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Relevant bibliographies by topics / Model-based Competency Management

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Academic literature on the topic 'Model-based Competency Management'

Author: Grafiati

Published: 10 September 2021

Last updated: 7 February 2022

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Journal articles on the topic "Model-based Competency Management"

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Kasturi, Kasturi. "Madrasah Tsanawiyah Principal Competency-Based Supervision Management Model." Dinamika Pendidikan 12, no. 2 (March 1, 2018): 114–24. http://dx.doi.org/10.15294/dp.v12i2.13560.

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This research aims to develop a competency-based supervision model as a strategy to address the quality of education issues in Madrasah Tsanawiyah. The specific objective of this research is to identify various aspects that need to be prepared in supervision development, designing and piloting the model and analyzing the effectiveness of the competency-based supervision model by the principal of madrasah in teacher’s professionalism improvement. The research method used Research and Development (R&D) with the following stages: research and information gathering, planning, product development, testing, and final product improvement stage. The supervision activities consist of three activities, namely planning, implementation and supervision follow-up. The supervision planning activity is technical guidance planning. The planning is centered on the principal as a supervisor and teacher involvement as the supervision object. The supervision implementation is held twice every semester towards teacher and learning by using directive model. The supervision follow-up activities are learning improvements. The overall supervision implementation has gone well with the score of 83.3. Most of the Madrasahs have conducted scheduled and periodic supervision. The development of supervision modell that emphasizes the Madrasah Tsanawiyah principal’s competence strengthening is done by developing the focus and objectives of the supervision, not only in the academic aspect, but also the managerial aspect and the human resources improvement through the implementation of collaborative management.

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Haddad, Ghada, and Anne Greene. "Quality Risk Management—A Role-Based Competency Model." PDA Journal of Pharmaceutical Science and Technology 74, no. 1 (September 13, 2019): 58–72. http://dx.doi.org/10.5731/pdajpst.2019.010496.

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Haddad, Ghada, and Anne Greene. "Quality Risk Management—A Role-Based Competency Model." PDA Journal of Pharmaceutical Science and Technology 74, no. 1 (2020): 58–72. http://dx.doi.org/10.5731/pdajpst.2019.10496.

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Bushuyev, Sergiy D., Denis A. Bushuev, Natalia S. Bushuyeva, and Boris Yu Kozyr. "ІНФОРМАЦІЙНІ ТЕХНОЛОГІЇ РОЗВИТКУ КОМПЕТЕНЦІЙ МЕНЕДЖЕРІВ З УПРАВЛІННЯ ПРОЕКТАМИ НА ОСНОВІ ГЛОБАЛЬНИХ ТРЕНДІВ." Information Technologies and Learning Tools 68, no. 6 (December 27, 2018): 218. http://dx.doi.org/10.33407/itlt.v68i6.2684.

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Global processes and their trends taking place in various fields of knowledge with a significant acceleration affect the development of information and communication technologies and project management competences, programs and project portfolios. The purpose of the article is to develop and investigate the mechanisms for assessing the project managers’ competences for their development based on global trends and Agile's flexible methodology in project management in creating modern information and communication technologies in the field of project management. Global trends that create challenges in developing project management competences and programs are related to global acceleration, digitalization of society, development of block chains, cloud and fog technologies, active introduction of intelligent systems, transition from "rational economy" to "behavioural economy". The convergence of these trends creates a new platform for the effectiveness of applying existing methodologies, knowledge systems and methods for evaluating the competence of project managers. On the basis of convergence, integration and harmonization of methodologies for project and program management, a step-by-step approach to research has been identified. The formation of an updated system of competences based on global trends lies in the replacement of paradigms from traditional life cycle project models to flexible models such as Agile. Decision-making in the conditions of uncertainty on the basis of datamining become more justified. The article deals with modern information models of projects and programs, changing system of project managers’ competences, bringing together decision-making models and methods. At the same time, the change of competences, as actions or functions that project managers must perform, affects the model of competency and the assessment system, including key indicators of competency. The informative model of diagnostics application of competency models and methods of project management in digital and "behavioural economics" is based on the use of flexible methodologies. Some key indicators of competency are defined that are applied in the assessment of the project manager competency based on his competences in the project team. Patterns of project managers' behaviour when designing product and project management have been studied. The patterns allowed authors to identify bottlenecks in applying Agile project management methodologies in the convergence of trend information models and technologies. An example of information technology for managing the competency assessment of project managers by the IPMA ICB4 model is given.

