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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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SOUZA, ALMIR ROGÉRIO DA SILVA, and ISABELLA FRANCISCA FREITAS GOUVEIA DE VASCONCELOS. "Meritocracy and competency-based people management model: utopia or organizational reality?" Cadernos EBAPE.BR 19, no. 1 (March 2021): 190–202. http://dx.doi.org/10.1590/1679-395120190100x.
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Resumo Neste trabalho se realiza uma revisão de literatura sobre o valor meritocracia nas sociedades contemporâneas e nas organizações. Relacionamos o valor meritocracia a um modelo de gestão de pessoas baseado em competências (modelo estratégico de gestão de pessoas), onde são definidos objetivos e metas claras de forma transparente com equipes de trabalho e indivíduos e realizada uma avaliação de desempenho segundo critérios claros previamente estabelecidos e, quando apurado o mérito, o mesmo é reconhecido com base em remuneração diferenciada para indivíduos e equipes, além de ser reconhecido o mérito de forma simbólica. Ressalta-se que um sistema meritocrático e uma gestão por competências reforçam o sentimento de justiça social nas organizações e equidade e as relações de confiança no sistema. Depois de realizada uma pesquisa, onde foram entrevistados 17 executivos alunos do Mestrado Profissional em Administração, em uma organização de ensino de excelência, constatou-se que 53% dos mesmos trabalham em empresas consideradas meritocráticas por eles e 36% em empresas parcialmente meritocráticas e 11% em empresas onde não existe nenhum reconhecimento de mérito. Analisaram-se as causas destes resultados, propondo-se soluções para o aprimoramento destes sistemas.
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Reinaldo Tanihatu, Arthur, Sutrisno T., Nurkholis, and Wuryan Andayani. "The role of regulatory pressure and competence in the application of accrual-based accounting through organizational culture." Problems and Perspectives in Management 17, no. 1 (February 28, 2019): 130–41. http://dx.doi.org/10.21511/ppm.17(1).2019.12.
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The study aimed to examine the effect of regulatory pressure and competence on the application of accrual-based accounting through organizational culture. This research was conducted at the Central Maluku and South Maluku Regency regional work unit, Maluku Province. The sampling technique utilized in this study was proportionate stratified random sampling. There were 102 respondents from 17 SKPD, and 6 respondents were from each SKPD. Research result exhibited that regulatory pressure, competence, and organizational culture significantly influence the application of accrual-based accounting. The organizational culture successfully mediates the influence of regulatory pressure and competency on the application of accrual-based accounting. This research model differs from previous research, namely on the development of research models by incorporating organizational culture as a media variable. Previous studies only explained the model partially the relationship of regulatory pressure, competency, organizational culture to the application of accrual-based accounting, while in this study the variables were explained in a new model unit.
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Paul, Fiona, Leah Abecassis, Dawn Freiberger, Susan Hamilton, Pamela Kelly, Elizabeth Klements, Christine LaGrasta, et al. "Competency-based Professional Advancement Model for Advanced Practice RNs." JONA: The Journal of Nursing Administration 49, no. 2 (February 2019): 66–72. http://dx.doi.org/10.1097/nna.0000000000000719.
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Ramly, Amir Tengku, and Dudung Abdul Syukur. "Strategic Management of Organization Development and Civil Service Based PumpingHR Model at Ibn Khaldun University Bogor." Integrated Journal of Business and Economics 2, no. 1 (February 13, 2018): 64. http://dx.doi.org/10.33019/ijbe.v2i1.59.
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Ibn Khaldun University which is the oldest Islamic campus in the city of Bogor founded by ulama leaders has a future interest to be a modern, leading-edge private campus with strong Islamic roots. This study aims to get UIKA's human resource management strategy that can become a strategic human resource for the achievement of UIKA's mission vision. This study is evaluative-descriptive, scientific literature search results with secondary data and modern theories of strategic management. UIKA's human resource development starts from creating a strategic plan, UIKA's future organizational structure and determining three important competency standards, namely (1) core competency standard, and (2) managerial competency standard, and (3) Supporting Competency.
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Dainty, Andrew R. J., Mei-I. Cheng, and David R. Moore. "Competency-Based Model for Predicting Construction Project Managers’ Performance." Journal of Management in Engineering 21, no. 1 (January 2005): 2–9. http://dx.doi.org/10.1061/(asce)0742-597x(2005)21:1(2).
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Macris, A., E. Papadimitriou, and G. Vassilacopoulos. "An ontology‐based competency model for workflow activity assignment policies." Journal of Knowledge Management 12, no. 6 (October 24, 2008): 72–88. http://dx.doi.org/10.1108/13673270810913630.
