Relevant bibliographies by topics / Resources and competencies

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Resources and competencies'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Resources and competencies"

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Et al., Fairuzzabadi, Zahri Hamat. "Human Resources Development Model For The Industrial Revolution 4.0 Era In Aceh, Indonesia." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 44–55. http://dx.doi.org/10.17762/turcomat.v12i5.729.

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This study aims to identify the competencies and to develop a human resource development model for industry 4.0 in Aceh. To achieve the objectives, the study used a mixed-method research approach. Qualitative research was conducted through in-depth interviews with human resource development practitioners and experts who were selected purposively. While quantitative research was carried out by surveying 337 respondents who worked in various fields of work in Aceh. The results showed that there are 4 competencies needed to be able to compete and survive in industry 4.0, which are: (1) personal competence, (2) social competence, (3) methodological competence, and (4) technical competence. Of these four, personal competence has the greatest contribution in explaining the variants of competencies needed in the industrial revolution 4.0. For this reason, various elements of this personal competence should be prioritized in the human resource development model, followed by various other competencies, such as social competence, methodological competence, and technical competence. The development of these various competencies is expected to generate and transform Aceh's human capital into better superior human resources, who mastered and advanced in sciences, technology, and innovation as the main pillars of the regional development to achieve the Indonesia Golden Vision 2045.
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Wiryanto, Wisber. "The Study of Human Resource Competency Development Policy in Tourism Sector of Bureaucracy Reformation Era." Prosiding Semnasfi 1, no. 1 (May 9, 2018): 156. http://dx.doi.org/10.21070/semnasfi.v1i1.1122.

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The development of the tourism sector ought to be supported by the competent Human Resources (SDM). Human resources of tourism that include human resources apparatus, industrial human resources, and the tourism community until now still facing difficulties of competency gaps and capability certification. Concerning this issue, there will be conducted a research of human resource competency development policy in tourism sector of bureaucratic reformation era. The goal of this research is to explain the development of human resource competencies in the tourism sector of bureaucratic reformation era. This research utilizes literature study method, and secondary data acquisition techniques and qualitative descriptive analysis techniques, conducted in 2017. The results showed that the development of human resource competence apparatus realized by assembling information positions and competence standards positions are still largely in the stage of the process. In the meantime, the development of industrial and community competence of human resources is carried out with capability certification in quest of obtaining optimal target achievement. Human resource personnel in both the ministry of tourism, and the provincial as well as regency/municipal tourism agencies have the right to develop managerial, technical, and social cultural competencies through education and training, seminars, courses and upgrading of at least 20 hours of lessons per year to develop competencies in order to improve performance of human resources of tourism.
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Mărginean, Marius. "Human resources and competencies." Medic.ro 3, no. 123 (2018): 22. http://dx.doi.org/10.26416/med.123.3.2018.1736.

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Fylypenko, O. M., and T. S. Koliesnik. "The Methodical Instrumentarium for Assessing the Financial Potential of the Retail Trade Enterprise." Business Inform 10, no. 513 (2020): 149–54. http://dx.doi.org/10.32983/2222-4459-2020-10-149-154.

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The article is aimed at substantiating the methodical instrumentarium, the directions of analysis and assessment of the financial potential of retail trade enterprises. In the course of research, the content of strategic financial analysis for retail trade enterprises is defined. It is proved that an important direction of strategic financial analysis is the study of the financial potential of retail trade enterprises, which is proposed to be carried out in view of two aspects: 1) determining the availability and sufficiency of financial resources; 2) analysis of the level of development of financial competencies. The tasks that are being solved during the assessment of financial capabilities of enterprises are defined. The analytical system for assessing the financial potential of retail trade enterprises is substantiated, which takes into account the status of both resource and competent components of financial potential according to the criteria for availability of financial resources, their provision with sources of financing, as well as the level of development of financial competencies. This allowed to ensure the complexity and systematicity in the research of internal financial capabilities of retail trade enterprises. To study the status of available financial resources, a system of indicators has been developed, allowing to investigate the resource component of financial potential according to the criteria for the availability of financial resources and their provision by sources of financing. The main components of financial competencies of retail trade enterprises are: competences to ensure solvency, increase business activity and profitability, competence in value management. To define the level of their development, the enterprises were offered a system of estimating indicators. The research of communication of the status of the resource component of financial potential and the development of financial competencies is proposed to be carried out using the method of combination analytical grouping.
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Alili, A., A. Muradli, and A. Isgandarova. "The Role of the Mechanism of Competencies in Providing Employment and Career Growth of Human Resources." Information and Innovations 16, no. 2 (July 14, 2021): 79–88. http://dx.doi.org/10.31432/1994-2443-2021-16-2-79-88.