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Walsh, Aidan P., Denis Harrington, and Peter Hines. "Are hospital managers ready for value-based healthcare?" International Journal of Organizational Analysis 28, no. 1 (January 13, 2020): 49–65. http://dx.doi.org/10.1108/ijoa-01-2019-1639.

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Purpose Hospital organisations are currently experiencing significant challenges that have encouraged a move towards a value-based approach to health care. However, such a transition requires understanding the underlying competencies required to enable such a focus. This paper aims to undertake a systematic review of the available literature on managerial competencies in hospitals and considers these in a value-based health-care context. Design/methodology/approach A systematic literature review was conducted to identify research studies that describe the characteristics of management competence in hospital environments. Findings Categories and sub-categories of management competence in hospitals were identified and considered in a value-based health-care context. Research limitations/implications The systematic literature review identifies a need for further research regarding managerial competencies of managers of hospitals. Competencies for managing in a value-based health-care model also require deeper investigation. Practical implications The categories of management competence provide guidance to organisations transitioning towards value-based health care in terms of identifying and developing management competencies. Hospitals should consider the development of a competency model that includes broader categories of competencies than purely clinical or professional competencies. Originality/value This study builds upon and advances previous reviews of management competence in hospitals, and the competency categories presented can be used as a basis to identify management competency requirements in hospitals.

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VRANIAK, LUKÁŠ, LUKÁŠ MAZÁNEK, and ZDEŇKA KONEČNÁ. "COMPETENCE APPROACHES: REVIEW OF CURRENT CONCEPTS AND THEORIES." AD ALTA: 07/02 7, no. 2 (December 31, 2017): 134–37. http://dx.doi.org/10.33543/0702134137.

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Purpose of the article: Purpose of the article is to provide an overview of the original ideas and theoretical approaches in the field of competence approach of project managers. Methodology/methods: A comprehensive review of the most cited scientific literature and articles published predominately in past ten years in personnel oriented journals was carried out. Scientific aim: The contribution is the identification of the different understanding of competence and competency definitions and competence based approaches (Management by Competencies, Competence models) to obtain holistic view and the ability to perceive competences/competencies as an important part of project management in all its contexts. Findings: There had been identified differences in perception of competence and competency. Next up competencies were classified and application of competency model in work of project managers thanks to management by competencies had been introduced. Conclusions: The paper provides better understanding of the topic and are subsequently a basis for processing research in the current state of managerial competencies in Czech companies with project passed organizational structure.

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Podmetina, Daria, Klas Eric Soderquist, Monika Petraite, and Roman Teplov. "Developing a competency model for open innovation." Management Decision 56, no. 6 (June 11, 2018): 1306–35. http://dx.doi.org/10.1108/md-04-2017-0445.

