning is 35,07% and in the fields of the utilization of the forest of 36,33. Human resource competence in KPHP Gedong Wani and KPHP Way Terusan in Lampung Province, have different educational background like Forestry Senior High School, bachelor of Forestry of non-forestry, as well as Master of Forestry. Lack of training that followed, led to lack of forest planning and forest unilization within technical and non-technical. So they need training for employyees in accordance with the needs of not-technical competence. Keywords: competence, human resources, production forest management unit
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PHILLIPS, MARK A., and JAGJIT SINGH SRAI. "EXPLORING EMERGING ECOSYSTEM BOUNDARIES: DEFINING ‘THE GAME’." International Journal of Innovation Management 22, no. 08 (December 2018): 1840012. http://dx.doi.org/10.1142/s1363919618400121.
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The issue of boundary determination in ecosystems remains problematic which is exaggerated in a dynamic, emerging innovation context, with actors joining and leaving. As part of wider research, on how firms innovate in emerging ecosystems, the boundaries of several early innovation ecosystems were explored. Using evolutionary approaches, with extensive interviews and mapping, the wider ecosystem was initially researched. Then, five in-depth firm-focussed case studies were undertaken, and specific innovation ecosystem boundaries were mapped as they emerged and evolved. The findings point to ‘identity’, a common early approach, being limited as the ecosystem evolves. The influence of competence and relationships play an increasing role. It is suggested that as the innovation ecosystem develops through its lifecycle, different approaches aligned to Santos and Eisenhardt’s (2005) four foci can be employed, starting with identity, then competence, then power and finally issues of efficiency.
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Laukkanen, Mauri, and Erno T. Tornikoski. "Causal mapping small business advisors’ belief systems: a case of entrepreneurship policy research." International Journal of Entrepreneurial Behavior & Research 24, no. 2 (March 12, 2018): 499–520. http://dx.doi.org/10.1108/ijebr-02-2017-0065.
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Purpose The purpose of this paper is twofold: first, using the case of Finnish small business advisors (SBAs), it aims to clarify a controversy in entrepreneurship policy about using public funds to foster solo and micro entrepreneurship. The study reveals the SBAs’ belief systems to facilitate policy-relevant conclusions about their advisory competence, counseling tendencies and probable impact on nascent entrepreneurs and macro consequences like firm displacement. Second, methodologically, the study’s cognitive perspective and method enable researchers to assess the approach and its potential. Design/methodology/approach The SBAs’ (n=15) belief systems were elicited by interview-based causal mapping. They are summarized using aggregated causal maps and analyzed to understand the SBAs’ dominant mindset and to draw conditional inferences about their professional competence and impacts. Findings The SBAs have convergent belief systems about the causes and consequences of micro entrepreneurship. They are generally competent to detect and foster viable solo and small micro firms. From a policy viewpoint, however, they ignore indirect effects like firm replication and appear risk aversive, less inclined to promote their clients’ growth intentions and plans. Originality/value For entrepreneurship policy makers, the study clarifies a controversial issue. It finds clear grounds for public funding of SBA type services, but this may depend on policy goals and local conditions. For the SBAs, the study suggests proactive, income-generating services for improved financing and legitimacy. For entrepreneurship researchers, it demonstrates the potential and limits of the cognitive approach and causal mapping.
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Deng, Qianwang, and Dejie Yu. "Mapping Knowledge in Product Development through Process Modelling." Journal of Information & Knowledge Management 05, no. 03 (September 2006): 233–42. http://dx.doi.org/10.1142/s0219649206001475.
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The product development capability is a core competence in a company, and the product development process is a knowledge-intensive process. The evolution of engineering design shows that knowledge is a key factor of a successful product development. From the 70's in the last century, artificial intelligence has been introduced into this field. It evolves from expert system through knowledge-based system to current knowledge management. Knowledge taxonomy is a core component in knowledge management. A new approach of mapping knowledge in product development through process modelling is proposed. Product development process modelling can help people structure knowledge and the employees linking to each activity in the product development process. According to the analysis of product development process models, there exist three basic kinds of objects: product states, process elements, and resources. The state-process-resource model provides available ontologies of knowledge in the product development domain. In this way, knowledge is hierarchically classified into six knowledge subjects: product, product process, process element, method, tool, and application specific domain. Furthermore, each of the knowledge subjects is divided into three types of knowledge: course, practice, and expertise location.
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Hidayatulloh, M. Taufik, and Selamet Selamet. "WAQF SOIL CERTIFICATION MAPPING IN KAMPAR REGENCY, RIAU PROVINCE IN 2017." Dialog 40, no. 2 (December 31, 2017): 151–72. http://dx.doi.org/10.47655/dialog.v40i2.186.
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The results showed that, one, the main problem of uncertified wakaf land in Kampar regency is due to technical matters of administration at the time of wakaf registration. Two, among three issues on wakaf processing, the aspect of legal culture is the most common problem. Three, the issue of wakaf management in Kampar regency, Riau Province has not received sufficient attention from local government, religious figures, mass organizations and society in general. Additionally, the Indonesian Wakaf Board (BWI) in Kampar Regency itself has not yet been established to date. Four, the issues found in the office of religious affairs are: (a) the lack of operational funds in the management of wakaf certificates, (b) the lack competence of the administration which still depends on the cross-sectoral institutions, (c) technical weakness of internet network and the weakness of SIWAK system. Five, wakaf land with no AIW while the wakif and witnesses have died in some parts of Kampar Regency have been handled by the head of village.
KEY WORDS: Wakaf Land, AIW, Wakaf Management
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Kempner-Moreira, Fernanda, Patrícia De Sá Freire, and Júlio César Zilli. "Corporate governance as an innovative booster: a literature revision." International Journal of Innovation 8, no. 3 (December 17, 2020): 356–72. http://dx.doi.org/10.5585/iji.v8i3.15037.
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Objective of the study: The purpose of this article was to identify the elements to be considered for boosting innovation by the corporate governances, though. Methodology/approach: It is a literature review, based on the Scopus database, relating the constructs corporate governance and innovation, generating 435 documents in total, using 253 documents imported into the Mendeley application and resulting in 26 documents with effective contributions on governance and innovation.Originality/relevance: The study differs in that it relates corporate governance to the innovation of organizations.Main results: The results show that corporate governance has a positive influence on the innovation of organizations, but it is necessary to adapt to the context of each organization and the innovation characteristics of the sector. The first element to be considered is the presence of innovation in the organization's strategy and policies, followed by the commitment, strategic posture and competence of the board for innovation, adaptation of the governance structure, effective management of key competencies for innovation, investment in research and development, financing of innovation and technology, control over investments in innovation and management of risks inherent to innovation.Theoretical/methodological contributions: The study contributes to the advancement of knowledge by presenting the elements to be considered to boost innovation by corporate governance.Social/management contributions: It is also indicated that there is an effective management of its key competences for innovation, mapping them and ensuring that the governance structure promotes an environment conducive to their development, in addition to investments in RD and financing for innovation and technology.