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McEvoy, Glenn M., James C. Hayton, Alan P. Warnick, Troy V. Mumford, Steven H. Hanks, and Mary Jo Blahna. "A Competency-Based Model for Developing Human Resource Professionals." Journal of Management Education 29, no. 3 (June 2005): 383–402. http://dx.doi.org/10.1177/1052562904267538.
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Winter, Peggi Banahan. "The Design of an Evidence-Based Competency Model." Journal for Nurses in Professional Development 34, no. 4 (2018): 206–11. http://dx.doi.org/10.1097/nnd.0000000000000454.
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Wysocka, Magdalena, and Roman Lewandowski. "Key Competences of a Health Care Manager." Journal of Intercultural Management 9, no. 4 (December 1, 2017): 165–84. http://dx.doi.org/10.1515/joim-2017-0026.
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Abstract Objective: The aim of the research was to construct a theoretical model of competences of managers employed in health care institutions in the Warmińsko-Mazurskie Voivodeship. Methodology: The theoretical list of competences was based on the literature of the subject and the results developed during the workshop session with postgraduate students in the scope of management of healthcare entities. All respondents (266 persons) were health care workers and held managerial positions at various levels of organizations. Findings: On the basis of the obtained results it can be stated that in the key competency model of the efficient manager dominates professional competence in the field of organization and management. These competences were also diagnosed with the greatest deficiencies that hinder effective work. Value Added: Results of the research enable the introduction of appropriate curricular content into the educational model of potential healthcare managers, hence improving management quality of medical organizations.
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Brownell, Judi, and Beth G. Chung. "The Management Development Program: A Competency-Based Model for Preparing Hospitality Leaders." Journal of Management Education 25, no. 2 (April 2001): 124–45. http://dx.doi.org/10.1177/105256290102500203.
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Shet, Sateesh V., S. V. Patil, and Meena R. Chandawarkar. "Competency based superior performance and organizational effectiveness." International Journal of Productivity and Performance Management 68, no. 4 (April 8, 2019): 753–73. http://dx.doi.org/10.1108/ijppm-03-2018-0128.
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Purpose The purpose of this paper is to explore the relationship between competency-based performance management and organizational effectiveness (OE). It signifies the importance of developing competency-based performance concept in organizations. Since conventional performance management systems (PMSs) are diminishing and as organizations are looking for breakthrough PMSs, this research attempted to fill the gap from stakeholder’s perspective – employee, manager and organization in devising new approach in PMS. Design/methodology/approach The research design involved developing scale for “competency-based superior performance” and validating scale for “organizational effectiveness,” The data for this survey are collected from 292 respondents through structured questionnaire. Hypotheses depicting aforementioned relationships were empirically tested in the context of competency-based performance practices in organizations based in India. Structural equation modeling (SEM) technique was used for data analysis. Findings The empirical results provide methods to accelerate the performance management initiatives based on a leadership competency model (LCM), which are necessary for building performance culture in the organization. The paper contributes by developing a new scale for measuring competency-based performance practices. The scale for OE is revisited. A positive relationship between competency-based superior performance and OE with productivity, adaptability and flexibility has been empirically confirmed using SEM. Research limitations/implications The paper limits the performance measurement concept using leadership competencies. Practical implications The developed model will act as a building block for performance measurement in organizations. This paper promotes LCM to be applied in creating a performance-based culture. Originality/value This is a unique attempt to test the relationship between competency-based performance management and OE.
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Langbert, Mitchell. "Toward the Virtue-Based Business School." Journal of Interdisciplinary Studies 23, no. 1 (2011): 97–116. http://dx.doi.org/10.5840/jis2011231/26.
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U.S. business schools' commitment to positive social science has led to their excluding ethics from the core curriculum. In place of ethics, management scholars have adopted either nihilism or, more frequently, a subliminal virtue ethics. The nihilistic approach has influenced some executives, contributing to the business world's moral malaise. The literature on managerial competency is an important example of the subliminal approach. The competency-based approach to teaching management has gained increasing recognition as a research paradigm and a pedagogical tool. But it omits justice from its catalogue of virtues. Justice ought to serve as the foimdation of managerial competence. Because Aristotle's approach to ethics is compatible with the existing literature, it can be integrated with the instructional model adopted in some business schools. A competency-based ethics founded on justice and natural law would integrate ethics with the business curriculum and be more effective than positivism in fostering ethical business behavior.