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PurposeFrom the organisational perspective, the authors know that management, including innovation management, becomes less “organised” by bureaucracy and administrative tools, and much more impacted by organisational capabilities, competences and hidden, “soft” routines, bringing innovation and creativity to the core of organisation. The purpose of this paper is to focus on competency sets for open innovation (OI) and is to provide recommendations for OI competency development in companies, linked to the core OI processes.Design/methodology/approachThe research is exploratory and aims at theory-based practical indication combining deductive identification of competency clusters and inductive model development. Thus, the authors apply quantitative methods to data collection and analysis. The authors conducted an extensive literature review on competence challenges with regard to execution of OI, and empirical data analysis based on a large-scale structured industrial survey in Europe (N=264), leading to the development of competency sets for companies. SPSS tools are applied for empirical tests.FindingsThe authors develop a generic OI competency model applicable across industries, combined with organisational implications for sustaining OI management capabilities. The research clusters competencies based on the empirical analysis, which addresses the various challenges of OI, leading to recommendations for competency management in an OI context.Research limitations/implicationsThe data were collected from one key informant per company. Although the authors made efforts to ensure that this was a senior manager responsible for innovation, the authors cannot exclude some bias in the way that OI activities and related competencies are perceived. Exploratory nature of the research, which calls for a more systematic investigation of the OI activity modes and the OI competencies resulting competency model. In particular, the competencies could be tested on an inter-professional sample of employees with involvement in and/or responsibility for innovation, development, and HR management, as well as on leaders of innovating companies. Third, although significant in size for the analyses undertaken, the sample is not large enough to enable a more fine-tuned analysis of regional differences across Europe in the way that OI is managed through the development and implementation of competencies.Practical implicationsThe research contributes to the OI management field with an outlined OI competency profile that can be implemented flexibly and tailored to individual firm’s needs. It brings indications for both further theory building and practice of innovation organisation, especially with regard to human resource development and organisational capability building for OI.Social implicationsThe social implications of the paper result from the contribution to innovation management competency development in OI regimes, which is an important tool for designing contemporary educational programmes, contributes to OI management sophistication in business which is especially important during the economy slowdown and search for new sources of growth and productivity, and supports firms productive engagement in OI ecosystems and collective technology upgrading towards higher societal benefits and stakeholder involvement.Originality/valueAn empirically grounded OI competency model is proposed with an implication to support human resource development for OI. To the best of the authors’ knowledge, there has been no prior attempt to build such a model. The distinguished feature of the research is its extensive European coverage of 35 countries and multinational scope. The empirical validation strategy makes the research extremely relevant for management decisions related to human factors related OI capability development in organisations.

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Harianto, Joanggi Wiriatarina, Nursalam Nursalam, and Yulis Setiya Dewi. "Patient Safety Based Knowledge Management SECI to Improve Nusrsing Students Competency." Jurnal NERS 10, no. 2 (October 15, 2015): 324. http://dx.doi.org/10.20473/jn.v10i22015.324-331.

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Introduction: Patient safety is an important component of health services quality,and basic principles of patient care. Nursing students also have a great potential to make an action that could endanger the patient, because hospital is one of student practice area. The purpose of this study was to improve the nursing students competency in patient safety by using knowledge management SECI approached. Method: The study used exploratory survey, and quasy experiment. The samples were some of nursing students of STIKes Muhammadiyah Samarinda who were on internship programme that selected using simple random sampling technique, in total of 54 students. This research’s variables were the knowledge management SECI based-patient safety and nursing student’s competency. The data were collected by using questionnaires and observation. The data were analyze by using Partial Least Square (PLS). Result: The result showed that there were significant influence the implementation of a model patient safety based knowledge management seci on increased competence nursing students. Discussion: Improved student competency in patient safety using SECI knowledge management was carried out in four phases, that is Socialization, Externalization, Combination, and Internalization. The result was a new knowledge related to patient safety that able to improve the student’s competency..Keywords: Patient safety, Knowledge management, SECI, competency

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Пуляева and Valentina Pulyaeva. "Competency Model for Managers in Client-Oriented Economy." Management of the Personnel and Intellectual Resources in Russia 4, no. 2 (April 17, 2015): 24–30. http://dx.doi.org/10.12737/11191.

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Current stage of development of economy and society is characterized by general customization, increasing role of consumers and their needs;and today only those companies can lead the global fi erce competition which have unique intellectual resources. First of all, these resources include personnel competence. In this regard, the modern theory of human resource management actively developsthe competency-based approach. However, the existing competency models do not take into account all aspects of modern management and economy intellectualization, among which knowledge management has a special place due to the dependence of quality of goods and services on managers’ skills; hence the competitiveness of the business as a whole depends on the knowledge of managers at various levels. This paper deals with the implementation of the principles of modern client-oriented management andoff ers the competency model for managers developed by the author.The model meets the requirements of the new economy, in which the key role is played by professional knowledge and skills of employees in the production of quality goods and services. This model is based on existing and proven developments in the fi eld of human resource management.The author based the model on ”20 faces” model of manager’s competencies, but redesigned it completely, supplemented, extended and specifi ed levels of development for each of the features in this model. The proposed model can be an eff ective tool for human resource management and knowledge management in the transition to the production of goods and services with high consumer value.

