Dissertations / Theses: '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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Ruder, Romney. "Competencies and the Changing World of Work| The Need to Add Cultural Adaptability and Cultural Intelligence to the Mix When Working with Urban Missionary Candidates." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607009.

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As more people gravitated to the city, urban areas in the United States became increasingly diverse, yet the Church missed the opportunity to reach these multicultural cities. Though there were efforts at designing a core curriculum for cultural adaptability training, there was a lack of data supporting its effectiveness.

Much of the Church’s response to the urbanization focused on cross-culturalism with the view of urban communities as mission fields. Literature revealed that cultural adaptability and cultural intelligence were needed skill sets for the workplace. Faith organizations that routinely worked among cross-cultural populations needed to ensure that their staff received proper training in cultural skills before leaving for the field.

This research centered on a small study of urban missionary candidates from World Impact. The quantitative approach followed a methodology that was exploratory, rather than hypothesis, driven. The design used a survey tool called the Cross Cultural Adaptability Inventory. The tool utilized a Likert scale and rating scale questions, as opposed to open or closed question surveys.

In determining acceptable levels of cultural adaptability in missionary candidates, this study found evidence of notable increases in adaptability as a result of training. Additionally, cultural adaptability in relation to demographics was validated. However, the linear combination of demographics predicting cultural adaptability was not found.

Literature supported the lack of consensus on the direction of cultural adaptability studies. The expectation of this study was that organizations would take a deeper look at how they were conducting cultural adaptability training. The data gathered from this research project led to the recommendation for continued study on the individual components of cultural adaptability, including additional occupations and pretesting as a best practice prior to post-testing.

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Newton, Eric. "Building rapport in mediation| A study of the application of intercultural competencies in a Midwestern mediation center." Thesis, University of the Pacific, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10140628.

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In today’s world, people from various cultures interact on a daily basis on a number of occasions. During these intercultural encounters, conflicts often arise. Intercessors are needed to help people navigate these types of disagreements. Mediators are considered some of these peacekeepers. This thesis engaged with mediators at a mediation center in the Midwestern United States in order to understand what strategies seemed most effective.

I examined the research that scholars have conducted regarding building rapport through utilizing respect and face issues, as well as nonverbal behavior. In addition, I explored the connection between the understanding of these factors and intercultural competence and intercultural conflict competence.

The purpose of this thesis was to see how these mediators understood and valued respect and face issues, including nonverbal behavior, when building rapport with parties in mediations. These mediators were engaged in two manners, via survey and interview questions. The intercultural competence of the mediators in these domains was also explored.

The results of the research in this thesis showed how the mediators were skilled in some areas, such as in rapport building and respect issues. It further revealed that they were in need of some skills for their toolbox, such as training on face issues and nonverbal behavior, including silence, tone of voice, and eye contact. Detailed recommendations for the mediators are provided. Future research is encouraged: A group of mediators that have exhibited intercultural competence should be selected in order to test their intercultural conflict competence.

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Pedro, Maria de Lurdes Cardina. "Para uma gestão do desenvolvimento profissional: um estudo exploratório sobre a promoção do desenvolvimento profissional em contexto industrial." Master's thesis, Universidade de Évora, 2006. http://hdl.handle.net/10174/16053.

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Os indivíduos e o desenvolvimento das suas competências passaram a ser enfatizados como fatores centrais de diferenciação estratégica, legitimados por discursos como o da competitividade, polivalência e desenvolvimento profissional. O propósito desta dissertação é, neste quadro de referência, estudar a ligação entre o modo como se perceciona o modelo de intervenção organizacional da Gestão de Recursos Humanos, o desenvolvimento profissional das pessoas que lhe está associado e as barreiras existentes ao desenvolvimento de competências para se produzirem os comportamentos desejados. O estudo exploratório foi desenvolvido com um universo de observação de 114 trabalhadores, integrados em vários grupos profissionais qualificados e altamente qualificados. Os resultados veem não só reforçar a linha de investigação de Dave Bartram (2002) quanto à adequabilidade do Modelo Universal de Competências a este contexto industrial, como também vem realçar um conjunto de fatores explicativos das diferenças entre grupos quanto à satisfação com a promoção do desenvolvimento profissional. /ABSTRACT - Individual and their competencies development has been enhanced as central factors for strategic differentiation, supported by speeches like competitiveness, multifunction and professional development. The purpose of this dissertation is, within this frame reference, to study the connection between the Way how the model of organizational acting in Human Resources Management is perceptible, also the associated people’s professional development and the barriers to competences development in order to produce the desired behaviors. The exploratory study has been developed with an observation of 114 employees, integrated in several professional groups qualified and highly qualified. The results reinforce Dave’s Bartram (2002) investigation line concerning the adaptation of Universal Competencies Model to this industrial environment, as well as enhance some explanations of the differences between groups in relation to satisfaction of professional development.