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Pote, Helen, Annabel Rees, Charley Holloway-Biddle, and Emma Griffith. "Workforce challenges in digital health implementation: How are clinical psychology training programmes developing digital competences?" DIGITAL HEALTH 7 (January 2021): 205520762098539. http://dx.doi.org/10.1177/2055207620985396.
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Objectives Digital practice in psychological services is a rapidly expanding and innovative area which is supporting continuation of clinical provision during the COVID-19 pandemic. Training the workforce to deliver safe and effective online psychological provision is key to service success and relies on accurate mapping of competences and current training needs. This paper discusses the initial stage for developing the first digital mental health competence framework for applied psychology in the UK. It reports on the digital training currently provided nationally and barriers/facilitators to acquiring these competencies. Methods Eighteen of the thirty UK Clinical Psychology Doctoral training programmes completed a 16-item survey. This mapped current digital health teaching and skills acquisition for trainee Clinical Psychologists throughout their 3-year pre-registration training. Furthermore, potential barriers and facilitators to developing these digital skills for both trainee and qualified Clinical Psychologists were investigated. Results The quantitative analysis highlighted the majority of respondents viewed developing digital mental health competencies with importance, but were not integrating this into teaching or clinical placements activity. The qualitative, inductive content analysis revealed seven key themes influencing the development of digital mental health skills, with the majority of respondents identifying with two themes; the need for practice guidelines (50% of respondents) and opportunities for digital mental health experience. Conclusions The findings suggest the need for a greater focus on developing the digital health knowledge, skills, and confidence across trainee and qualified Clinical Psychologists. Strategic analysis indicated the need to develop a framework for digital mental health competences across the curriculum and placement experience. Easily accessible learning packages may support the implementation of training nationally.
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Patel, Dr Rajesh. "Importance of Competency Mapping in Human Resource Management." Paripex - Indian Journal Of Research 3, no. 4 (January 15, 2012): 1–3. http://dx.doi.org/10.15373/22501991/apr2014/86.
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Triasih, Hermin, Rahmi Rahmi, and Katrin Setio Devi. "PROVIDING RESEARCH DATA MANAGEMENT SERVICES AND PRACTICES AT PDDI-LIPI: PREPAREDNESS, ROLES, CHALLENGES, AND TRAINING." BACA: JURNAL DOKUMENTASI DAN INFORMASI 41, no. 2 (December 11, 2020): 169. http://dx.doi.org/10.14203/j.baca.v41i2.707.
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This study aims to analyse the implementation of RDM at PDDI-LIPI and to assess its staff’s understanding about RDM services. This article also discusses the challenges and obstacles PDDI faces in providing RDM services. The data was collected via an online survey from 28 July to 7 August 2020. The survey consisted of 35 questions and was shared with 36 respondents via social media. The results identified categories such as research data management services, data management planning services, data archiving services, funding, and staff competency and training needs. In addition, this article also discusses the approach and assessment of RDM services, challenges in providing RDM services, and plans for further developing RDM services at PDDI-LIPI. The results showed that the PDDI staff's understanding of RDM services is adequate. As a new service, the implementation of RDM at PDDI-LIPI continues to develop toward optimisation. RIN is a platform used by PDDI to support this goal. The three biggest obstacles faced by PDDI-LIPI in developing RDM services are limited human resources, competence and budget. Various trainings related to RDM, both sending staff off campus and inviting trainers to campus, were carried out by PDDI to overcome these obstacles. It is recommended to conduct further research on the mapping and upskilling of staff in charge of RDM services.
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Rohmat, Rohmat. "MODEL MANAJEMEN MUTU MADRASAH KAJIAN DI MIN & MI MA’RIF PAGERAJI PURWOKERTO." Jurnal Penelitian Agama 19, no. 1 (April 7, 2018): 74–105. http://dx.doi.org/10.24090/jpa.v19i1.2018.pp74-105.
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Abstract: The quality of madrasah education needs to get serious attention both from process aspect and its result. The quality of madrasah education is also influenced by the family and community environment. This brings with it the need for a review and mapping of the quality management model of education in Madrasah Ibtidaiyah. The Madrasah Ibtidaiyah of Purwokerto and MI Ma'arif Pageraji Purwokerto were chosen to be the subject of this study with the consideration that the school has a good quality management system. This study aims to find the typology of quality management education in MI that is effective so that it can be replicated. Based on the findings of the data, it can be concluded as follows: (1) Quality planning conducted in MIN and MI Ma’arif pageraji Purwokerto through (a) improvement of teacher competence, through OJT activity (on the job trainning), (b) teacher. (c) Development of natural competence matrix. (d) Parent and community cooperation in establishing some madrasah programs. (2) Quality control system conducted in MIN and MI Ma’arif pageraji Purwokerto done through supervision activities. (3) Quality assurance conducted in MIN and MI Ma’arif pageraji Purwokerto done internally by madrasah and audited through accreditation activities run by the accreditation bodies of madrasah or other institutions externally.
Keywords: Management model, quality of madrasah.
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Herindraningrum, Farah Faadillah, and Indrawati Yuhertiana. "KUALITAS LAPORAN KEUANGAN PEMERINTAH DAERAH DI INDONESIA : LITERATURE REVIEW." El Muhasaba Jurnal Akuntansi 12, no. 2 (July 22, 2021): 157–71. http://dx.doi.org/10.18860/em.v12i2.12287.
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This literature review aims to map research on the quality of local government financial reports in Indonesia and to see how the role of accountability and transparency factors in the quality of local government reports in Indonesia. This research method uses SLR (Systematic Literature Review). Analysis of data by mapping 28 selected journals from 2015 to 2020 in the Google Scholar database. The results of this research show factors affecting the quality of the Indonesian government's financial reports, namely: human resource competence, Information Technology, Accountability, Transportation, Audit Quality, Accounting System, Accounting Procedure, Accounting Standards, and Internal Management with quantitative research type, Qualitative, literature review, and mix method. The most frequently investigated factor is the competence of human resources as much as 15 times the type of research that is widely used is quantitative research as much as 20. This research also shows that the accountability and transparency of financial reporting have a significant effect on the quality of financial reporting of local governments in Indonesia.