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Schmal, Rodolfo, Martin Schffernicht, and Andres Ruiz-Tagle. "COMPETENCY-BASED UNIVERSITY UNDERGRADUATE TEACHING MANAGEMENT: PROPOSAL FOR A CONCEPTUAL MODEL." JISTEM Journal of Information Systems and Technology Management 2, no. 3 (December 1, 2005): 229–43. http://dx.doi.org/10.4301/s1807-17752005000300001.

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Dissertations / Theses on the topic "Model-based Competency Management"

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Cochran, Graham R. "Ohio State University Extension Competency Study: Developing a Competency Model for a 21st Century Extension Organization." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243620503.

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Schwertner, Stefan. "An activity based competency model for ANSP purchasing professionals : a case study at DFS Deutsche Flugsicherung GmbH." Thesis, University of Gloucestershire, 2015. http://eprints.glos.ac.uk/3433/.

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With the role of purchasing evolved from a paper pushing function to a strategic and value creating player in global businesses (Espich, 2004), the activities of purchasing professionals today are knowledge- and competence driven. The purpose of this study is to identify the competency needs of purchasing professionals at DFS Deutsche Flugsicherung GmbH (DFS), Europe’s largest Air Navigation Service Provider (ANSP). It also seeks to explore the role of implicit participant knowledge in the process of competency identification and model development. For these reasons, a mixed-method case study at DFS is conducted. After reviewing the literature, a purchasing competency model is developed from scratch through exploring the target population’s self-image on competency needs and by contrasting these results to the view of purchasing department’s internal customers and management. The so developed model is then verified through participant observations and the identification of the implicit knowledge of competency needs of purchasing professionals. The study contributes to business practice and the theory of competency modeling. It identifies competencies in an area where little is known about competency requirements and explores the need to consider implicit participant knowledge in the model development process. The research outcomes are valuable to solve a real-world problematic situation through developing an activity based, multi-perspective and future oriented competency model. The study provides an example of how the aspect of implicit knowledge can be integrated when studying competencies. Results from this case in Europe’s leading ANSP are likely to be transferrable to other companies in the industry.

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Van, der Ross Eric. "The National Center for Health Leadership Competency Model: Its applicability to the South African context." University of the Western Cape, 2014. http://hdl.handle.net/11394/4212.

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Magister Commercii - MCom
Equitable access to quality health care is an essential element and a fundamental right for human development in any country. The South African health system prior to 1994 can be construed as one characterised with inequality and human development disparity. Various policies have since been promulgated and implemented to redress the inequalities of the past. Poverty related illnesses remain widespread, the reemergence of infectious diseases and social impacts are putting additional pressure on an already overburdened health system. These challenges have heightened expectations for leadership to manage the health system of the country more effectively and efficiently. A shortage of critical skills and trained health personnel have been cited as two of the major challenges for effective quality care within the health sector and have been described by The World Health Organisation as the heart of any successful health system in any country (Coovadia et al. 2009). However, there is a severe lack of formal evaluation of the competencies of hospital managers, as well as their needs for future training in South Africa. The public has become more health conscious and the request for quality care is increasing, demanding health professionals with increased levels of competence. There is a paucity of research in the health management literature that systematically specifies and assesses which competencies are important to facilitate leadership development, especially in a developing country context. The research aims to identify and determine a comprehensive set of managerial competencies for health leadership in South Africa that could enable leaders to successfully lead the health sector beyond the 21st century. The research is based on the National Center for Health Leadership (NCHL) framework that was developed through a synthesis of the literature on leadership and management competencies in health and related domains (NCHL, 2006). A survey approach using a pre tested questionnaire was administered to management in public and private sector hospitals. Respondents were asked to rate the level of importance of each of the 80 competency statements pertaining to the National Center for Health Leadership competency model.

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Olivier, Marina. "The development of a model for the assessment of the subject entrepreneurship and business management at the N4 level using an outcomes based education approach." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/86.