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The article examines the issues of employment and employment based on competencies, factors that prevent graduates and young professionals from finding work on time and in specialization, to identify practical solutions to improve the use of the competency mechanism, demonstrating theoretical approaches in this area. The study used methods of observation, survey, analysis and comparison. The author used a mutual analysis of labor activity, economic indicators and educational level, revealed the influence of the quality of competencies on labor results. The analysis of various approaches to the use of the competence mechanism in decision-making in human resource management of an organization has been carried out. The directions in which educational institutions can effectively promote the employment of graduates and improve the competencies of the human resources of organizations have been substantiated. As a result of the study, recommendations were made to improve the effectiveness of the use of the competence mechanism in ensuring the employment of human resources. Scientific novelty of the research — the main proposals are related to the organization of employment management of graduates and increasing the motivation of human resources of organizations through certain competencies. Particular attention was paid to optimizing the work of civil servants through the use of the competence mechanism.
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Smith, Roger. "Harnessing Competencies, Capabilities and Resources." Research-Technology Management 51, no. 5 (September 2008): 47–53. http://dx.doi.org/10.1080/08956308.2008.11657525.

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Sutrisno, Edy, and Tinawati Simangunsong. "Model Pengembangan Kompetensi Sosial Kultural Aparatur Sipil Negara (ASN) Pada Unit Pelaksana Pelayanan Terpadu Satu Pintu (UPPTSP) Di Kecamatan Kembangan Jakarta Barat." Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik 24, no. 1 (July 12, 2021): 80. http://dx.doi.org/10.31845/jwk.v24i1.688.

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This study aims to determine how the socio-cultural competence of apparatus resources in the One-Stop Integrated Service Implementation Unit of Kembangan District. Each Apparatus Resource is required to have three competencies, technical competence, managerial competence and social cultural competency. As a service provider who is directly dealing with the community, socio-cultural competence is needed by every service provider officer. Competency development carried out at this time more development of technical competencies and managerial competencies, so in this study the author tries to develop a model for developing the socio-cultural competence of apparatus resources in the PTSP Implementation Unit of Kembangan District. In this study a Social Cultural Competency Development Model was formed which can be implemented internally (implemented by UP PTSP Kembangan District and carried out externally (implemented by BPSDM DKI Jakarta Province) .The internal development model is in the form of personal approach, coaching, briefing, gathering, benchmarking, personnel development (self-development), while external development is carried out in the form of service orientation, education and training services for persons with disabilities, communication education, ASN exchanges with private employees, competency tests and competency test feedback.
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Wibawanta, Budi, Imanuel Adhitya Wulanata Chrismastianto, and Billy Mumu. "TEACHERS COMPETENCIES PROFILE IN DIGITAL LEARNING ERA: PROFESSIONAL ENGAGEMENT AND SELECTING DIGITAL RESOURCES." JURNAL PENDIDIKAN DASAR 9, no. 1 (June 30, 2021): 103–16. http://dx.doi.org/10.46368/jpd.v9i1.353.

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Abstract: Observing technological developments in the digital learning era with increasingly massive 21st-century skills approach in the education sector must be responded to with professional teacher competence. This study aims to analyze the extent to which the teacher's competencies in professional engagement and selecting digital sources in the teaching and learning process. The research methodology used was survey research to subject's teachers as many as 61 respondents located at Dian Harapan Karawaci School, Tangerang. Respondent data collection was carried out by filling in an online questionnaire using google form media which was analyzed qualitatively descriptively. The results showed that the three aspects of a teacher's competencies profile in the digital learning era have been achieved in a good category so that they can meet the criteria for teacher's competencies profile as expected. Even though it has reached the good category, there are two sub-aspects with supporting items that need further efforts to improve teacher competence through professional development or similar teacher training, namely DCPD-3 and DCPD-4.Keywords: Teacher, competencies, professional engagement, digital resources
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Sutton, Sarah, and Susan Davis. "Core Competencies for Electronic Resources Librarians." Serials Librarian 60, no. 1-4 (April 11, 2011): 147–52. http://dx.doi.org/10.1080/0361526x.2011.556025.

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Cook, Joan M., Elana Newman, and Vanessa Simiola. "Trauma training: Competencies, initiatives, and resources." Psychotherapy 56, no. 3 (September 2019): 409–21. http://dx.doi.org/10.1037/pst0000233.

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Dissertations / Theses on the topic "Resources and competencies"

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Chalmers, Janet. "Educators’ perceptions of operational competencies required in public schools." Thesis, Vaal University of Technology, 2012. http://hdl.handle.net/10352/373.