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Laux, Stephanie. "Personal Resources: Explorative Studies analyzing the Concept, the Development and the Promotion in Children and Adults." Doctoral thesis, Universitätsbibliothek Chemnitz, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-198583.

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The present thesis “Personal Resources: Explorative Studies analyzing the Concept, the Development and the Promotion in Children and Adults” focuses on the field of Positive Psychology. This comparatively new field of research aims to examine personal strengths and virtues to ascertain the role of positive experiences, to delineate the function of positive relationships, and to understand how these factors contribute to well-being (Gable & Haidt, 2005). In addition, another goal of Positive Psychology is to develop effective interventions, aiming to increase and sustain processes that strengthen these resources. Thus, my thesis will contribute to a broader understanding of the concepts of personal resources and well-being, as well as their development and promotion. Therefore, I will present findings from four cross-sectional and longitudinal studies with children and adults as participants. In Chapter 1, I introduce the most central concepts of Positive Psychology research and constitute the central questions guiding my thesis. Chapters 2 to 5 present the findings of my empirical research: In Chapter 2, I investigate the concepts of resources and human well-being. Therefore, I will analyze the most important human resources and their complex interplay and impact on human well-being. My aim is to contribute to a more comprehensive framework in this comparatively new field of research. As Positive Psychology further strives to establish effective interventions, I additionally investigate the development and promotion of resources and well-being in children and adults (see Chapters 3-5). In Chapter 3, I concentrate in particular on preschool children and their socio-emotional competencies, and the promotion of these within our mentoring-based prevention program “HUCKEPACK”. A further aim of my thesis is to contribute to a better understanding of the processes fostering positive intervention outcomes. Hence, in Chapter 4 I focus on the causal mechanisms that bring about change within mentoring relationships. More specifically, I examine whether mentors’ socio-emotional competencies influence the mentees’ socio-emotional development within these mentorships. In Chapter 5, I address the question whether personal resources develop in adulthood while focusing on volunteers in our mentoring program in comparison to non-volunteers. Finally, Chapter 6 summarizes the findings presented in my thesis and provides prospects for future research. In Chapter 7 I submit a German version of this summary.

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Castanha, Márcio. "Gestão de recursos humanos como fator estratégico da gestão do conhecimento: estudo de caso em uma empresa do setor farmacêutico." Universidade de São Paulo, 2004. http://www.teses.usp.br/teses/disponiveis/18/18140/tde-23062008-152254/.

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As mudanças no ambiente empresarial têm acontecido em uma freqüência cada vez maior e as organizações buscam formas de aumentar suas capacidades de adaptação e, conseqüentemente, sua competitividade no mercado. Neste sentido, tem se relacionado a obtenção de vantagem competitiva com o tratamento que a empresa dá aos seus funcionários e aos seus ativos intelectuais, como o conhecimento. É dentro deste enfoque, que as organizações têm empregado ferramentas de gestão do conhecimento. A partir dessa constatação, este trabalho procura observar a gestão de recursos humanos como fator estratégico para a gestão do conhecimento. Para tanto, foi realizado inicialmente, uma revisão na literatura, que permitiu o desenvolvimento de questões para analisar a influência da gestão de recursos humanos em iniciativas em gestão do conhecimento. É também realizado um estudo de caso para observar na prática as constatações da literatura. A pesquisa identificou que a área de recursos humanos pode contribuir efetivamente, através de práticas e políticas, para que esforços em gestão do conhecimento sejam bem sucedidos.
The changes of the organizational environment have happened with a high frequency and the organizations search for ways to improve their capacities of adaptation and, consequently, their competitiveness in the market. In this way, the gain of competitive advantage is related to treatment that the company gives for their employees and for their intellectual assets, like the knowledge. Within this context the organizations have utilized tools of knowledge management. Following this argument, this work discusses the human resources management as strategic factor for the knowledge management. It was initially accomplished a literature revision, that allowed the development of subjects to analyze the influence of human resources management in the initiatives of knowledge management. This work also presents a case study that discusses in practice the observations from the literature. The research identified that the human resources department can effectively contribute, through policies and practices, for success of knowledge management implementation.