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The focus of this study is on assessment in an Outcomes Based Education environment. The question arises as to how assessment of Entrepreneurship and Business Management-N4 can be changed to suit an Outcomes Based Education approach. Action research was used as the research methodology and the findings were reported as case studies. A sample of three colleges in the Eastern Cape was chosen to take part in the study. Only two modules of the Entrepreneurship and Business Management-N4 syllabus were adapted to suit an Outcomes Based Education approach, as the students still had to write the normal external examination at the end of the semester as required by the Department of Education. In the first two cycles the participants implemented Outcomes Based Education in the classroom using only the resources available at the college for the old education system. During the third cycle the researcher implemented Outcomes Based Education in the classroom under the same circumstances, but with the advantage that the researcher benefited from the reflections of the first two cycles. In order for assessment to meet the requirements of an Outcomes Based Education approach, it was necessary to change teaching practices as well. Important aspects such as group work, new assessment methods, the role of resource materials and the training of lecturers were included in the study. At the end of the third cycle a model for the assessment of Entrepreneurship and Business Management-N4 was developed. Recommendations on aspects such as students, lecturers, resources and assessment were made.

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Koenigsfeld, Jason Paul Hubbard Susan Sorrells. "Developing an industry specific managerial competency model for private club managers in the United States based on important and frequently used management competencies." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Fall%20Dissertations/Koenigsfeld_Jason_42.pdf.

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Vieira, Marta Joana Barreto de Atalayão Lopes. "A gestão do capital humano na Groundforce Portugal." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10962.

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Mestrado em Gestão de Recursos Humanos
O contexto empresarial atualmente vivido em Portugal obriga a que, cada vez mais, as empresas envidem esforços no sentido de mudarem e adaptarem-se às condições de mercado, para assim superarem desafios e serem competitivas. Para tal, é imprescindível desenvolver novas metodologias e ferramentas que as ajudem a inovar e que promovam mudanças que concretizem os resultados que ambicionam. O sucesso desta mudança está nas suas pessoas. É na sequência desta certeza que resulta o presente relatório, o qual traduz uma experiência de estágio e de mentoring na Groundforce Portugal. Esta relação acompanhou o desenho e implementação de diversos processos do Sistema Integrado de Recursos Humanos, tais como o recrutamento, a gestão de desempenho, a análise e descrição de funções, entre outros.
Portugal's current business environment requires that companies strive to make an effort to change and adapt to market conditions, so as to overcome challenges and be competitive. To this end, it is imperative to develop new methodologies and tools to help them innovate and promote changes that materialize the results they so desire. The success of this change is in its people. The current report follows from that idea and demonstrates an internship and mentoring experience in Groundforce Portugal. Such interaction followed the design and implementation of various processes of the Integrated Human Resource Model such as recruitment, performance management, analysis and description of functions, among others.

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Jobst, Thomas Baker Paul J. "The school improvement planning process in a high school a case study of the North Central Association outcomes endorsement model /." Normal, Ill. Illinois State University, 1998. http://wwwlib.umi.com/cr/ilstu/fullcit?p9924348.

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Thesis (Ed. D.)--Illinois State University, 1998.
Title from title page screen, viewed July 13, 2006. Dissertation Committee: Paul Baker (chair), Dianne Ashby, George Padavil, William Rau. Includes bibliographical references (leaves 147-150) and abstract. Also available in print.

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Rosa, Stefan de Oliveira. "HRCSystem: sistema multiagente BDI como auxílio na gestão de profissionais por competências." Universidade do Vale do Rio do Sinos, 2009. http://www.repositorio.jesuita.org.br/handle/UNISINOS/2280.