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An educator is more than a person who just transmits knowledge. An educator plays many different roles in the lives of learners, colleagues and their immediate community. Educators have the opportunity to influence the community, develop learners holistically, create lifelong learners and reflective thinkers. For an educator to demonstrate such competence across a range of teaching roles and contexts, a vast range of operational competencies are required. The purpose of this study was to examine secondary school educators‟ perceptions of the operational competencies required to function in public schools. The literature study explored the roles of the educator and the operational competencies needed to function in a secondary school. A quantitative survey in the form of a questionnaire was used in the study to analyse the level of agreement that educators attached to certain operational competencies. The level of agreement indicated by the educators is likely to indicate the level of importance that they attach to the operational competency. A probability sampling technique in the form of simple random sampling was used in this study. Random samples were drawn from educators in secondary public schools in the Fezile Dabi and Sedibeng districts. A sample size of 280 educators was used. Of the 280 questionnaires that were administered, 49 were not returned and 20 were incomplete, resulting in 211 usable questionnaires. The results of the survey indicated that the competency factors that educators perceived to be of importance were: communication and behaviour management, interpersonal relationships, planning and assessment, leadership skills and perseverance and organisational commitment. The level of correlation of these identified factors with teaching satisfaction was also assessed- indicating that interpersonal relationships had the highest correlation with teaching satisfaction and factors like planning and assessment, organisational commitment and communication and behaviour management had a moderate influence on teaching satisfaction. v Leadership skills and perseverance do not have a great influence on teaching satisfaction. The value of the research is that it makes a useful contribution for planners in the Department of Education of South Africa by making them aware of the operational competencies required by educators in public schools. The results of the research could be used to develop the operational competencies that are not perceived by educators to be of importance and to enhance the teaching satisfaction of educators.
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Toschi, Laura <1980&gt. "Corporate Venture Capital: How established firms use external resources to create new competencies." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2009. http://amsdottorato.unibo.it/1642/.

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This Doctoral Dissertation is triggered by an emergent trend: firms are increasingly referring to investments in corporate venture capital (CVC) as means to create new competencies and foster the search for competitive advantage through the use of external resources. CVC is generally defined as the practice by non-financial firms of placing equity investments in entrepreneurial companies. Thus, CVC can be interpreted (i) as a key component of corporate entrepreneurship - acts of organizational creation, renewal, or innovation that occur within or outside an existing organization– and (ii) as a particular form of venture capital (VC) investment where the investor is not a traditional and financial institution, but an established corporation. My Dissertation, thus, simultaneously refers to two streams of research: corporate strategy and venture capital. In particular, I directed my attention to three topics of particular relevance for better understanding the role of CVC. In the first study, I moved from the consideration that competitive environments with rapid technological changes increasingly force established corporations to access knowledge from external sources. Firms, thus, extensively engage in external business development activities through different forms of collaboration with partners. While the underlying process common to these mechanisms is one of knowledge access, they are substantially different. The aim of the first study is to figure out how corporations choose among CVC, alliance, joint venture and acquisition. I addressed this issue adopting a multi-theoretical framework where the resource-based view and real options theory are integrated. While the first study mainly looked into the use of external resources for corporate growth, in the second work, I combined an internal and an external perspective to figure out the relationship between CVC investments (exploiting external resources) and a more traditional strategy to create competitive advantage, that is, corporate diversification (based on internal resources). Adopting an explorative lens, I investigated how these different modes to renew corporate current capabilities interact to each other. More precisely, is CVC complementary or substitute to corporate diversification? Finally, the third study focused on the more general field of VC to investigate (i) how VC firms evaluate the patent portfolios of their potential investee companies and (ii) whether the ability to evaluate technology and intellectual property varies depending on the type of investors, in particular for what concern the distinction between specialized versus generalist VCs and independent versus corporate VCs. This topic is motivated by two observations. First, it is not clear yet which determinants of patent value are primarily considered by VCs in their investment decisions. Second, VCs are not all alike in terms of technological experiences and these differences need to be taken into account.
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Kupolokun, Oluwakemi. "For-profit social entrepreneurship : a study of resources, challenges, and competencies in UK." Thesis, Goldsmiths College (University of London), 2015. http://research.gold.ac.uk/11394/.

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Social Entrepreneurship has received increasing attention over the years. However, little is known about the different business models of social enterprises and how they can be run effectively to realise their full potential (Prabhu, 1999; Nicholls, 2006). Moreover, empirical research has largely focused on non-profit social value creation while the for-profit context of social entrepreneurship has received less attention (Dees, 1998). Therefore, research within the for-profit context can contribute strongly to the advancement of the field, whereby exploring the challenges for-profit social enterprises face is an important research task which will, among other things, shed more light on how they overcome resource constraints. To address these research opportunities, this thesis analyses twelve social enterprises in the UK through original semi-structured interviews, observations, and archival research. It adopts a resource-based lens and employs an interpretivist approach to gain new insights. With close reference to extant SE literature as well as entrepreneurial capital and bricolage theory, the research identifies three specific challenges experienced by social enterprises operating within the for-profit context. These challenges - that spring from a 'double bottom line' configuration - are: (1) successfully positioning a for-profit social enterprise along the enterprise spectrum; (2) maintaining a balanced focus on contrasting objectives; (3) and countering pressures to compromise on objectives. The present study also critically extends the theory of social bricolage as the findings show that creativity, social skills, resilience and adaptability comprise key competencies that enable bricolage activity by for-profit social enterprises. The surveyed social enterprises have extensively leveraged these competencies while navigating resource scarce environments. The identification of such particular competencies is one significant theoretical contribution the thesis makes to both bricolage theory and the broader social entrepreneurship literature. The study furthermore makes a general contribution to the study of for-profit social entrepreneurship, an outstanding gap in the field.
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Ananthan, Sharmaine Sakthi. "A study of competencies and personality traits of successful leaders in the Malaysian banking industry and recommendations for averting a capacity gap." Thesis, University of Hull, 2014. http://hydra.hull.ac.uk/resources/hull:10871.