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Fouad Alber, Karim, Martin Dachsel, Alastair Gilmore, Philip Lawrenson, Ramprasad Matsa, Nicholas Smallwood, Jennie Stephens, Eugene Tabiowo, and Andrew P. Walden. "Curriculum mapping for Focused Acute Medicine Ultrasound (FAMUS)." Acute Medicine Journal 17, no. 3 (July 1, 2018): 168. http://dx.doi.org/10.52964/amja.0725.
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Dear sir/madam, Point of care ultrasound (POCUS) in the hands of the non-radiologist has seen a steady growth in popularity amongst emergency, intensive care and acute medical physicians. Increased accessibility to portable, purpose-built ultrasound machines has meant that clinicians often have access to a safe and non-invasive tool to enhance their management of the unwell. Focused Acute Medicine Ultrasound (FAMUS) is the point of care ultrasound curriculum created to aid the management of the acutely unwell adult patient. Following a survey of trainees and consultants, it was apparent that there was a strong desire for Acute Medics to be able to use point of care ultrasound to aid their clinical diagnostic skills. The FAMUS committee was set up to develop competencies using the evidence base available. FAMUS stands in contrast to traditional radiology training modules, which focus on carrying out comprehensive assessments of anatomy and pathology. Instead, FAMUS delivers a syndrome-based sonographic assessment with the aim of ruling out gross pathology and interrogating underlying physiology. It serves as a useful adjunct to history and clinical examination by way of providing key information quickly and non-invasively. Furthermore, it provides a feasible way to monitor response to treatment or progression of disease and thereby providing useful dynamic information quickly and safely. The accreditation in FAMUS involves the sonographic assessment of three systems: lung, abdomen and the deep veins of the lower-limb. Accrediting in each one involves theoretical learning, a formal course attendance and achieving a set number of supervised and mentored scans. As well as technical skills, the candidate must demonstrate competence in recognising key pathology and drawing appropriate conclusions about each scan, including when to refer for departmental imaging. FAMUS was met with enthusiasm by trainees and consultants in acute medicine, and its popularity rises as more courses are becoming available for accreditation paired with increasing access to portable ultrasound units. It is envisioned that this will continue to grow and formal ‘train the trainer’ courses have been held in order to increase the pool of available supervisors. Currently, FAMUS is endorsed by the Society for Acute Medicine and recognised by the AIM training committee as a specialist skill that can be undertaken during specialist training. It has been proposed that FAMUS should be considered for integration into the acute internal medicine (AIM) curriculum, which will be re-written for 2022 in line with the GMC’s revised standards for curriculum and assessment. Thus we present in this letter, a curriculum mapping exercise that utilises a ‘knowledge, skills, behaviours’ framework in order to be considered for the AIM curriculum rewrite. We believe this will provide a standard and framework to integrate focused ultrasound in AIM training programmes with the aim of ultimately incorporating FAMUS as a core skill for all AIM trainees.
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Streilein, A., F. Remondino, N. Pfeifer, J. A. Trollvik, J. Stoter, J. Crompvoets, and M. Potůčková. "EUROSDR – THE PAN-EUROPEAN NETWORK FOR MAPPING AGENCIES AND ACADEMIA." ISPRS - International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences XLI-B4 (June 14, 2016): 661–68. http://dx.doi.org/10.5194/isprsarchives-xli-b4-661-2016.
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EuroSDR (http://www.eurosdr.net/) is a non-profit organisation that provides a pan-European network that brings together mapping / cadastre agencies and academia for the purpose of applied research, and securing timely, research-based knowledge that allows the agencies to play their role as content providers and government competence centres for geographic information and spatial data infrastructures. <br><br> EuroSDR is the recognised provider of research-based knowledge to a Europe where citizens can readily benefit from geographic information. Its mission is to develop and improve methods, systems and standards for the acquisition, processing, production, maintenance, management, visualization, and dissemination of geographic reference data in support of applications and service delivery. <br> EuroSDR delivers advanced research-based knowledge. Its value is generated by facilitating interaction between research organisations and the public and private sector with the aim of exchanging ideas and knowledge about relevant research topics; by facilitating and contributing to research projects; and by transferring knowledge and research results to real world applications. The paper gives an overview about EuroSDR research principles, research alliances, objectives and action plans of each of the technical commissions.
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Streilein, A., F. Remondino, N. Pfeifer, J. A. Trollvik, J. Stoter, J. Crompvoets, and M. Potůčková. "EUROSDR – THE PAN-EUROPEAN NETWORK FOR MAPPING AGENCIES AND ACADEMIA." ISPRS - International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences XLI-B4 (June 14, 2016): 661–68. http://dx.doi.org/10.5194/isprs-archives-xli-b4-661-2016.
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EuroSDR (http://www.eurosdr.net/) is a non-profit organisation that provides a pan-European network that brings together mapping / cadastre agencies and academia for the purpose of applied research, and securing timely, research-based knowledge that allows the agencies to play their role as content providers and government competence centres for geographic information and spatial data infrastructures. <br><br> EuroSDR is the recognised provider of research-based knowledge to a Europe where citizens can readily benefit from geographic information. Its mission is to develop and improve methods, systems and standards for the acquisition, processing, production, maintenance, management, visualization, and dissemination of geographic reference data in support of applications and service delivery. <br> EuroSDR delivers advanced research-based knowledge. Its value is generated by facilitating interaction between research organisations and the public and private sector with the aim of exchanging ideas and knowledge about relevant research topics; by facilitating and contributing to research projects; and by transferring knowledge and research results to real world applications. The paper gives an overview about EuroSDR research principles, research alliances, objectives and action plans of each of the technical commissions.
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Wahyuni, Sri, Raden Bambang Sumarsono, Ellyn Sugeng Desyanty, and Soaib Bin Asimiran. "Analysis on Management’s Managerial Competence and Its Influence on Pos-PAUD Service Quality." Journal of Nonformal Education 7, no. 1 (February 28, 2021): 47–54. http://dx.doi.org/10.15294/jne.v7i1.27257.