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Made available in DSpace on 2015-03-05T14:01:21Z (GMT). No. of bitstreams: 0 Previous issue date: 3
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
Este trabalho apresenta o desenvolvimento do HRCSystem (Sistema de Consulta a Recursos Humanos), desde concepção até os experimentos de validação. Intrínseco ao desenvolvimento do sistema estão os conceitos de áreas como Gestão de Projetos, Gestão por Competências e Engenharia de Software Orientada a Agentes. O principal objetivo do HRCSystem é auxiliar gerentes de projetos na escolha de um profissional que seja mais adequado à realização de uma atividade, considerando características de qualificação e disponibilidade deste profissional. Para isso, o HRCSystem implementa um modelo cognitivo para representar conceitos de competência humana e processos de gestão de competência de natureza psicológica. Este modelo cognitivo de competências também é proposto na dissertação, sendo outro importante resultado deste trabalho. Metodologias como TROPOS, Prometheus e Métodos Derivados de ITS (Intelligent Tutoring System) dão suporte às fases de análise e projeto do sistema. A fase de implementação é executada com aux
This work presents the development of the HRCSystem (System to Query Human Resources) from conception up to the experiments for validation. Intrinsic to the development of the application are the concepts of research areas as Project Management, Competencies Management and Agent-Oriented Software Engineering. HRCSystem goal is to assist project managers in choosing a professional that is more appropriate for some activity, considering the competencies and availability of the professional. To do so, HRCSystem implements a cognitive model aimed to represent human competency concepts and competence management processes of psychological nature. This cognitive model of competencies is also proposed in this work, being another important result of it. Methodologies like TROPOS, Prometheus and Methods Derived from ITS ( Intelligent Tutoring System) support analysis and design phases of the system. The implementation phase is executed with the help of AgentSpeak(L) language and JASON tool. Finally, both model and s

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Wu, Chieng-Hong, and 吳建宏. "Using People Capability Maturity Model to Construct Competency-Based Human Resource Management." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/00956531012118606502.

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碩士
國立高雄應用科技大學
人力資源發展系碩士班
95
In today’s organizations, importance of human resource management is much emphasized. With the concept of human capital popularizing, more and more organizations are thinking how to get HRM well done. People Capability Maturity Model is a roadmap for implementing HRM practices that improve the capability of an organization’s workforce and increase the maturity level of an organization. The business environment and nature of work are changing rapidly. HRM is not supposed to just focus attention on the work done by workers. Competency-Based HRM is dissimilar. It can keep off the dysfunctional job descriptions, and predict workers’ performance. Competency-Based HRM focuses attention on the people who do the work. This is another approach to implement HRM. In the future, it may be the new paradigm. By using People Capability Maturity Model as a framework model, collecting and analyzing the references of HRM, this research tries to construct Competency-Based HRM.

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Brits, David Wilhelmus. "Building and validating a competency model delivered by a corporate university." Thesis, 2013. http://hdl.handle.net/10210/8466.

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D.Phil. (Leadership in Performance & Change)
Over the past four to five years, the role of central banks has grown increasingly important globally in respect of national and international financial and economic stability. The recent financial crises have emphasised the critical role that central banks, in particular their bank supervisors and regulators, could and should play in stabilising the financial sector to curb the potential spread of economic and financial instability internationally. Though many central banks agree on what the core functions of a central bank should be, there is little or no consensus globally about what constitutes a “competent central banker”. It is for this reason that this study was undertaken. More specifically, the study was intended to enable central banks to have a “common language” for describing central banker competencies. A validated central banker competency model could also help to align and create in central banks a common focus on ensuring effective human resources management. Furthermore, there is a need in central banks for an integrated learning and development delivery model which could deliver the critical competencies required by central bankers, in particular the use by central banks of the corporate university model as the principal learning and development delivery mechanism. In this regard, the study discusses the core features that underpin the principles on which most corporate universities are based, namely (a) a learning business driven by and focusing proactively on real-time business needs; (b) the custodian of the intellectual equity of the organisation as expressed in its core organisational competencies and its people’s skills, knowledge and expertise; (c) the seamless merging of learning/teaching and business action into a single, connected process; (d) the adoption of a comprehensive, integrated learning/teaching perspective on the business and its respective role players; and (e) a key enabler to, catalyst of, and institutor of organisation-wide change at the strategic, managerial and operational levels. Against the above background, the two-fold problem statement of the study was, firstly, to develop and validate a central banker competency model for central bankers; and secondly, to identify and assess a suitable learning and development delivery model which could effectively deliver these competencies, and more specifically the suitability of a corporate university in playing this delivery role for central banks.