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Petrides, Mónica Andreia. "Na óptica dos clientes, quais são as competências necessárias valorizadas? : o caminho para a vantagem competitiva." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11423.

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Mestrado em Ciências Empresariais
A Gestão de Recursos Humanos é a base para atingir o sucesso de uma empresa e, nesse sentido, pretende-se estudar uma organização do ramo da Nutrição e Dietética para perceber, na óptica do cliente, quais as competências necessárias valorizadas numa técnica alimentar e, a partir daí, ter uma base para o desenvolvimento da técnica que leve ao aumento da fidelização dos clientes. Para tal, utilizou-se um questionário com 20 competências a serem avaliadas pelos clientes e obtiveram-se 187 respostas de indivíduos divididos por 8 lojas de nutrição na zona da Grande Lisboa. Para a análise dos resultados calcularam-se as médias de cada competência por loja e pelo total dos questionários e o coeficiente de correlação de Pearson. Após interpretar os resultados obtidos, concluiu-se que a competência mais valorizada pelos clientes das 8 lojas é o conhecimento técnico que a técnica alimentar revela. Além disso, observou-se que existe uma correlação significante entre as competências estudadas, a idade e a localização das lojas. Em estudos futuros poder-se-ia alargar a população estudada, para possibilitar uma maior sustentação e uma viabilidade mais elevada dos resultados alcançados.
The Human Resource Management is the basis for success of a company and, therefore, this work intends to study an organization that operates in the field of Nutrition and Dietetics to understand, from the perspective of the customer, what competencies are needed and valued on a dietetic technician and, after that, have a basis for the development of the technician that will lead to the increase of customer loyalty. For that purpose, a questionnaire with 20 competencies evaluated by the customers was used and 187 responses were obtained from individuals divided by 8 Nutrition stores in the Great Lisbon area. For the data analysis, the average of each competencie in each store and in the total of questionnaires and the Pearson correlation coefficient were calculated. After the interpretation of the results, the conclusion was that the competence most valued by the customers from the 8 stores was the technical expertise that the technician reveals. Moreover, it was observed that there is a significant correlation between competencies and age and the location of stores. In future studies it would be interesting to extend the study to a larger population, to provide greater sustain and a higher viability outcomes.

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Santos, Mónica Alexandra Tavares Soares e. "Estudo do perfil de competências no processo de recrutamento e seleção no Instituto Superior de Ciências Policiais e Criminais de Angola." Doctoral thesis, [s.n.], 2015. http://hdl.handle.net/10284/5127.

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Tese apresentada à Universidade Fernando Pessoa como parte dos requisitos para obtenção do grau de Doutor em Ciências Sociais, especialidade em Psicologia
O presente estudo tem por principal objetivo definir o perfil de competências que determinam a construção do perfil de candidato no processo de recrutamento e seleção no Instituto Superior de Ciências Policiais e Criminais de Angola. Tendo como pano de fundo do presente estudo a aplicação das teorias que conduzem à construção de um perfil de competências na realidade da polícia angolana levamos a cabo um estudo de caso qualitativo que teve como principais instrumentos de recolha de dados a observação e avaliação qualitativa dos testes psicotécnicos a que os candidatos a cadetes são sujeitos e um inquérito por questionário colocado a elementos que integram os quadros humanos da Polícia Angolana. Com base nos resultados obtidos a partir da metodologia empírica aplicada construímos uma proposta de perfil de competências dividido entre competências comportamentais e competências técnicas onde se destacam a capacidade de comunicação, autonomia e responsabilização, que poderá vir a constituir-se no modelo orientador do processo de recrutamento e seleção dos candidatos da instituição onde empreendemos o presente Estudo de Caso.
The present study has for main objective to determine the imperative skills that define the construction of the candidate profile in the process of recruitment and selection in the Instituto Superior de Ciências Policiais e Criminais de Angola (Academic Institute of Police and Criminal Science of Angola). Having as a backdrop of this study the application of the theories studied in the reality of Angolan police we carry out a qualitative case study that had as main data collection tools the observation of statistic assessment of recruitment tests and selection that prospective cadets are subject and also an interview survey submitted to the elements that make up the human force of the Angolan police, and that, being in assets, are the current mirror of the skills that a professional of this police force should have. Based on the results obtained from the empirical methodology applied we build a proposal for a new competency profile in with behavioral skills and technical skills gain force and, within them de communication, autonomy and accountability assume an important role. The profile obtained may constitute the guiding model of the recruitment and selection process of candidates in the institution in which we undertook the present Case Study.
Ce travail a pour objectif principal déterminer les compétences impératives qui définissent la construction du profil de candidat dans le processus de recrutement et de sélection dans l'Instituto Superior de Ciências Policiais e Criminais de Angola (institut universitaire de la police et des sciences criminelles de l'Angola). Ayant comme toile de fond de cette étude l'application des théories étudiées dans la réalité de la police angolaise nous réalisons une étude de cas qualitative qui avait comme principaux outils de collecte de données de l'observation de l'évaluation de tests et de sélection de recrutement que les cadets potentiels sont soumis et aussi une enquête par interview soumis aux éléments qui composent la force humaine de la police angolaise, et que, étant des actifs, sont le miroir de courant des compétences qu'un professionnel de cette force de police devrait avoir. Sur la base des résultats obtenus à partir de la méthodologie empirique appliquée nous construisons une proposition pour un nouveau profil de compétences avec les compétences comportementales et des compétences techniques, et acquérir de la force, en leur sein de communication, autonomie et la responsabilisation assument un important rôle. Le profil obtenu peut constituer le modèle pour guider le processus de recrutement et de sélection des candidats à l'institution dans laquelle nous avons entrepris l'étude de cas.