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Pos-PAUD is one form of non-formal PAUD unit as the development of Integrated Services Post (Posyandu) activities. Previous researches’ results state that Pos-PAUD service quality is far from what is expected since the village society-built institution has many limitations. Its management’s academic qualification and competence is not required as demanded by the law. This research aims at mapping Pos-PAUD management’s managerial competence and its influence on its institutional service quality. The research was conducted with a correlational quantitative research design. The research population was the Pos-PAUD management in Malang City of about 156 people. The research samples were 65 people determined based on the proportional random sampling technique. The data were collected using a questionnaire technique. The questionnaire validity was tested using Pearson’s Product Moment technique, while questionnaire reliability was tested using Cronbach’s Alpha technique. The data were analyzed using descriptive analysis and regressive analysis techniques using SPPSS 23.00 for windows. The result of descriptive analysis shows that management’s managerial competence and institutional service quality are not maximal yet since there is unmet indicator. The hypothesis test result shows that Fcount is 162.407 (Sig F = 0.000). Ftable at significance level 5% is 3.14. Since Fcount > Ftable (162.407 > 3.14) and Sig F < 5% (0.000 < 0.05) thus Ho is rejected, which means that management’s managerial competence significantly influences Pos-PAUD service quality. This research result may be taken as the base to design Pos-PAUD management’s competence building activity that is currently seldom performed and as the base of development of Pos-PAUD service quality improvement model.
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Arlinwibowo, Janu, Heri Retnawati, Badrun Kartowagiran, and Yunus Mustaqim. "Inclusion Schools in the Daerah Istimewa Yogyakarta Province, Indonesia: Regulations, Facilities and Aspirations of Teachers." International Journal of Early Childhood Special Education 13, no. 1 (December 30, 2020): 09–19. http://dx.doi.org/10.9756/int-jecse/v13i1.211002.
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This study aims to describe regulations and identify school readiness and aspirations of teachers for the progress of organizing inclusive schools. This research is qualitative research with a phenomenological approach. The research informants were 16 teachers consisting of 9 subject teachers in inclusive schools and 7 Special Companion Teachers (GPK). Data collection methods used were in-depth interviews and observations. The process of data analysis is data reduction, identifying themes, mapping interrelationships between themes, and concluding findings. The conclusions of this study are (1) a common problem that occurs in inclusive schools is that the role of the teacher is not yet optimal. This is due to the system and competence, the culture of citizens in several schools that have not yet been developed, and the school still does not optimally facilitate the talents of students with disabilities. (2) Government participation is needed in providing various regulations related to GPK recruitment rules, increasing teacher competence and inclusive school management, providing facilities, and building synergies with various stakeholders so that the implementation of the learning process in inclusive schools is better.
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Ismara, Ketut Ima, Didi Supriadi, M. Riza Syifaulliya, and Kitisak Keaw-aram. "The School-based Occupational Safety and Health Management in Vocational School." TAMANSISWA INTERNATIONAL JOURNAL IN EDUCATION AND SCIENCE 2, no. 2 (April 29, 2021): 11–22. http://dx.doi.org/10.30738/tijes.v2i2.9937.
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The vocational high school graduates are required to have the competence to implement Occupational Safety and Health (OSH). This study investigated the implementation of school-based Occupational Safety and Health Management in the vocational school. The OSH implementation viewed from seven principles: curriculum management, student management, educator management, facilities and infrastructure management, funding management, school and community management, and cultural and environmental management. This study is descriptive research that used subjects from 10 public vocational schools and ten private vocational schools in Yogyakarta Province. The data obtained from the Education Report Card Mapping Report Evaluation Results of the Directorate of Vocational Education at the Ministry of Education and Culture of Indonesia. The findings showed that the management of OSH in private vocational schools higher than the public one. The principle of OSH for the management of students is "fairly good" both in public and private vocational schools. The teacher management in public vocational schools higher than the private one. The management of facilities and infrastructure is "fairly good" both in public and private vocational schools. The funding management in private vocational schools higher than the public one. The management of school relationships in the public vocational school is "bad" and "fairly good" in the private one. The management of culture and environment is "fairly good†both in public and private vocational schools.
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Nugroho, Bayu Puji. "RISK MANAGEMENT IN CONSTRUCTION OF DRY BULK JETTY AT TELUK LAMONG MULTIPURPOSE TERMINAL." IJTI (International Journal of Transportation and Infrastructure) 2, no. 2 (March 17, 2019): 67–76. http://dx.doi.org/10.29138/ijti.v2i2.785.
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Risk is a situation that is uncertain and there is an element of danger, the consequences that could occur due to a process that is ongoing or upcoming events. One of them in construction, where activity in this activity, there is some risk that may occur and give a great impact in the success of the completion of the work. Approaches were made to the risks involved with understanding/identification of risk, risk measurement, risk mapping, the response to risk. So with the existence of such activities can provide a recommendation as to whether the risks are acceptable, divided, reduced or avoided. This research was conducted with descriptive quantitative research methods. The results of this study concluded that there were 7 risk factors in very high level understanding of contract documents i.e., different site condition, productivity, quality equipment/material quality, smooth cash flow, the competence of sub contractors, and the influence of the weather. Against the risk of handling very high i.e. by way of doing business – business everything possible so that it can reduce the level of risk that exists so that the work can be resolved properly and the third project targets can be achieved.
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Rakhmawati, Ita. "PENGEMBANGAN MODEL PELATIHAN AKUNTANSI DALAM UPAYA MENINGKATKAN KOMPETENSI KEUANGAN PADA UMKM WIRAUSAHAWAN MUDA." BISNIS : Jurnal Bisnis dan Manajemen Islam 6, no. 1 (June 30, 2018): 20. http://dx.doi.org/10.21043/bisnis.v6i1.3569.
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Small medium enterprises is one of the perpetrators of the economic potential in Indonesia, both in terms of number and its contribution to the national economy. This event will be based on research by the large number of potential young entrepreneurs for small medium enterprises that develop among the students of business management Course Shari'a. However, the potential of encountering problems one is difficult because of the limited structure and capability still managing their finances. The purpose of this research is to know the financial competency mapping and owned by small medium enterprises run by young entrepreneur. Further based on the database used to compile the proper accounting training design. Primary data obtained from in-depth interviews, questionnaires and observation directly. Financial competence that is owned by young entrepreneurs for small medium enterprises can be seen from the source variable capitalization, turnover, business profits and the ability of the application of accounting in the form of presentation of the financial statements. The results showed that most small medium enterprises have difficulty in the sector as well as a good amount of capitalization capital structure. small medium enterprises operational views of the turnover and operating income showed a fairly progressive conditions for businessmen beginners. While the ability of drawing up financial statements still minimal, more that just make a simple cash flow report
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Ammar, Ali. "Mechanism of Heat Stress and their Management Strategies in Wheat." Indian Journal of Pure & Applied Biosciences 9, no. 4 (August 30, 2021): 8–30. http://dx.doi.org/10.18782/2582-2845.8741.