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Books on the topic "Model-based Competency Management"

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Karpova, Elena, and Elena Chumachenko. Finances of organizations (enterprises). ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/1003768.

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The tutorial discusses the finances of organizations (enterprises), which are an independent part of financial system that supports the production of goods and services. It is in this part of financial system accounts for a significant part of national income of the country, carried out the distribution of income within organizations and partial redistribution through the budget system and the system of extra-budgetary funds. Meets the requirements of Federal state educational standards of higher education of the last generation. Structure of the study was developed based on the requirements to level of preparation of graduates in accordance with the competence model of higher education. For students enrolled in fields of study 38.03.01 "Economics" and 38.03.02 "Management". May be of interest to graduate students, teachers of economic universities, as well as for employees of financial services of commercial organizations.

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United States. Office of Personnel Management. Policy and Systems Division, ed. The Management excellence framework: A competency-based model of effective performance for federal managers. [Washington, D.C.?]: U.S. Office of Personnel Management, Office of Training and Development, Policy and Systems Division, 1986.

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Granacher, Robert P. Neuropsychiatric Aspects Involving the Elderly and the Law. Oxford University Press, 2017. http://dx.doi.org/10.1093/med/9780199374656.003.0002.

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Neuropsychiatry has generally been concerned with the diagnosis and management of syndromes with productive symptoms (positive symptoms) such as hallucinations, mood changes, and delusions. This chapter focuses on the brain-based forensic issues before the law concerning the neuropsychiatry of the older patient. These include the forensic infinitives of legal cognitive capacity to be competent to be tried, enter a plea, be a witness, consent generally, enter a contract, make a will, resist undue influence, refuse treatment, give informed consent, have general competence, have specific competence, be fit for duty, be criminally responsible, be civilly committable, and resist elder abuse. Fundamentally, the forensic neuropsychiatric question is: does a brain disorder remove the individual capacity to understand, decide or act in a specific circumstance before the law? Thus, a well-planned forensic assessment of a geriatric person usually requires a neuromedical psychiatric examination model. This may include examinations, laboratory testing, structural neuroimaging, cognitive screening, and neuropsychological testing. It also may involve lumbar puncture functional neuroimaging and other neurodiagnostic testing.

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Book chapters on the topic "Model-based Competency Management"

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Li, Xiaofeng, and Taojun Feng. "The Evaluation of College Students’ Entrepreneurial Competency Based on PCA-ANN Model." In Proceedings of the Eighth International Conference on Management Science and Engineering Management, 1469–80. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-55122-2_126.

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Huang, Peng. "A Research on the Capacity Development of Chinese Construction Project Manager Based on Theory of Competency Model." In International Asia Conference on Industrial Engineering and Management Innovation (IEMI2012) Proceedings, 909–16. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38445-5_95.

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Oliveira, Stefan, and João Carlos Gluz. "Agent-Based Cognitive Model for Human Resources Competence Management." In Advances in Experimental Medicine and Biology, 41–60. New York, NY: Springer New York, 2009. http://dx.doi.org/10.1007/978-0-387-79100-5_3.

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Tang, Liang. "Knowledge Workers’ Competence Evaluation Model Based on Extenics." In The 19th International Conference on Industrial Engineering and Engineering Management, 1017–26. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-37270-4_97.

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Przemysław, Różewski, and Ciszczyk Magdalena. "Model of a Collaboration Environment for Knowledge Management in Competence-Based Learning." In Computational Collective Intelligence. Semantic Web, Social Networks and Multiagent Systems, 333–44. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-04441-0_29.

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Cedzich, Maximilian, and Roland Jochem. "Proactive Competence Management for Employees: A Bottom-Up Process Model for Developing Target Competence Profiles Based on the Employees’ Tasks." In Human Interaction, Emerging Technologies and Future Systems V, 1123–30. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-85540-6_144.

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"Competency Integration." In Advances in Human Resources Management and Organizational Development, 45–65. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6516-2.ch003.