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Dainty, Andrew R. J., Mei‐I Cheng, and David R. Moore. "A competency‐based performance model for construction project managers." Construction Management and Economics 22, no. 8 (October 2004): 877–86. http://dx.doi.org/10.1080/0144619042000202726.
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Suwarsi, Sri, Ernie Tisnawati Sule, Ernie Tisnawati Sule, Hilmiana ., and Arief Helmi. "Implementation of Competency Based Human Resource and Knowledge Management to Organizational Culture and Organizational Performance Implication." International Journal of Human Resource Studies 4, no. 3 (September 1, 2014): 255. http://dx.doi.org/10.5296/ijhrs.v4i3.5987.
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This study aims to analyze : (i) implementation of competency based human resource management, knowledge management, organizational culture and organizational performance, (ii ) the effect of the implementation of competency based human resource management and knowledge management either simultaneously or partially on organizational culture; (iii) the effect of the implementation of competency based human resource management and knowledge management either simultaneously or partially on organizational performance, (iv) the influence of organizational culture on organizational performance, and (v) the influence implementation of the competency based human resource management and knowledge management simultaneously to organizational performance through organizational culture.The analysis unit of the study conducted in 42 regions in the five state-owned energy sector companies in Indonesia. Therefore, the units of observation in this study were composed of 47 middle managers, 81 line managers and 155 employees. Meanwhile, to determine the simultaneous or partial influence implementation of competency-based human resource management and knowledge management of organizational culture and its implications for organizational performance, directly or indirectly, it was analyzed by using the Structural Equation Model (SEM) based on the model variant with Partial Least Square (PLS), using Smart PLS software 2014.The results showed that (i) the implementation of competency-based human resource management, knowledge management, organizational culture and organizational performance has been achieved well, (ii) the simultaneous implementation of competency-based human resource management and knowledge management were very large effect of organizational culture, the partial implementation of competency-based HR management influential moderate of the organizational culture, the implementation of knowledge management moderately influence of the culture of the organization, and the implementation of competency-based human resource management had a very large positive relationship with the implementation of knowledge management, (iii) the simultaneous implementation of competency-based human resource management and knowledge management had a small effect on the performance of the organization and so not significant, the partial implementation of competency-based human resource management had a medium effect on the performance of organization and the implementation of knowledge management had a very small effect (3.02%) on the performance of the organization, (iv) the organizational culture had a medium influence on the performance of the organization, (v) the simultaneous implementation of competency-based human resource management and the knowledge management had a very large effect on the performance of the organization through organizational culture.
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Sudana, I. Made, Delta Apriyani, Eko Supraptono, and Arasinah Kamis. "Business incubator training management model to increase graduate competency." Benchmarking: An International Journal 26, no. 3 (April 1, 2019): 773–87. http://dx.doi.org/10.1108/bij-03-2018-0069.
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Purpose The purpose of this paper is to produce a business incubator training model for students to form graduates in order to have competence in the field of entrepreneurship in an effort to reduce high unemployment. Design/methodology/approach The method used in this study was research and development (R&D) that consisted of the following five stages: first, planning based on the result of initial observation in the field, second, development of training model, third, validity test model, fourth, limited test and fifth, final model determination. This research used and involved 12 beauty successful beauty salon entrepreneurs as validator models of business incubator training management. Findings The test results show that the training model developed is effective in forming entrepreneurship competence of graduates, so it is feasible to be applied in Beauty Education Study Program, Engineering Faculty of Universitas Negeri Semarang. Practical implications The resulted model can be used as a learning model that can develop the skill of entrepreneurship level for students. Originality/value This study provides contribution to the unemployment level decrease and employment acceleration.
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Hasanah, Viena Rusmiati. "ANALISIS KEBUTUHAN KOMPETENSI DAN PENYUSUNAN MODEL AWAL PELATIHAN IN-SERVICE BERBASIS KOMPETENSI DALAM MENINGKATKAN PROFESIONALISME BABY SITTER." JIV-Jurnal Ilmiah Visi 7, no. 1 (July 20, 2017): 65–76. http://dx.doi.org/10.21009/jiv.0701.6.
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Baby sitters, at the present, though they are distributed through workers distribution services and have completed the training, all parties have not yet acknowledged their standards of competency. This research aims at analyzing the needs of competency and investigating competency-based in-service training model in order to improve baby sitters’ professionalism. This research utilizes qualitative research method with observation, interview and FGD (Forum Group Discuss) as the technique. The research was conducted at three of training institute for baby sitter in Bandung, West Java from January 2011 until August 2011. The results show that: 1) the analysis of competency’s needs shows that baby sitters at present need a training that can help them improve their ability and knowledge as well as competency based on the field’s needs and standards referring to standard imposed. 2) The conceptual model of competency-based in-service training comprises the development on mix standard competencies that are built, the determination of training management strategy, the strategy and learning method in the training, and various apparatus of training needed. The research concludes that baby sitters at present need improvement in their competencies in order to be professional in future.