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An increasing number of organisations are attempting to enhance their pool of available talent as there has been a shrinking pool of potential effective key leaders. Organisations are interested in developing and further enhancing their leaders to boost their efficiency and effectiveness in order to retain a competitive edge. Therefore, this thesis seeks to identify the extent of the capacity gap in leadership, determine the key competencies required in leaders that are influenced by personality and recommendations for averting a capacity gap in the banking industry in Malaysia. Prior research has demonstrated the beneficial consequences of leadership attributes. However, with the recent financial turbulence and economic meltdown, the subject of leadership has become an intense area of discussion in many fields, such as business, industry, government and even education. As a result, major changes in the way leadership is perceived, sustained and developed are required to understand leadership complexity. The emergence of such leadership, in contrast, has received less scholarly attention, particularly in the banking industry in Malaysia. To address these issues, the personality traits (Big Five Personality Model), Competencies (Great Eight Competency Model) and Leadership Styles (Multi-Factor Leadership Questionnaire) to transform average leaders to good/effective leaders in the banking industry of Malaysia are examined. This study, with a sample of 150 leaders, first revealed that the personality of introverted leaders who prefer to be modest, silent and approachable is more appropriate than that of extroverted leaders. These introverted leaders tend allow followers to be more open to discuss issues and bring about changes. Secondly, in terms of competencies, it was found that important competencies such as ‘leading and deciding’; ‘supporting and cooperating’; and ‘interacting and presenting’ are lacking in leaders. Thirdly, transformational leadership style appears to be positively related to personality but transactional leadership style did not show any relationship with personality. More specifically, the transformational leadership style was shown to make a major contribution, in contrast with previous studies, where it favoured females rather than males gender. In addition, sub-attributes of transformational leadership style showed that males are more effective than females in terms of ‘idealised influence’ and ‘intellectual stimulation’, while the reverse is the case for the sub-attributes of inspirational motivation’ and ‘intellectual consideration’. Importantly, the study reveals that in order for females to be visible and successful in senior level management or as CEOs, these sub-attributes of ‘idealised influence’ and ‘intellectual stimulation’ have to be enhanced in order for them to be seen as role models, to outshine males’ gender, and to be effective leaders. These findings confirm the crucial role of minimising the leadership capacity gap in building, maintaining effective leaders and developing a pool of potential leaders within the banking industry. In sum, this thesis provides empirical evidence for minimising the leadership capacity gap. It also builds new theory to further advance these areas of research. Thus, the thesis contributes to a better understanding of the development of effective leadership for the banking industry in Malaysia. It indicates important directions for future research and outlines practical recommendations on how to nurture personality traits, competencies and leadership styles.
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Chambers, Stephen University of Ballarat. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12765.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.
Master of Business
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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/14600.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.
Master of Business
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Byers, Mary C. "The Relationship of Creativity and Goal Orientation to the Demonstration of Strategic Human Resource Competencies in the Department of Defense." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/51767.

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Over the past 28 years, as a human resource (HR) professional, I observed much writing and research on the need for the HR function to focus more on strategic outcomes and less on administration (Lawlerand Boudreau, 2012; OPM, 1999; PPS, 2010; Ulrich 1997). The shift in focus from administrative to strategic has been slow, demonstrated by the fact that from 1995 to 2010 the HR function appears to have has not changed how it allocates its time, has not increased focus on strategic outcomes, and is not engaging in higher value-added activities (Lawler and Boudreau, 2012). Absent from the literature is research on why the members of the HR function have been slow to embrace and demonstrate a strategic HR role (Beer, 1997; Lawler and Boudreau, 2012, OPM, 1999). This study was designed to address this knowledge gap by exploring the relationship between creativity and goal orientation and demonstration of strategic HR competencies based on self-assessed competencies. Understanding these constructs and their relationship to the demonstration of strategic HR competencies can inform the nature of interventions, to include selection, certification, training and development, to facilitate the movement of the HR function from an administrative to a strategic focus. Perceptions about creativity, goal orientation, and demonstration of strategic HR competencies were solicited from Department of Defense, Department of the Army civilian HR professionals. Correlational and multiple regression analyses were used to explore creativity and goal orientation and their relation to the demonstration of strategic HR competencies. Results showed that 17% of the variance in demonstrated strategic HR competencies was explained by creativity and a learning goal orientation, both characteristics of the individual HR professionals. After controlling for pay grade, these predictors still explained 13% of the variance in the self-assessed demonstration of strategic HR competencies. Suggestions for future research include replicating this study with a larger, diverse, randomized sample to validate and expand the findings of this study in terms of affects and generalizations. In addition, research exploring the work environment in organizations that have successfully made the transition from an administrative to a strategic focus.
Ph. D.
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Urbano, Vitória das Dores Correia Ferro. "As competências dos recursos humanos em unidades empresariais de enoturismo." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/14862.