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Cumulative heat with resulting alterations to weather unfavorably disturb plant development, resultant in disastrous damage in wheat output. With one degree increase in temperature, wheat growth is projected to decrease by 6%. Comprehensive summary of morpho-physiological replies to wheat for temperature pressure might assist expressing suitable approaches in temperature pressure wheat yield development. Moreover, penetrating to conceivable managing approaches might elevate output and sustainability of rising wheat. Main conclusions after this review is follows: (1) temperature pressure meaningfully decreases kernel sprouting and seedling development, turgidness of the cell, water use competence of the plant; (2) During cellular level, temperature pressure interrupts cellular purposes over making unnecessary sensitive oxygen types, foremost towards oxidative pressure; (3) main replies to wheat for temperature pressure comprise improvement to senescence of leaf, decrease in photosynthesis, defusing of enzymes of photosynthesis, production of oxidative losses to chloroplasts; (4) temperature pressure too decreases number of grains and size via upsetting ounce setting, translocation of integrates and period and development proportion of grains; (5) actual methods to manage temperature pressure in wheat comprise screening accessible germplasm beneath field hearings and/or retaining marker aided assortment, claim to external protectants for seeds or plants, mapping quantitative trait locus discussing temperature confrontation and breeding; (6) Well combined genetic and agronomical organization choice might improve wheat acceptance for temperature. Though, achievement to apply numerous methods for temperature pressure organization needs better understanding of temperature acceptance topographies, molecular cloning, and description of genes. General achievement to multifaceted plant temperature pressure administration depends on intensive exertions to crop modelers, molecular biologists, and plant physiologists.
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Krajčovičová, Katarína, Miloš Čambál, and Sebastian Saniuk. "Using Competency Models in Industrial Enterprises." Research Papers Faculty of Materials Science and Technology Slovak University of Technology 21, Special-Issue (June 1, 2013): 132–36. http://dx.doi.org/10.2478/rput-2013-0022.
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Abstract The paper focuses on using competency models in industrial enterprises. This article deals with the theory of competencies, competency models and their utilization. Competency models are a key tool in human resource systems and practice. Managerial competencies enable employees to achieve results, thereby creating value. It follows that managerial competencies aligned with business objectives help foster an organization's success. Organizations must understand their core competency needs - the skills, knowledge, behaviors, and abilities that are necessary for people in key roles to deliver business results. The ability to identify the skills and competencies required for tomorrow’s industry leaders is essential for companies that hope to remain competitive. Identifying appropriate competencies helps senior managers in selecting, developing, and coaching future leaders, as well as mapping career paths and planning management succession.
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Naidu, R. M. "Competency Mapping — A Road Map for Successful Organisations." Management and Labour Studies 34, no. 3 (August 2009): 434–41. http://dx.doi.org/10.1177/0258042x0903400308.
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Talent management is an issue which is engaging the attention of HR managers all across the globe. The amazing speed with which the corporate world is growing has put a great strain on managing human resources. This calls for innovative approaches in managing the work force. One of the means of achieving this is through Competency mapping. Identifying and nurturing competencies enables better performance management leading to successful organizations.
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Nouri, Hamideh, Sattar Chavoshi Borujeni, Sina Alaghmand, Sharolyn Anderson, Paul Sutton, Somayeh Parvazian, and Simon Beecham. "Soil Salinity Mapping of Urban Greenery Using Remote Sensing and Proximal Sensing Techniques; The Case of Veale Gardens within the Adelaide Parklands." Sustainability 10, no. 8 (August 9, 2018): 2826. http://dx.doi.org/10.3390/su10082826.
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More well-maintained green spaces leading toward sustainable, smart green cities mean that alternative water resources (e.g., wastewater) are needed to fulfill the water demand of urban greenery. These alternative resources may introduce some environmental hazards, such as salt leaching through wastewater irrigation. Despite the necessity of salinity monitoring and management in urban green spaces, most attention has been on agricultural fields. This study was defined to investigate the capability and feasibility of monitoring and predicting soil salinity using proximal sensing and remote sensing approaches. The innovation of the study lies in the fact that it is one of the first research studies to investigate soil salinity in heterogeneous urban vegetation with two approaches: proximal sensing salinity mapping using Electromagnetic-induction Meter (EM38) surveys and remote sensing using the high-resolution multispectral image of WorldView3. The possible spectral band combinations that form spectral indices were calculated using remote sensing techniques. The results from the EM38 survey were validated by testing soil samples in the laboratory. These findings were compared to remote sensing-based soil salinity indicators to examine their competence on mapping and predicting spatial variation of soil salinity in urban greenery. Several regression models were fitted; the mixed effect modeling was selected as the most appropriate to analyze data, as it takes into account the systematic observation-specific unobserved heterogeneity. Our results showed that Soil Adjusted Vegetation Index (SAVI) was the only salinity index that could be considered for predicting soil salinity in urban greenery using high-resolution images, yet further investigation is recommended.
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Tench, Ralph, and Angeles Moreno. "Mapping communication management competencies for European practitioners." Journal of Communication Management 19, no. 1 (February 2, 2015): 39–61. http://dx.doi.org/10.1108/jcom-11-2013-0078.
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Purpose – The principle focus of the European Communication Professional Skills and Innovation (ECOPSI) Research project reported in this paper is to develop understanding of the competences held by senior communication practitioners and the contributing knowledge, skills and personal attributes that are relevant to their role. The paper aims to discuss this issue. Design/methodology/approach – This paper is based on 24 months of desk and empirical work by the research team in three core phases: the benchmarking report based on literature reviews in each country region; quantitative data collection from communication practitioners in 42 countries across Europe; qualitative data from 53 interviews across four senior practitioner roles in the six regions of the study’s focus. Findings – The findings highlight the competencies needed by senior practitioners through the creation of the Communication Role Matrix with critical evaluation of the current contemporary issues faced by the sector. Research limitations/implications – The authors acknowledge a limitation of the study regarding the selection of the four studied professional roles. ECOPSI has proven a common understanding of theses four studied roles in Europe, but further research on the competencies of diverse roles performed in the profession would need to be explored for a more comprehensive appreciation of the full spectrum of public relations and strategic communication practice. Practical implications – The paper draws together findings from across Europe and presents a practical interpretation of the project in the form of an online self-diagnostic tool based on an online portal for practitioners to self-complete. Social implications – The programme improves the professionalism of practitioners across Europe and their ability to work across borders in a European and wider international community of communication practitioners. Originality/value – This study benchmarks the educational and practice landscape in six key regions of Europe to demonstrate that the elements focusing on skills, knowledge and personal attributes of European communication professionals can be synthesised using competences as the foundational element. The originality is also reflected in the self-diagnostic tool for the project based on an online portal.