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Barros, Patrícia Minardi Araripe. "Uma proposta de modelo de planejamento de ações de capacitação para Farmanguinhos." reponame:Repositório Institucional da FIOCRUZ, 2015. https://www.arca.fiocruz.br/handle/icict/13005.

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Fundação Oswaldo Cruz. Instituto de Tecnologia em Fármacos/Farmanguinhos. Rio de Janeiro, RJ, Brasil.
A competitividade e a sustentabilidade das organizações estão muito associadas ao conhecimento e às ações inovadoras da sua força de trabalho. Em consequência, as mudanças no meio organizacional requerem constante desenvolvimento da força de trabalho como forma de gerar melhorias e/ou novos produtos e processos. A Gestão por Competência (GpC) é uma prática de gestão organizacional que busca o alinhamento das competências individuais às competências organizacionais em prol dos objetivos estratégicos. O desenvolvimento das pessoas pode ser beneficiado com a GpC por meio de um mapeamento de competências que indique as ações de capacitação mais estratégicas e prioritárias à organização. Farmanguinhos/Fiocruz é um laboratório farmacêutico ligado ao Ministério da Saúde que atua na produção de medicamentos, na pesquisa e desenvolvimento tecnológico e na difusão do conhecimento. Assim, como as demais organizações, tem o desafio de manter pessoas motivadas e engajadas com seus objetivos. A diversidade e a complexidade de suas atividades fazem o laboratório pensar no aprimoramento das práticas de gestão para prestar serviços de qualidade à população. A elaboração de um modelo que contemple um planejamento de ações de capacitação por competências parte da Política Nacional de Desenvolvimento de Pessoas e das Diretrizes de Capacitação da Fiocruz para, dentre outros objetivos, estruturar uma proposta que melhor atenda às necessidades desse importante laboratório. Para isso, optou-se pela metodologia de estudo de caso realizada por meio de um protocolo de estudo, elaborado e interpretado pela própria pesquisadora, bem como uma pesquisa documental para que, a partir de uma análise integradora, fosse possível correlacionar pontos favoráveis e desfavoráveis à realidade da Unidade. O modelo proposto inicia com uma ampla análise considerando fatores internos e externos à organização, que permite planejar ações de capacitação vistas como necessárias ou como oportunidades de aperfeiçoamento. A proposta de criação de um Comitê de Capacitação aproveita-se de uma gestão participativa e propicia uma discussão estratégica para definição das ações que serão inseridas no Plano de Capacitação por Competências (PCC). A etapa de planejamento das ações de capacitação utiliza-se de uma Matriz que, baseada nas competências da indústria farmacêutica, foi dividida em dois eixos: rotineiro e inovador. Esta Matriz de Capacitação também contribui para o monitoramento durante a etapa execução. Assim, o Comitê, a área de Gestão de Pessoas e os gestores dispõem de um instrumento para acompanhar e aferir se o que foi planejado atingiu seu objetivo previsto. Como se trata de um ciclo virtuoso, o planejamento das capacitações para o ano seguinte leva em consideração os resultados obtidos no Plano anterior. Assim, o modelo de Plano de Capacitação por Competências para Farmanguinhos reúne elementos integrados com as reais necessidades da Unidade na possibilidade de conectar estratégia, aprendizagem, competências e desempenho.
Institutions competitiveness and sustainability are closely associated to knowledge and the innovative actions of its workforce. Consequently, the changes in organizational environment require constant personal development as a way of generating improvement, new products and processes. Competency Management is an organizational management practice that seeks to align individual skills to organizational skills, in order to support strategic objectives. The professional development of the staff can benefit from competency management because, through the assessment of people competencies, the company can identify the most strategic and important trainings for the group. Farmanguinhos/Fiocruz is a pharmaceutical lab, part of the Ministry of Health, which works with the production of medicines, research and technological development and is responsible for the spreading of knowledge. Therefore, one of its main objectives is to keep people motivated and engaged to personal goals. The diversity and the complexity of its activities make the lab think of management practices improvement in order to provide highclass service to the society. One of the goals of National Policy for People Development and Capacity Guidelines is to create a model that includes action plans for the development of competencies in order to create a proposal that attends the needs of this important lab. In order to achieve this goal, we have opted for the “case study” methodology, which was performed through a study protocol, made and interpreted by the author/researcher. It was also applied a Documentary Research, which promoted and favored an integrated analysis, enabling to correlate strengths and weaknesses of Farmanguinhos reality. The proposed model begins with a comprehensive analysis considering internal and external organization factors, which allows to plan training actions, seen as necessary or as opportunities for improvement. The idea to establish a Training Committee takes advantage of participative management, and provides a strategic discussion to define the actions that will be inserted in the Skills Training Plan. The planning of training actions uses a Capacity Matrix that, based on pharmaceutical industry skills, has been divided into two axles: routine and innovation. This Matrix also helps the monitoring during the execution stage. Thus, the Committee, the Personnel Management area, and the managers, have their own instrument to follow and assess if the goal has been achieved through the plan. As it is a virtuous cycle, the following year plan considers the achieved results of the previous year. Therefore, the present model of “Competency Management Plan” to Farmanguinhos brings together integrated elements containing current and emergent needs, with the potential to connect strategy, learning, skills and performance.