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O presente estudo tem como principal objetivo caracterizar o modelo de gestão de competências em unidades empresariais de enoturismo, particularmente pretende-se caracterizar uma unidade empresarial e os seus recursos humanos, identificar a diversidade de competências existentes e caracterizar as suas práticas de gestão e desenvolvimento dos recursos humanos. Para o efeito foram aplicadas entrevistas a vários interlocutores dentro da empresa. No desenrolar de um quadro evolutivo da gestão de recursos humanos, surge a gestão pelas competências que é, uma iniciativa estratégica que pretende adequar o potencial dos profissionais aos objetivos da empresa. Uma competência resulta de um processo de mobilização de vários fatores, como o conhecimento, as capacidades e as atitudes. Considerando o quadro teórico e por intermédio de um caso real o presente estudo apresenta a forma como uma empresa gere as competências dos seus recursos humanos tendo em conta os objetivos do negócio; ABSTRACT: The present study aims to analyse the model of management competencies in business units of wine tourism. This study is intended to analyse a business unit and their human resources identify the diversity of skills and analyse their management practices and the development of human resources. To this affect were applied interviews to various interlocutors in the company. In the course of an evolutionary framework of human resource, management, management by competences arises which is a strategic initiative that aims to bring professionals to the potential of business objectives. Competence results from process of mobilization of various factors, such as knowledge, skills and attitudes. According to a theoretical scenario and trough a real case study shows how a company manages its human resources skills taking in to account the business objectives.
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Furquim, Viviane Dias. "O papel das competências organizacionais na formulação da estratégia de gestão de pessoas em um empreendimento cooperativo." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2011. http://hdl.handle.net/10183/33311.

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Este estudo caracteriza as competências organizacionais de um empreendimento cooperativo do ramo crédito, visando a identificação da estratégia de gestão de pessoas adequada à organização. A partir da caracterização das competências organizacionais próprias à organização, busca indicar as contribuições específicas da área de gestão de pessoas na construção e consolidação dessas competências organizacionais e, nesta perspectiva, desenvolver a estratégia de gestão de pessoas. Para tanto, parte da revisão da literatura nacional e internacional sobre Gestão por Competências e Estratégia de Gestão de Pessoas, articula essas referências à pesquisa de campo (entrevistas com as principais lideranças) e à pesquisa documental (estudo das fontes institucionais de informação sobre os planos estratégicos), a fim de atingir os objetivos acima. Os resultados demonstram que o mapeamento das competências organizacionais facilita o alinhamento das diretrizes de gestão de pessoas a fim de que esta possa estabelecer suas práticas e contribuir efetivamente para a consolidação das estratégias da organização.
This study aims to identify and analyze the organizational competencies of a cooperative venture of the credit industry, to establish the model of management by competencies applicable in the organization. From the mapping of their own organizational competencies to the organization, seeks to identify the specific contributions of the human resources area in the construction and/or organizational competencies consolidation and, therefore, to develop a strategy for human resources. Thereunto, par of national and international literature review about Competencies and Strategies for Human Resources Management, articulates the field survey (interviews with a sample of main leaders) to the research (study of the institutional sources of information on strategic plans ) in order to achieve the proposed above. It is assumed that the results of this research will contribute to building a strategy for human resources management able to strengthen organizational and individual skills in the organization under study and therefore to the development of organizational performance.
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Metlhaleng, Tlhalefo. "Staff competencies in the planning and establishing of an institutional repository at the Botswana University of Agriculture and Natural Resources." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29179.

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The study sought to ascertain staff competencies in the planning and establishing of an institutional repository at the Botswana University of Agriculture and Natural Resources (BUAN). In addressing the above objective, the study used the innovation-decision making process of the Diffusion of Innovations (DoI) theory (Rogers 1983) to formulate the following critical questions to guide the study: What knowledge, skills and personal attributes are required in the planning and establishing of a successful institutional repository in an academic institution?; Do BUAN staff (academics and relevant support staff) have the knowledge, skills and personal attributes necessary for planning and establishing a successful repository?; How significant a role do personal attributes such as attitudes and perceptions play in the planning and establishing of an IR at BUAN?; and, What measures may be put in place to reinforce the planning and establishing of an institutional repository at the BUAN Library? The research paradigm suitable for this study was the pragmatic paradigm because of diverse types of data used in the study. The study employed a convergent parallel mixed methods design by using both quantitative and qualitative research methods to collect data concurrently. It adopted a case study approach as the researcher undertook an in-depth enquiry into staff competencies in the planning and establishing of an institutional repository at BUAN. The study population consisted of 201 BUAN academics, three Library repository staff, and two Information Technology (IT) staff. Semi-structured interviews were used to source data from purposively selected library repository staff and BUAN IT staff. A structured questionnaire was administered to the academics. Descriptive statistics was used in the analysis of the study’s quantitative data and thematic content analysis for its qualitative data. A number of knowledge sets, skills and personal attributes emerged from the study as being required in the planning and establishing of a successful repository at BUAN, critical amongst these being knowledge of metadata and metadata standards. An important recommendation emanating from the study related to repository advocacy and outreach among BUAN academics as well as on-going training of library repository staff to keep them abreast of latest repository developments.
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Books on the topic "Resources and competencies"

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Tyrrell, Heather Serena. Aer Rianta International's core competencies, capabilities and resources: An analysis. Dublin: University College Dublin, 1997.