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Prabawati, I., Meirinawati, and T. AOktariyanda. "Competency-based training model for human resource management and development in public sector." Journal of Physics: Conference Series 953 (January 2018): 012157. http://dx.doi.org/10.1088/1742-6596/953/1/012157.
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Serpell, Alfredo, and Ximena Ferrada. "A competency‐based model for construction supervisors in developing countries." Personnel Review 36, no. 4 (June 12, 2007): 585–602. http://dx.doi.org/10.1108/00483480710752812.
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Huang, Chaomeng. "Management Competency of Senior Public Executives in Taiwan." Chinese Public Administration Review 1, no. 2 (October 17, 2016): 137. http://dx.doi.org/10.22140/cpar.v1i2.18.
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Based on the Managemen Competency Model developed by Quinn et al., a national survey of all senior executives (Rank 9 and above) in Taiwan's central government was conducted in 1998, to measure managerial skill levels. This research tested wheter educational level, rank, tenure and gender affected managerial skills. Resposes indicate that amon twenty-four management skills, public managers in Taiwan generally are best at workin productively, delegating, communicating and goal setting. The research showed that public managers would benefit most by improving skills in cross-functional management, expressign ideas, and conflict resolution. Moreover, the most significant factors that influence how public managers perceive their managerial skill levels are eudcation and gender. This study provides a number of management development strategies.
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Rezgui, Kalthoum, and Hédia Mhiri. "Towards a Semantic Framework for Lifelong Integrated Competency Management and Development." Computer Journal 63, no. 7 (August 15, 2019): 1004–16. http://dx.doi.org/10.1093/comjnl/bxz067.
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Abstract In the domain of technology-enhanced competency-based learning and training, there is an increased interest in the integration of competency-related information for supporting competency-driven decision-making purposes. Indeed, since competency development draws upon several related areas, including teaching subjects, instructional design, learning resource annotation, e-Portfolios and motivated by the need for an integrated and semantic-based approach to competency management and development, a series of ontological structures have been formalized and developed for each of these areas. This paper aims to provide a framework specification for lifelong competency management and development, called LCMDF. The main advantage of this framework lies in its ability to provide a unifying semantic foundation in the form of a set of controlled vocabularies for describing competencies and their related details within the contexts of technology-enhanced competency-based learning and training. Moreover, this framework provides a novel integrated model to support a wide range of use cases. The proposed framework results from reusing widespread international standards for competency modeling which helps designing and implementing interoperability architecture of semantically-enhanced competency-based learning/human resource (HR) systems.
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Lin, Li-Min, Han-Jung Chen, Pei-Fen Chen, and Robert D. Tennyson. "Critical Managerial Activity and Competency of Healthcare Management." International Journal of Asian Business and Information Management 3, no. 1 (January 2012): 11–20. http://dx.doi.org/10.4018/jabim.2012010102.
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This study employed the activity competency model (ACM) to investigate the perceived importance of the managerial activities, skills and knowledge required by top management in the healthcare sector. A survey instrument was designed based on the ACM for data collection. It encompasses 17 initial managerial activities and 14 managerial competences required to effectively perform these management activities. Data for this study were collected using a structured questionnaire. Twenty-seven healthcare top managers from 18 major hospitals in Taiwan were selected. These include 10 medical centers and 8 regional hospitals. Among these 27 top managers, there are 12 superintendents, 13 vice superintendents, and 2 chief executive officers. A set of critical managerial activities and the competency needed for top managers in the healthcare sector was identified. Findings have implications for healthcare management development, training and management career planning. Additionally, these findings can also serve as guidelines for recruiting the right top healthcare managers.
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Korenková, Veronika, Ján Závadský, and Marcin Lis. "Linking a performance management system and competencies: Qualitative research." Engineering Management in Production and Services 11, no. 1 (April 24, 2019): 51–67. http://dx.doi.org/10.2478/emj-2019-0004.