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Ghosh, Tirthankar, and Guillermo Francia. "Assessing Competencies Using Scenario-Based Learning in Cybersecurity." Journal of Cybersecurity and Privacy 1, no. 4 (September 23, 2021): 539–52. http://dx.doi.org/10.3390/jcp1040027.
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Recent years have seen a disconnect between much-needed real-world skills and knowledge imparted to cybersecurity graduates by higher education institutions. As employers are shifting their focus to skills and competencies when hiring fresh graduates, higher education institutions are facing a call to action to design curricula that impart relevant knowledge, skills, and competencies to their graduates, and to devise effective means to assess them. Some institutions have successfully engaged with industry partners in creating apprenticeship programs and work-based learning for their students. However, not all educational institutions have similar capabilities and resources. A trend in engineering, computer science, and information technology programs across the United States is to design project-based or scenario-based curricula that impart relevant knowledge, skills, and competencies. At our institution, we have taken an innovative approach in designing our cybersecurity courses using scenario-based learning and assessing knowledge, skills, and competencies using scenario-guiding questions. We have used the National Initiative for Cybersecurity Education (NICE) Cybersecurity Workforce Framework and the Office of Personnel Management (OPM) Hiring Cybersecurity Workforce report for skills, knowledge, and competency mapping. This paper highlights our approach, presenting its overall design and two example mappings.
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van Huyssteen, Mea, Angeni Bheekie, Sunitha C. Srinivas, and Azeezah Essack. "Continuous Professional Development for Public Sector Pharmacists in South Africa: A Case Study of Mapping Competencies in a Pharmacists’ Preceptor Programme." Pharmacy 8, no. 2 (June 3, 2020): 96. http://dx.doi.org/10.3390/pharmacy8020096.
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Lifelong learning among healthcare practitioners is crucial to keep abreast of advances in therapeutic and service delivery approaches. In South Africa, continuous professional development (CPD) was mandated (2019) for re-registration of pharmacists to illustrate their learning according to the South African Pharmacy Council’s (SAPC) competency standards. This paper uses a preceptor programme linked to the University of the Western Cape School of Pharmacy’s service learning programme to map the competencies employed by pharmacist preceptors in primary care public healthcare facilities in Cape Town in an attempt to encourage completion of their annual CPDs and strengthening the academic-service partnership. Competencies identified were divided into input competencies related to the preceptor’s role in designing and implementing the educational programme in their facilities and assisting students to complete their prescribed learning activities, and output/outcome competencies that emerged from preceptors identifying the facility needs and employing their input competencies. Input competencies pertained to education, leadership, patient counselling, collaborative practice and human resources management. Output competencies related to pharmaceutical infrastructure, quality assurance, professional and health advocacy, primary healthcare, self-management and patient-centred care. The preceptor programme enabled pharmacist preceptors to employ several competencies that are aligned with the SAPC’s competency framework.
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Perera, Srinath, John Pearson, Damilola Ekundayo, and Lei Zhou. "PROFESSIONAL, ACADEMIC AND INDUSTRIAL DEVELOPMENT NEEDS: A COMPETENCY MAPPING AND EXPERT OPINION REVIEW." International Journal of Strategic Property Management 17, no. 2 (June 27, 2013): 143–60. http://dx.doi.org/10.3846/1648715x.2013.806966.
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There is a tripartite pull from academics, industry and professional bodies on the development needs of the Quantity Surveyor (QS). At best, there is scope for misunder-standings between the stakeholders as to what is being required and what is being achieved. At worst there may be actual gaps in the education and/or training being offered and some discrepancies between the levels of attainment. This research sought to review the Royal Institution of Chartered Surveyors (RICS) QS competencies and their application in the delivery of QS degree programmes. The changing development needs of QSs who satisfy the aspirations of industrial, professional and academic stakeholders were investigated through content analysis of the views of an expert forum consisting of relevant stakeholders and a series of competency mapping case studies. The study revealed that there are considerably different standards right across the RICS accredited QS programmes with respect to coverage of competencies. It is concluded that there is no standard benchmark in achieving competencies and it is open to individual interpretation. Further research in the development of a Graduate Competency Threshold Benchmark is suggested to align the disparate views of the stakeholders to accommodate changing development needs.
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Prihatmadji, Wiwiet. "Peningkatan dan Perbaikan dari Temuan Audit External ISO 9001 di LP3I College." Majalah Ilmiah Bijak 16, no. 1 (March 31, 2019): 53–65. http://dx.doi.org/10.31334/bijak.v16i1.324.
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The findings of external audits in order to ensure the implementation of ISO 9001 quality management system at LP3I College for three consecutive years provide benefits in the form of improvement, correction and consistency of the quality management system in accordance with applicable requirements. The methodology used refers to the PDCA methodology as a model for running the management process with continuous improvement. Improved system in the stages of the Plan in the form of Management of quality objectives, analysis and evaluation, as well as back up data. Stage of Do in the form of maintenance evaluation and realization of infrastructure and facilities targets, and Special Basic Skills Ability is set as a reference for the new admissions graduation Criteria. Stages of Check in the form of monitoring and evaluation of Quality Achievements by the leader of his subordinates, analysis and evaluation of customer satisfaction. The Act Stages are an evaluation of the effectiveness of Improvement Measures from the Non Conformance Report (NCR) findings, and makes corrective actions against any non-achievement of quality objectives. Corrections in the implementation of QMS as a solution of the findings by the auditor in the case of nonconformance of internal standards for Plan stage: document validation, re-examination of SOP content, and Evaluation on Outsourcing. For the cycle of Do: supplier evaluation responsibilities. While Check cycle: establishing observation findings as Auditor Suggestions or alternative improvements. Whereas the inconsistency actions that must be controlled so that they are always consistent in carrying out procedures include, stage of Plan : mapping each official according to his competence, stage of Do: the entire course and the recording, and stage of Check: the period of analysis and evaluation of customer satisfaction at least once a year.
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Tetzlaff, Emily, Tammy Eger, Ann Pegoraro, Sandra Dorman, and Victor Pakalnis. "Analysis of Recommendations from Mining Incident Investigative Reports: A 50-Year Review." Safety 6, no. 1 (January 7, 2020): 3. http://dx.doi.org/10.3390/safety6010003.