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United States. Department of Labor. Secretary's Commission on Achieving Necessary Skills. Workplace essential skills: Resources related to the SCANS competencies and foundation skills. Washington, D.C: The Office, 2000.

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Corporate India and HR management: Creating talent pipelines, leadership competencies, and human resources. Alexandria, Va: Society for Human Resource Management, 2010.

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1951-, Rothwell William J., and American Society for Training and Development., eds. The ASTD reference guide to professional training roles & competencies. New York: Random House Professional Business Publications, 1987.

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Sredl, Henry J. The ASTD reference guide to professional training roles & competencies. Amherst, Mass: Human Resources Development Press, 1987.

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Holden, Jesse. Acquisitions in the new information universe: Core competencies and ethical practices. New York: Neal-Schuman Publishers, 2010.

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Acquisitions in the new information universe: Core competencies and ethical practices. New York: Neal-Schuman Publishers, 2010.

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Read, Hilary. Assessing management competence: A resource file. Bristol: NHS Training Directorate, 1993.

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Fundamentals of human resource management: Content, competencies, and applications. Upper Saddle River, N.J: Prentice Hall, 2009.

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Sparrow, Paul. Building human resource strategies around competencies: A life cycle model. Manchester: Manchester Business School, 1992.

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Book chapters on the topic "Resources and competencies"

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Longley, Neil. "Knowledge-Based Resources: Managerial Competencies." In An Absence of Competition, 95–104. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-9485-0_7.

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White, Colin. "Analysing resources, capabilities and core competencies." In Strategic Management, 233–65. London: Macmillan Education UK, 2004. http://dx.doi.org/10.1007/978-0-230-55477-1_7.

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Hadjerrouit, Said. "A Theoretical Framework to Foster Digital Literacy: The Case of Digital Learning Resources." In Key Competencies in the Knowledge Society, 144–54. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-15378-5_14.

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Peris-Ortiz, Marta, Mónica López-Sieben, and Jaime Alonso-Gómez. "Resources and Tools of the Firm: Competencies and Entrepreneurship." In Innovation, Technology, and Knowledge Management, 213–22. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24657-4_16.

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Donevska-Todorova, Ana. "Fostering Students’ Competencies in Linear Algebra with Digital Resources." In Challenges and Strategies in Teaching Linear Algebra, 261–76. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-66811-6_12.

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Mukhtar, Dzulkifli, Muhammad Fahimi Sofian, and Ahmad Firdause Md Fadzil. "Entrepreneurial Self-efficacy and Competencies: Reinterpreting Entrepreneurial Embedded Resources." In The Importance of New Technologies and Entrepreneurship in Business Development: In The Context of Economic Diversity in Developing Countries, 1251–63. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69221-6_94.

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Evans, Nigel. "Tourism, hospitality and event organizations – the operational context: competencies, resources and competitive advantage." In Strategic Management for Tourism, Hospitality and Events, 82–117. Third Edition. | New York: Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429437601-5.

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"Human Resources and Competencies." In Developing Innovation Systems, 151–67. Routledge, 2013. http://dx.doi.org/10.4324/9780203056219-17.

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"Emergent HR competencies." In Managing Human Resources in Asia-Pacific, 265–66. Routledge, 2004. http://dx.doi.org/10.4324/9780203643167-45.

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Boulanger, Jean-Louis. "Human Resources and Competencies Management." In Certifiable Software Applications 2, 57–66. Elsevier, 2017. http://dx.doi.org/10.1016/b978-1-78548-118-5.50005-3.

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Conference papers on the topic "Resources and competencies"

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Sekulić, Momčilo, Ana Matović, and Djorde Milošević. "Money Laundering and Virtual Financial Resources." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.65.

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Money laundering is a complex phenomenon that represents the direct impact of organized criminal groups on legal financial flows. As a particularly dangerous dimension of illegal activities, the author emphasizes the possibility of masking them through the investment of illegally acquired funds in legal public or private affairs. The author analyzes the structure of this illegal activity, showing its adaptation to modern communication conditions, which is why he notices the importance of evolving this illegal phenomenon in the online environment. The predominant part of this paper is dedicated to the introduction of numerous ways of placing criminal profit in the regular monetary market through the information and communication benefits of the Internet. In his research, the author does not stay within the framework of the visible part of the web. His special attention is focused on the high-tech circumstances and communication capacities of the dark web, in order to emphasize the inexhaustible possibilities of hiding, "laundering" and further placing "laundered" money that originates from criminal activities.
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Habjan, Tatjana. "Prispevek notranjega revizorja k izboljšavam v organizaciji." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.21.