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Abstract The main purpose of the paper is to identify the group of indicators that are most widely used in the manufacturing area worldwide, to identify the responsibility and authority for measuring and evaluating business performance, and to create an illustrative competency-based model for a performance management system within a business. The paper covers two areas that are important in the maintenance of sustainable business performance. The first area focuses on a performance management system and its key performance indicators as an important element in every performance management system within a business. The article also presents the theoretical background of the Z-MESOT method, which is applied to define the consistency of these indicators in practice. The second area is dedicated to defining a competency-based model and competences related to the measurement and assessment of performance, which have been extracted from other general competences. This paper presents findings from qualitative research to eliminate the bottlenecks of the Z-MESOT matrix that was transposed into a questionnaire. The questionnaire, as well as structured interviews, helped identify differences in responsibility attributes of the Z-MESOT matrix regarding the size of the researched businesses. The paper offers a list of competences related to the key performance indicators that can be used for following theoretical and practical research.
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Gomez, Adelaida Ciudad, and Jesus Valverde Berrocoso. "Design Of A Competency-Based Assessment Model In The Field Of Accounting." Contemporary Issues in Education Research (CIER) 5, no. 5 (December 19, 2012): 343. http://dx.doi.org/10.19030/cier.v5i5.7466.
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This paper presents the phases involved in the design of a methodology to contribute both to the acquisition of competencies and to their assessment in the field of Financial Accounting, within the European Higher Education Area (EHEA) framework, which we call MANagement of COMpetence in the areas of Accounting (MANCOMA). Having selected and defined the competencies to be acquired by students in our subject, we break them down into sub-competencies, and the latter in turn into indicators, allowing us to design activities to be offered to students for the development of competencies and their subsequent assessment. Our work therefore centred on the design of a model for the "Financial Accounting III" subject belonging to the Accounting module of the syllabus for a Degree in Business Administration and Management.
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Chen, Junjie, Shurong Tong, Hongmei Xie, Yafei Nie, and Jingwen Zhang. "Model and Algorithm for Human Resource-Constrained R&D Program Scheduling Optimization." Discrete Dynamics in Nature and Society 2019 (April 3, 2019): 1–13. http://dx.doi.org/10.1155/2019/2320632.
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In resource-constrained project scheduling problems, renewable resources can be expanded into human resources with competency differences. A flexible resource-constrained project scheduling problem with competency differences is proposed, which is a practical extension close to Research and Development (R&D) program management, from the traditional multimode resource-constrained project scheduling problem. A parameter and estimation formula to measure staff competency is presented, and a mixed-integer programming model is established for the problem. The single-objective optimization problems of optimal duration and optimal cost are solved sequentially according to the biobjective importance. To solve the model, according to the assumptions and constraints of the model, the initial network diagram of multiple projects is determined, the enumeration algorithm satisfying constraint conditions provides the feasible solution sets, and the algorithm based on dynamic programming is designed for phased optimization. Experimental results show that the proposed optimization model considering competence differences can solve the problem effectively.
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Yoo, Inyeong. "Development of Competency-Based Curriculum Accreditation Model for Quality Management of University Education System." Asia Pacific Jorunal of Educational Research 3, no. 2 (July 31, 2020): 47–63. http://dx.doi.org/10.30777/apjer.2020.3.2.04.
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Arsenault, Joan, and Julie Atwood. "Development of a Competency-Based Training Model for Dysphagia Management in a Medical Setting." Seminars in Speech and Language 12, no. 03 (August 1991): 236–45. http://dx.doi.org/10.1055/s-2008-1064225.
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Gerstberger, Richard. "Sustainability Is an Inside Job: A Competency Model Based Approach to Filling Management Positions." Proceedings of the Water Environment Federation 2011, no. 14 (January 1, 2011): 2748–51. http://dx.doi.org/10.2175/193864711802721145.
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Yoo, In-Yeong, and Hyeon-Suk Kang. "Development of Competency-Based Curriculum Accreditation Model for Quality Management of University Education System." Korea Educational Review 27, no. 2 (June 30, 2021): 135–58. http://dx.doi.org/10.29318/ker.27.2.5.
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Kaur, Irameet, Charu Shri, and K. M. Mital. "Performance management model for teachers based on emotional intelligence and social media competencies." Journal of Advances in Management Research 15, no. 4 (October 1, 2018): 414–33. http://dx.doi.org/10.1108/jamr-09-2017-0086.