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A systematic analysis was conducted using ten occupational health and safety commissioned reports from Canada, New Zealand, United States, United Kingdom, and Australia spanning from 1967 to 2015. The objective was to identify commonalities and differences in the key recommendations across the identified reports. The text-mining software Leximancer was utilized to analyze the content of the recommendations through the semantic extraction of dominant themes, and the relational extraction and mapping of thematic relationships against each other. The identified themes were then analyzed within the concept map to fully understand the relationships. Based on the concept map, the thematic analysis provided a longitudinal perspective of the recommendations, identifying six key themes and 49 sets of overlapping recommendations. Key themes included: health and safety hazards (n = 10), legislation, regulations and organizational structure (n = 13), emergency management and mine rescue (n = 9), training, education and competence (n = 10), technology (n = 4), and research (n = 3). The results of this analysis illustrate that the same hazards continue to be identified across reports and recommendations, regardless of time or country of origin. This indicates that the communication of recommendations and/or the strategies developed in response to the recommendations need to be further addressed.
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Pisani, Anthony R., Wendi F. Cross, Arthur Watts, and Kenneth Conner. "Evaluation of the Commitment to Living (CTL) Curriculum." Crisis 33, no. 1 (January 1, 2012): 30–38. http://dx.doi.org/10.1027/0227-5910/a000099.
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Background: Finding effective and efficient options for training mental health professionals to assess and manage suicide risk is a high priority. Aims: To test whether an innovative, brief workshop can improve provider knowledge, confidence, and written risk assessment in a multidisciplinary sample of ambulatory and acute services professionals and trainees. Methods: We conducted a pre/post evaluation of a 3 h workshop designed to improve clinical competence in suicide risk assessment by using visual concept mapping, medical records documentation, and site-specific crisis response options. Participants (N = 338 diverse mental health professionals) completed pre- and postworkshop questionnaires measuring their knowledge and confidence. Before and after the workshop, participants completed documentation for a clinical vignette. Trained coders rated the quality of risk assessment formulation before and after training. Results: Participants’ knowledge, confidence, and objectively-rated documentation skills improved significantly (p < .001), with large effect sizes. Participants’ expectation of their ability to transfer workshop content to their clinical practice was high (mean = 4.10 on 1–5 scale). Conclusions: Commitment to Living is a promising, innovative, and efficient curriculum for educating practicing clinicians to assess and respond to suicide risk. Well-designed, brief, suicide risk management programs can improve clinicians’ knowledge, confidence, and skill.
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Paes Paes de Faria, Ana C. C., Fernando A. F. Ferreira, Paulo J. V. L. Dias, and Amali Çipi. "A CONSTRUCTIVIST MODEL OF BANK BRANCH FRONT-OFFICE EMPLOYEE EVALUATION: AN FCM-SD-BASED APPROACH." Technological and Economic Development of Economy 26, no. 1 (January 24, 2020): 213–39. http://dx.doi.org/10.3846/tede.2020.11883.
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The banking sector is one of the primary drivers of economic development. This sector has been affected by various crises throughout its history – most recently, the 2008 financial and economic crisis. In response, banking institutions have had to make diverse changes to their procedures and deal with new concerns related to changes within markets. One of the main recent developments in this sector is the new commercial function assigned to bank branch front-office employees, who have become responsible for selling financial products and services, as well as recruiting and retaining clients. As a result, the sector needs new employee performance evaluation methods in line with banks and staff members’ requirements. This study combined fuzzy cognitive mapping techniques and the system dynamics (SD) approach to develop a well-informed performance analysis system for assessing bank branch front-office employees. The proposed system was validated by the Business Process Management Competence Center director at Millennium BCP – a Portuguese private banking corporation. The main difference between the model constructed in the present research and current evaluation practices is that the criteria were collected directly from multiple specialists working at different commercial banks, who deal daily with this decision problem. The model’s theoretical and practical implications are also discussed.
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Wolf, Daniel, and Brooke Felger. "Strategic teams: the agents of change." Strategic HR Review 19, no. 1 (December 2, 2019): 32–36. http://dx.doi.org/10.1108/shr-07-2019-0060.
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Purpose The purpose of this paper is to examine the nature of change readiness and resolve as a principal feature of strategic teams. Change leadership and management in the context of strategy, talent and culture provide the organization with the capacity for navigating change at the process, category and business levels. This paper provides a practical look at the cultivation of strategic teams as agents for making change strategy happen. Design/methodology/approach The authors have examined a series of variables that inform the strategic agenda, talent blocks and beams, and the cultural agenda for organizations large and small. They have built a general framework for mapping and engaging what serves as a strong mind-set of change readiness and resolve, along with specific team-building elements for learning and development. Findings Strategic teams that are part of the structure and culture of the organization serve as development grounds for change competence and capacity at the group and individual levels. Further, because there are several types of strategic teams with diverse roles and functions, the change readiness and resolve mechanics are subject to experimentation and adaptation. This results in a strong mind-set for change leadership and management and the ability to deploy effectively across a range of situations, needs and challenges. Originality/value This work offers a practical set of views on change and adaptive capacity, and the development pathways that afford an organization the ongoing preparation of individuals and groups for changes in process and policy, programs and categories and business models through the most demanding transformation journeys.
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Sudirman, Iman, Joko Siswanto, and Atya Nur Aisha. "Software entrepreneurs’ competencies based on business growth." Journal of Research in Marketing and Entrepreneurship 22, no. 1 (May 16, 2020): 111–32. http://dx.doi.org/10.1108/jrme-12-2017-0055.
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Purpose This study aims to identify the competencies of small- and medium-sized enterprises’ (SMEs) entrepreneurs in the software sector and the perceived level of attainment in each competency. It also examines whether these competencies and their levels affect business turnover and growth (in terms of business scale and duration). Design/methodology/approach To accomplish this purpose, the study took a quantitative approach, involving a survey of 33 SME entrepreneurs, which was then processed using statistical tests, including chi-square test, Kruskal–Wallis test and ordinal regression. Findings There were four findings of the study. Firstly, software SME entrepreneurs need 17 competencies, with high levels of soft competencies being required and average levels of technical competencies. Secondly, there are significant differences in perceived levels of customer service orientation (p = 0.089) depending on the scale of the business and in perceived levels of project management (p = 0.087) depending on the duration of the business. Thirdly, customer service orientation (p = 0.031) and project management (p = 0.01) both have a significant influence on business revenues. Fourthly, there were significant gaps in perceived levels of competency (p < 0.05) in achievement orientation, customer service orientation and project management. Originality/value There is existing research that conducts competency mappings at the managerial level in large-scale organizations; however, this sort of research in relation to SME entrepreneurs is still lacking. The present study seeks to fill this gap. It also maps integrated entrepreneurial competencies, including soft and technical competencies; a focus that is lacking in previous studies.