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The Slovenian economy did not sufficiently recognize and use the internal audit function. This is largely true for that part of the economy where internal audit is not legally defined as a key function. However, in the world, it is the internal auditor who also helps the organization in the field of making sense of values, the importance of competencies and introducing changes. These are the elements that affect the size and distance of risks and opportunities. One of the key success factors is employees. The organization needs to have the right people in the right place. Be it middle, senior management or professionals such as internal auditors. Among other things, the pandemic showed how the Human resource function influences the long-term success of the organization through the right and timely selection of personnel. Nevertheless, in all my many years of practice, I have never managed to get the management and then the supervisory board to accept the proposal that the human resources function and its efficiency and effectiveness be included in the annual internal audit plan.
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Popović, Daliborka, Jelena Đurđević Nikolić, and Vera Divac. "Teacher Competencies for Inclusive Education and Resources for Their Improvement." In PROFESSIONAL COMPETENCES FOR TEACHING IN THE 21ST CENTURY. Faculty of Education in Jagodina, 2020. http://dx.doi.org/10.46793/pctja.19.478p.

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Palšaitis, Ramunas, Kristina Čižiunienė, and Kristina Vaičiutė. "SOCIAL COMPETENCIES AND PERSPECTIVES OF HUMAN RESOURCES IN LOGISTICS ORGANIZATION." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.52.

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Clients of logistics organizations often demand not only one service, but a total logistics package. Therefore, globalization of economic, social and cultural processes pose new challenges for human resource management. The paper analyzes the impact of human resource competence features and its use as a tool for development of logistics organization and logistics service quality assurance. Competence measurement is complicated, it requires sophisticated studies, thus competence is often assessed on the grounds of simple, easily expressed, but often frustrated total image indicators, such as education and training. The conducted qualitative research enabled the identification of human resource social competence problematics in logistics organizations.
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Grafenauer, Boža. "Dediščina naravnega zdravljenja Arnolda Riklija kot priložnost za oblikovanje trajnostnih turističnih doživetij." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.18.

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This paper deals with the way of successful inclusion of heritage in the up-to-date sustainable tourism by recognising, professional evaluation and appropriate interpretation. The text is based on the presentation and analysis of healing methods applied by natural healer Arnold Rikli who founded healing tourism in Bled in the 19th century. Nowadays, his methods are very relevant again and although being an excellent basis for the creation of unique and authentic experiences, connected with nature, they are not utilised enough. The paper shows how and to what extent Rikli's heritage of natural healing can be an opportunity and basis for the creation of new authentic, sustainable and personalised tourist experiences, based on the harmony with the natural resources in Bled. The decisive factors, affecting the selection of a tourist destination, are authenticity and versatility of the tourist offer, which means that guests are looking for unique experiences that Rikli's story and his healing methods, based on strengthening the immune system in a natural way with the help of natural methods and elements such as water, air and light, definitely are in Bled.
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Kovačić, Mirjana, Srđan Krčević, and Emil Burić. "Towards the Circular Economy in Croatia - the Perspective of EU Green Deal on Regional Level." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.32.

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Since the European Commission launched the Circular Economy Package in December 2015 named “Closing the loop: EU Action Plan for the Circular Economy”, many changes are expected both in European Union economy as well as in the Member States’ national economies. Due to new Package, a transposition of legislation is required as well as adjusting the business climate and citizens’ habits in order to fully implement the Package and experience the benefits of Circular Economy in Europe. The transition to a new economy pattern Commission perceived as essential due to new economic, global and environmental challenges. Assessing the waste management, the data showed that some member states already recycle almost 80 % of waste, while others are far away from achieving the Europe 2020 Strategy goals, including Croatia. The Circular Economy Package is nowadays part of EU Green Deal, one of the highest ranked strategic documents, which emphasizes the need for efficient use of resources by transition to the clean circular economy approach as well as to renew the biodiversity and to decrease the pollution. The authors analyse legislative framework and trends in green economy, with special attention on Croatia, and Primorje-Gorski Kotar county. This paper emphasizes the significance of the Circular Economy and its benefits and present the policy implementation capacities on the national and regional level to implement the circular approach to economic process.
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Tomić, Daniel, and Manuel Benazić. "Financialization vs. (de)Industrialization in Croatia: Evidence of a Nonlinear Behaviour." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.68.