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Purpose The technological advances worldwide are posing challenges for the teaching fraternity. However, certain competencies can enable the teachers to enhance their performance by managing self and adopting flexible teaching and learning tools. The purpose of this paper is to identify, analyse and model such competencies with special reference to emotional intelligence and social media competencies (SMCs). A competency framework is developed and a subsequent performance ranking system is derived in this study. Design/methodology/approach The statistical approach of multiple regression using partial least square based strucutural equation modelling is used for model development by estimating the impact of various competencies on performance. The technique of analytical network process is applied to derive a performance management system for ranking employees. Findings The paper estimates the relative impact of various competencies on superior performance of teachers, thus enabling to develop a competency model. A performance management and ranking system has also been developed. Practical implications A working practical model for performance management and ranking of teachers is developed on the basis of different criteria having different weightage. The ranking model can enable to develop suitable strategies for making effective recruitment and appraisal decisions. Originality/value The performance management model integrates emotional intelligence competencies, SMCs along with knowledge, skills and attitude, to develop fair and weightage-based performance ranking system.
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Varaksin, Konstantin S., Artem S. Makarov, and Alexander Y. Lyapin. "Competency management of laboratory personnel using LIMS." SCIENCE & TECHNOLOGIES OIL AND OIL PRODUCTS PIPELINE TRANSPORTATION 10, no. 6 (November 30, 2020): 636–41. http://dx.doi.org/10.28999/2541-9595-2020-10-6-636-641.
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The updated edition of the ISO/IEC 17025 standard introduced significant changes to the structure, terminology, resource requirements, processes, quality management system of testing and calibration laboratories. New requirements were established for the organization of laboratory activities – a process approach and risk-based thinking, which provides for a reduction in part of the prescriptive requirements and the introduction of requirements based on the analysis of the performance of actions. In accordance with GOST ISO IEC 17025-2019, the laboratory must authorize personnel to perform specific laboratory activities, as well as guarantee their competence. This article discusses the organization of the competence management system for the personnel of the laboratories of the organizations of Transneft system using the laboratory information management system (LIMS). The model of the process implementation has been described. It has been established that the competence test system allows you to regularly monitor the skills and knowledge of laboratory workers both in terms of the elements of the Quality Management System and in the applied measurement (test) methods. The personnel responsibility matrix implemented in LIMS regulates the powers and functionality of employees, ensuring that employees are allowed to perform work in accordance with their competence. The functions implemented in LIMS made it possible to automate the management of the competence of laboratory workers in accordance with the requirements of GOST ISO/IEC 17025-2019 and other regulatory documents.
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Rusman, Rusman, and Asep Rohman. "Development Of Training Curriculum In Improving Community-Based Geological Hazard Mitigation Competency." MIMBAR, Jurnal Sosial dan Pembangunan 33, no. 2 (December 20, 2017): 416. http://dx.doi.org/10.29313/mimbar.v33i2.2722.
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The purpose of this study was to provide training curriculum model in improving community-based geological hazard mitigation competency. The goal was achieved through research and development method, is divided into three main stages. First, applied need analysis as the introduction. Second, developed the curriculum model. Third, tested the curriculum model in order to explore the curriculum effectiveness in improving the competency for mitigation measurement related to geological hazard. This study showed that the training curriculum model, which is developed based on the result of need analysis, is effective to improve the participant’s competency. The result of pre-post test shows that the improvement of the participant’s cognitive aspect. The significant improvement is identified in the training competency showing the effectiveness of Test II in improving the participant’s practical competency to carry out the training. Some factors that support the training curriculum model development related to community-based Landslides management are: (a) the public servant’s competency for geological hazard mitigation; (b) the motivation of the community who becomes the volunteer; and (c) support from the decision maker. On the other hand, the inhibitors are the lack of competency for training related to geological field, the lack of educational background and knowledge of geology and landslides, and the lack of time.
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Conchado, Andrea, José Miguel Carot, and María Carmen Bas. "Competencies for knowledge management: development and validation of a scale." Journal of Knowledge Management 19, no. 4 (July 13, 2015): 836–55. http://dx.doi.org/10.1108/jkm-10-2014-0447.
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Purpose – The purpose of the current paper is to develop and validate a scale for measuring and managing the acquisition of competences provided by higher education studies. Design/methodology/approach – A representative sample of Spanish graduates was obtained in the framework of the REFLEX project. In this questionnaire, a battery of 19 self-assessed items was used to measure the contribution of universities to the acquisition of generic competences. Exploratory and confirmatory factor analyses were performed. Findings – The main competences acquired in higher education according to Spanish graduates can be grouped as follows: innovation, interpersonal, knowledge management, communication, organisational and professional development. Results indicated excellent fit indexes of this six-factor model to data. Research limitations/implications – This scale may be particularly useful to understand the process of transition of higher education systems according to Bologna principles. It also represents a significant contribution to the existing research in competency-based education. Practical implications – This paper may help higher education institutions to identify improvement areas in their study programmes. Besides, the proposed scale may offer crucial information in the determination of which Bologna principles have been successfully implemented. Social implications – Organisations may use these findings to design formal or informal training for new graduates hired by the organisation. Originality/value – Despite the recent increasing research in the field of competency-based learning and competences required in graduates’ workplaces, this is the first paper that aims to present a validated scale designed to measure graduate self-assessed competences.