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The integration of competency and systems and subsystems of performance management is necessary for a business wishing to improve its overall performance. A single system of performance management leads to effectiveness and there is evidence supporting this notion. Competence-based integration vertical and horizontal alignments are covered in this chapter. Vertical and horizontal alignments impacts business outcomes. A newer model of system alignment introduces what is specific for integrating competency within a business; the “V” shape integrative alignment model is thoroughly discussed along with its impact on organizational processes, systems, and subsystems.

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"Competency Models' Return on Investment." In Advances in Human Resources Management and Organizational Development, 136–45. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6516-2.ch007.

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When businesses invest in the competency model, they want to know they are putting businesses' financial resources in the right place. The literature and the evidence support the use of competency models. Those best-in-class organizations outperform their competitors when organizational competencies are in place for employees and the business has a valid competency model. The discussion that follows discusses executives' return on investment (ROI)—providing specific formulas relative to competency modeling. Finally, the discussion supports the reader through various resource tools for the executives to use and questions to be answered when examining competence-based ROI.

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"Training model for young teachers based on competency for China’s application-oriented universities." In Management, Information and Educational Engineering, 603–8. CRC Press, 2015. http://dx.doi.org/10.1201/b18558-136.

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Kumar, Parvesh, Sandeep Singhal, and Jimmy Kansal. "Competency Mapping for Technical Educational Institutes in India." In Advances in Human Resources Management and Organizational Development, 143–54. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6537-7.ch008.

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Achieving and maintaining organizational excellence in a technical educational institution largely depends on the competencies of faculty members. Consequently, the management of faculty competencies are very important for any technical educational institution. Work skills lead to significant organizational growth which provides a competitive advantage to technical educational institutions. A critical factor related to the long-term success of an institution is its ability to assess the efficiency of the faculty and use that knowledge to achieve tangible results. For the overall development of students and the organization, knowledge of faculty members about mapping systems and process upgradation is important. This chapter discusses in depth the mapping of competences in the technical educational institute at different levels and analyzes the deficiencies in required skills to improve the level of competency. The research was carried out by taking a study on a government engineering institute based at Haryana, India as a model technical educational institute.

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Conference papers on the topic "Model-based Competency Management"

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Wang, Sheng-Qiao. "Competency-Based of Staff Mentoring Model." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577996.

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He, Yonggui, and Yan Zhao. "Research on Person-Post Fit Based on Competency Model." In 2008 International Conference on Risk Management & Engineering Management. IEEE, 2008. http://dx.doi.org/10.1109/icrmem.2008.88.

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Bai, Bing, and Zhiqiong Guo. "Analyzing Top-Notch Innovative Competency of Postgraduate Students Based on Competency Model." In 2nd International Conference on Education, Management and Social Science (ICEMSS 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/icemss-14.2014.115.

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Shen Baoguo. "Building competency model for foreign-related talents based on SEM." In 2012 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2012. http://dx.doi.org/10.1109/iciii.2012.6339848.

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Yue Wang and Shengbin Yang. "Competency model based on large aircraft designer human resource management." In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6011190.

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Xiao, Han. "Design of counselor student management system based on competency model." In 2021 13th International Conference on Measuring Technology and Mechatronics Automation (ICMTMA). IEEE, 2021. http://dx.doi.org/10.1109/icmtma52658.2021.00131.

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Meng, Qingliang, and Guicheng Yu. "A KSAO Based Solvers’ Competency Model in Crowdsourcing Contests." In 2021 International Conference on Modern Management and Education Research (MMER 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210915.001.

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Jibin, Ma, and Zheng Baoqing. "Model Designed for Selecting Top Executives of an Enterprise Based on Competency." In 2008 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2008. http://dx.doi.org/10.1109/iciii.2008.100.

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Chen, Xiaoyu, and Pengfei Jiang. "Competency Model-Based Improvement of Marketing Training Process Design." In Proceedings of the 3rd International Seminar on Education Innovation and Economic Management (SEIEM 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/seiem-18.2019.56.

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Meilin, Yu, and Xiao Duo. "Research on the Human Resource Management Mode based on Competency Model." In 2015 Conference on Informatization in Education, Management and Business (IEMB-15). Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/iemb-15.2015.215.

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