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Increasing financialization in the EU over the last two decades rendered different macroeconomic stories in regard to growth rates, industrialization and innovation, institutional transformation, inequality and financial stability. In addition, monetary union has created a favourable environment for such process by increasing a market expansion of financial institution and increasing financial assets within companies. However, the process of financial liberalization has changed economic structure in many countries leading to an excessive increase in both private and public debt and subsequently to the process of deindustrialization. For example, deindustrialization lead to a significant reallocation of resources from the industrial sector to the service sector in Croatia. The Global economic crisis of 2008 has shortly devitalized excessive financialization, yet it did not contain it. The aim of this paper is to evaluate whether the two economic lanes, financialization and industrialization, are mutually related and do they follow same linear or non-linear process. Identification is based on Markow switching approach with time-varying transition probabilities and covers annual data from 1995 to 2018. The period covers and extends beyond the Global crisis, which facilitates our empirical logic on examining the regime switching behaviour for both economic processes. Obtained results suggest nonlinearity within, both financialization and industrialization processes, by identifying two distinct levels of behaviour before and after the Global crisis.
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Smékalová, Lucie, Jiřina Sněhotová, and Barbora Jordánová. "Identification of Transferable Competencies and their Impact on the Paradigm Change in Higher Education in the 21st Century." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.034.

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The article presents the results of a qualitative research of an Erasmus+ KA201 project “CATCH 21st Skills – Changing the Approach to Teaching in Higher Education”. The main method used in the research was a semi-structured interview led with six human resources (HR) managers of six Czech private companies. The aim of the qualitative research was to find answers to the question: Which transferable competencies are the most important for the graduate's successfulness in the labour market? After completing the interviews, the research team was able to link the concrete 21st century skills with four competence areas (sub-themes), to identify the two most important clusters of competencies (communication and collaboration) which are the most important for the employers. Secondly, the research team members found out what changes in educational paradigm would bring benefits for actual demands of job market. The conclusion of the paper offers ways and tools for development competencies among university students and it brings the description of the thesis for transforming the educational paradigm.
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Juliana Perin, Ana Paula, Deivid Eive Silva, and Natasha Malveira Valentim. "Experiência de docentes do Ensino Médio em Conduzir Atividades Remotas Durante o Distanciamento Social: uma Análise Baseada no Contexto da Educação 4.0." In Computer on the Beach. São José: Universidade do Vale do Itajaí, 2021. http://dx.doi.org/10.14210/cotb.v12.p141-148.

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In Education 4.0, it is expected a personalized learning process andthat students are the protagonist. In this new education format, itis necessary to prepare students with the skills and competenciesof the 21st Century, such as teamwork, creativity, and autonomy.In this context, this paper aims to present the outcomes of a surveyabout the high school teachers’ experiences with online activitiesduring social distance provoked by the COVID-19 pandemic. Thus,this survey can help understand the experiences and degree of difficultyof high school teachers when using technological resources inonline classes in the period of social distance. Moreover, we investigatedthe skills and competencies of the 21st Century perceivedby teachers in students. The outcomes showed that many teachersfelt difficulties to use technological resources. Besides, some of theteachers noticed in students skills of the 21st Century, includingconcentration, autonomy, and motivation.
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Kulkarni, Rahul, David Rosen, Janet K. Allen, and Farrokh Mistree. "An Information Model for Finding and Integrating Distributed Resources for Engineering Design-Manufacturing Processes." In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/cie-34464.

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The complexity of many modern products means that multiple design teams need to collaborate during product development projects. Driven by such issues, companies are increasingly staffing only their core competencies in-house and depending on other firms to provide the complementary design knowledge and design effort needed for a complete product. With the advent of the Internet, it is today possible that these external resources are physically, geographically, and temporally distributed. In this scenario, finding the right external resource for a given task and establishing effective communication between such resources are two of the most crucial elements of the product realization process. Through this paper, the authors aim to develop an information model and middleware that enable identification and use of suitable resources for design and design-for-manufacture stages in a distributed design and manufacturing environment. Such an information model and middleware will enable a designer to use XML to effectively communicate information regarding requirements, engineering parameters, process details and resource capabilities to different entities in the product realization process. The information model and middleware developed are implemented as part of Web-DPR – web-based distributed product realization environment developed at the Systems Realization Laboratory at Georgia Tech.
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Reports on the topic "Resources and competencies"

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Tolentino, L. L., L. Landicho, and J. C. Fernandez. Agroforestry competencies and human resources needs in the Philippines ICRAF Working paper no. 99. World Agroforestry Centre (ICRAF), 2010. http://dx.doi.org/10.5716/wp16654.pdf.

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Bolton, Laura. Climate and Environment Learning Resource Guide. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.060.

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This guide is designed to provide information about online resources and materials that can be used to develop or refresh knowledge relevant to FCDO’s climate and environment technical competencies. It is not an exhaustive list and further resources may be added. The guide briefly explains what each resource is, what it covers, and an estimate of how long it takes to read/complete (where information is available). The courses and resources are mostly aimed at people with a general level of knowledge about climate and the environment. Particularly useful resources have been highlighted with *Key Report* at the top of the tables in sections 3, 4, and 5.
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Murphy, Susan E., Dewey Blyth, and Fred E. Fledler. Cognitive Resource Theory and the Utilization of the Leader's and Group Members' Technical Competence. Fort Belvoir, VA: Defense Technical Information Center, January 1995. http://dx.doi.org/10.21236/ada296671.

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