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Veronika, Wunu Veronika. "PENINGKATAN KOMPETENSI GURU DALAM MENYUSUN RENCANA PELAKSANAAN PEMBELAJARAN MELALUI PENDAMPINGAN BERKELANJUTAN DI SMPN SATU ATAP I BAJAWA KECAMATAN BAJAWA KABUPATEN NGADA TAHUN 2019." IMEDTECH (Instructional Media, Design and Technology) 3, no. 2 (December 28, 2019): 35. http://dx.doi.org/10.38048/imedtech.v3i2.215.
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ABSTRAK Penelitian ini bertujuan untuk meningkatkan kompetensi guru dalam menyusun rencana pelaksanaan pembelajaran (RPP) pada Kurikulum 2013 melalui Pendampingan yang berkelanjutan. Subjek dalam penelitian ini adalah Guru-guru SMPN SATAP I Bajawa. Penelitian ini terdiri dari dua siklus, setiap siklus terdiri dari empat tahap yaitu perencanaan tindakan, akting, pengamatan, dan refleksi. Pada umumnya, RPP yang digunakan belum sesuai dengan RPP standar dan belum mematuhi kaidah-kaidah penyusunan RPP. Hal ini terjadi karena kurangnya kemampuan guru dalam menyusun RPP dan juga untuk pemetaan materi yang tertera dalam silabus. Oleh karena itu, dibutuhkan bimbingan berkelanjutan yang dilakukan oleh kepala sekolah dalam menyusun RPP dan juga untuk meningkatkan kemampuan guru. Metode yang digunakan adalah Metode Penelitian Tindakan Sekolah dengan 2 (dua) siklus. Pengumpulan data menggunakan metode observasi, wawancara, dan angket. Terkait dengan permasalahan di atas, perlu adanya bantuan penanganan yang memadai. Dalam hal ini, upaya yang dilakukan adalah dengan melaksanakan pendampingan, yang bertujuan pada peningkatan kompetensi guru melalui siklus yang sistematis. Teknik analisis data adalah menggunakan diskriptif komparatif. Penelitian ini dilakukan dengan tahapan siklus, masing-masing siklus terdiri dari 4 (empat) langkah meliputi : perencanaan, pelaksanaan, pengamatan dan refleksi. Pada kondisi awal memperoleh nilai rata–rata kemampuan guru dalam menyusun RPP yakni 67,61. Pada siklus pertama memperoleh nilai rata–rata kemampuan guru dalam menyusun RPP yakni 78,91. Pada siklus kedua memperoleh nilai rata-rata kemampuan guru dalam menyusun RPP adalah 91,47. Hasil penelitian ini, agar guru memiliki kebiasaan dan menunjukkan peningkatan kompetensi sesuai dengan indikator keberhasilan yang telah ditetapkan dalam menyusun RPP. Saran yang diajukan adalah : (1) perlu diintensifkan peningkatan kompetensi guru dalam menyusun RPP melalui kegiatan pendampingan atau sejenisnya (2) untuk meningkatkan kompetensi guru, sekolah, perlu adanya wahana semacam In House Training (IHT), agar mereka dapat saling bertukar pengalaman melalui dialog akademis.Kata kunci: Kompetensi Guru Menyusun RPP, Pendampingan Berkelanjutan ABSTRACT This study aims to improve the competence of teachers in preparing a lesson plan (RPP) on Curriculum 2013 through ongoing mentoring. Subjects in this study were teachers SMPN SATAP I Bajawa. The study consisted of two cycles, each cycle consisting of four stages: planning the action, acting, observing and reflecting. In general, the RPP is used not in accordance with standard CSP and has not complied with the rules of preparation of the RPP. This happens because of the lack of ability of teachers in preparing lesson plans and also for mapping the material contained in the syllabus. Therefore, it needs continuous counseling conducted by the principals in preparing the RPP and also to improve the ability of teachers. The method used is the method of Action Research School with two (2) cycles.Related to the above problems, the need for adequate management assistance. In this regard, the efforts made by implementing the assistance, which aims at improving the competence of teachers through a systematic cycle. The data analysis technique is using descriptive comparative. This research was conducted in stages, cycles, each cycle consisting of four (4) steps include: planning, implementation, observation and reflection, In the initial condition of obtaining the average value of the ability of teachers in preparing a lesson plan that is 67.61. In the first cycle of obtaining the average value of the ability of teachers in preparing a lesson plan that is 78.91. In the second cycle obtain the average value of the ability of teachers in preparing the RPP is 91.47, The results of this study, so that teachers have the habit and showed an increase of competence in accordance with predetermined indicators of success in preparing the RPP. Suggestions put forward are: (1) need to be intensified to increase the competence of teachers in preparing lesson plans through mentoring or the like (2) to improve the competence of teachers, schools, the need for some sort of vehicleIn House Training (IHT), so that they can exchange experience through academic dialogue. Keywords: Develop Teacher Competence RPP, Sustainable Assistance
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Sharma, Payal, and Jagwinder Singh Pandher. "Competences desired among educational leaders of technical education degree institutions." Journal of Workplace Learning 31, no. 6 (August 12, 2019): 377–90. http://dx.doi.org/10.1108/jwl-09-2018-0110.
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Purpose This study aims to identify and classify various competences and competencies that educational leaders should essentially possess. Design/methodology/approach The systematic review of the literature was conducted to identify various competences of educational leaders in the institutions. Later, an empirical research was conducted. The data were analyzed through confirmatory factor analysis (CFA) using AMOS 20.0 to classify these competences according to their relative importance considering natural gaps in standardized beta (ß) values. In all, 96 administrators of 35 technical institutions of Punjab (India) offering engineering and management programs and 93 veteran educational experts had responded in a survey. Findings The results of the study identified five competences: pedagogical, leadership, innovative, research and evaluation competences. The competencies “help others in improvement and not blame circumstances”, “set high benchmarks” and “align class activities with learning objectives” have qualified among the “most important” competencies for the educational leaders. Research limitations/implications The sample was specific to one state. There may be the chances of response bias in a few situations. Therefore, there are few reservations in generalizing the findings. Practical implications The study has several implications for both the faculty and the technical education degree institutes. The study provides a link between the characteristics and competencies of educational leaders. This study also contributes in terms of mapping of these competencies while recruitment of the faculty to test whether the candidates possess the potential of becoming educational leaders. Originality/value The administrators can test these competencies in their faculty for the purpose of identifying both the educational leaders within their institutes and the potential educational leaders in future by assessing “requisite” and “important” competencies.
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Ruddlesdin, Jennifer, Lauren Wentworth, Sarita Bhat, and Paul Baker. "Competency mapping in quality management of foundation training." Clinical Medicine 10, no. 6 (December 2010): 568–72. http://dx.doi.org/10.7861/clinmedicine.10-6-568.
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