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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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Addinna, Dian, Andreas Recki Prasetyo, and Popy Rufaidah. "BUILDING BUSINESS ADVANTAGE THROUGH CORE COMPETENCY: CASE STUDY PT. JAPFA COMFEED INDONESIA, Tbk." International Journal of Applied Business and International Management 3, no. 1 (August 7, 2018): 15–25. http://dx.doi.org/10.32535/ijabim.v3i1.74.
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The purpose of this paper is to explore the business advantages of a company engaged in the field of food through its core competency. This paper provides results of core competency analysis of PT. Japfa Comfeed Indonesia, Tbk (JPFA). The research method used a case study that serves to express information in factual, structure, and accurate about the object study. This paper used the information and data obtained from Annual Report of JPFA and related records. This paper identifies a number of core competency factors based on finance performance analysis, business function analysis, and internal analysis & external factor summary (IFAS and EFAS). The based concept of the core competency refers to model that consists of capability, competence, and resource. The results of this paper show the core competency of JPFA in the capability of the company is able to produce products with good quality. In competence, the company is a market leader in its field by being able to dominate the market for animal feed products and DOC, synergy and efficiency in marketing product supported by the distribution network spread throughout Indonesia, and biosecurity such as isolation, fumigation, and farm management to guarantee quality of the product. In the resource, the company has professional and competent human resources. This paper provided managerial impact to company to maintain and develop business profits through its core competency.
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Marrone, Stephen R. "DESIGNING A COMPETENCY-BASED NURSING PRACTICE MODEL IN A MULTICULTURAL SETTING." Journal for Nurses in Staff Development (JNSD) 15, no. 2 (March 1999): 56–62. http://dx.doi.org/10.1097/00124645-199903000-00002.
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Atamuratov, Murat. "CHARACTERISTICS OF MANAGEMENT COMPETENCIES." JOURNAL OF SOCIAL STUDIES 7, no. 3 (July 30, 2020): 40–48. http://dx.doi.org/10.26739/2181-9556-2020-7-4.
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The article examines the specifics of managerial competencies, the classification of competencies based on a behavioral approach, visual interpretation of the competency model, reforms aimed at developing the managerial competencies of civil servants and managerial personnel in Uzbekistan. Also, a universal model of professional competencies is considered, which identifies five groups of competencies: personal, social, technical, organizational and administrative. The clusters of competencies are arranged in a specific order
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Khmel, Violetta. "DEVELOPMENT OF THE PROFESSIONAL COMPETENCE OF SPECIALISTS IN THE CONTEXT OF PROVIDING QUALITY TRAINING FOR THE REAL ECONOMY." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 2, no. 3 (December 5, 2010): 29–38. http://dx.doi.org/10.48127/spvk-epmq/10.2.29b.
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The Republic of Belarus in series implements an elaborate model of socially oriented market economy. The analysis of the educational level of the Belarusian population revealed that the high rate of state development is provided by specialists with specialized secondary education. The analysis of teaching situation in specialized secondary schools in respect to accountants’ training allowed to discover contradictions in the formulated aims and planned results of vocational education. Although the Republic of Belarus has not joined the Bologna process yet, it does not reject the key approaches of European education used to ensure the organizational and pedagogical conditions of the teaching process. The competency-based approach to choosing of the contents of teaching is not only widely researched, but is being introduced into the educational standards of different specialties. But the system of competences of a graduate proving its competence remains sometimes ill-conceived. The system analysis of concepts of the competency-based approach in Pedagogics and Management let us formulate the essence of competences of a specialist working in the real economy. In this research the professional competence is determined as willingness and ability of specialists to implement their knowledge, skills and experience in the real conditions of professional activity. The peculiarities of forming of professional competence are reflected by the example of accountants’ training. In the context outlined above professional competence of an accountant can be defined as an integrative personality characteristic of a specialist formed on the basis of and in the process of learning theory as well as getting expertise in economics, finance and accounting, acquiring professional skills and experience. It reflects the readiness of a specialist to solve professional problems in the dynamics of their development. The analysis of the peculiarities of accountants’ work that are important in terms of innovative development of economy and the synthesis of theoretical approaches to the concept of professional competence allowed us to substantiate and formulate the methodology of determining the professional component of specialists’ competence. The essence of the methodology lies in the fact that during the development of the model of professional component of a specialist’s competence consisting of a system of competences, the following conditions should be taken into account: • Competencies pertaining to knowledge and skills which pass down from generation to generation, the ability to use them in professional activities as well as professional consciousness. These competences are generalized and systematized in the educational standard of the specialty; • Competencies that define the essence of the process and the results of professional activities described by Human Resource Management and dependant on the current state and development of the society. The proposed algorithm was tested among the students of the specialty 2-25 01 35 Accounting, analysis and control at the level of specialized secondary education in the Republic of Belarus. Key words: professional competence, specialized secondary education, professional activities, competency-based approach.
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Setiawan, Setiawan, Dewi Elizadiani Suza, and Farida Linda Sari Siregar. "Nurse Manager Competency Model in a Teaching Hospital." Jurnal Ners 16, no. 1 (April 30, 2021): 81. http://dx.doi.org/10.20473/jn.v16i1.26032.
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Introduction: Nurse managers in carrying out their duties must have a variety of competencies, one of which is managerial competencies. A model of competency for nurse managers will assist them in shaping their roles as managers in a teaching hospital. This study aims to develop the managerial competency model for nurse managers at the teaching hospital.Methods: The research design used in this study was action research. This research was conducted with 20 nurse managers who work at inpatient wards of the teaching hospital. Participants were selected by purposive sampling approach and have accepted to participate in the research. The data were obtained by using interview through focus groups discussions. The content analysis method was employed for analyzing the data. Results: This study found six domains of managerial competencies of nurse managers: 1) provision of patient care (assignment methods, clinical excellence, collaborators, patient safety, evidence-based practice), 2) resource management (personnel management, information and technology management, equipment management, supplies management), 3) leadership (commitment, conflict resolution, negotiator, role model, professional mentor, initiator, motivator), 4) self and staff development (effective communication skills, interpersonal relationship skills, tridharma function of nurses), 5) customer and service orientation (team builder, customer service, quality improvement), and 6) function of preceptorships (basic teaching skills, clinical skills). These 24 fundamental competencies are rooted in caring foundation.Conclusion: Nurse managers in teaching hospitals should possess a set of managerial competencies to perform their optimal roles in order to achieve the unit goals. This model will provide comprehensive and solid ways for nurse managers to improve their performance. Therefore, the set of nurse manager competencies needs to be standardized across the setting.
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Salim, Agus. "Improving Competency Management of Public Health Center In Indonesia Using The Problem Based Learning Model." Journal for the Education of Gifted Young Scientists 7, no. 3 (September 16, 2019): 681–96. http://dx.doi.org/10.17478/jegys.613484.
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SAM, Mu'arif. "EVALUATION OF THE INTEGRATED TEACHING PROFESSIONAL PRACTICE (PPKT) PROGRAM FOR STUDENTS OF EDUCATIONAL MANAGEMENT, FITK UIN SYARIF HIDAYATULLAH JAKARTA." Islamic Management: Jurnal Manajemen Pendidikan Islam 2, no. 02 (July 31, 2019): 165. http://dx.doi.org/10.30868/im.v2i02.512.
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This study aims to describe the suitability and benefits of the Integrated Teaching Professional Practice (PPKT) Program for Educational Management (EM) students in developing their competencies. The approach used is program evaluation using the Context-Input-Process-Product (CIPP) model which aims to collect accurate and comprehensive information so that it can be used to assist leaders to make further decisions to redesign, improve, or possibly stop the implementation of the program. The results showed that the PPKT program for EM students was not on target and needed to be stopped immediately or replaced with another program whose value was equivalent because: (1) Theoretically contextual, the PPKT was intended for students from study-based study programs so that it was not suitable for EM students; (2) From the Input aspect, students face the constraints of planning, implementing and evaluating learning, the weak competency of supervisors because their educational background is not from an education degree, teaching staff lack competency; (3) Based on the Process aspect, the PPKT implementation is not appropriate expected especially in teaching and research activities because the supervisor and tutor are not able to carry out their duties and functions properly; and (4) From the Product aspect, PPKT has not been able to improve teaching competence, educational research, educational creation and innovation. The acquisition of a high final score does not reflect their competence because more assessment is based on the subjectivity of tutors and tutors. Based on the results of the study, it was suggested that the Head of the EM Department need to reformulate the vision, mission and competency standards of graduates who are more referring to the competence of education staff, encouraging faculty leaders to immediately issue a decision to terminate the PPKT program for EM students and replace it with other programs with the same weight as PPKT.Keywords: context, input, process, product, PPKT.