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Gherra, Sandrine. "Intégration du développement durable dans la stratégie d'entreprise : une explication par la théorie des ressources et compétences et l'approche des parties prenantes.Le cas du secteur des produits de grande consommation." Thesis, Aix-Marseille 2, 2010. http://www.theses.fr/2010AIX24019/document.

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La thèse vise à proposer un modèle intégrateur et synthétique des antécédents du niveau de proactivité environnementale des entreprises industrielles opérant dans le secteur des produits de grande consommation. La revue de littérature nous permet de développer un double cadre théorique, fondé sur la théorie des ressources et compétences élargie aux ressources et compétences naturelles, ainsi que sur l'approche des parties prenantes. La première étape de la recherche empirique consiste en une étude qualitative exploratoire menée auprès du « Club Déméter », un regroupement d'acteurs privés et publics pour réfléchir sur les problématiques de développement durable. Cette étude qualitative repose sur une analyse documentaire (étude des rapports de développement durable des entreprises membres), 16 entretiens semi-directifs (auprès des responsables des grandes fonctions d'une entreprise fabricant des boissons) et une observation longitudinale, non participante, d'un groupe restreint (plusieurs sous-groupes de travail du « Club Déméter »). L'étude qualitative a permis d'affiner le modèle de recherche élaboré lors de la revue de la littérature, mais également de préparer la phase de recherche quantitative, en contribuant à développer certaines mesures des variables. La seconde étape de la recherche empirique, qui repose sur une analyse quantitative réalisée auprès de 188 entreprises industrielles opérant dans le secteur des produits de grande consommation en France, nous a permis d'évaluer la qualité des échelles de mesure, dont certaines ont été spécifiquement créées au cours de l'étude, ainsi que de tester nos hypothèses de recherche. Les résultats obtenus montrent une influence positive sur la dimension stratégique interne de la proactivité environnementale, de l'orientation parties prenantes, des compétences de management environnemental, de gestion des ressources humaines, de conception de produits plus respectueux de l'environnement, de conception d'emballages réduits à la source, simplifiés, valorisâmes, réutilisables, produits à partir de matière recyclée. Nos résultats montrent une influence positive sur la dimension stratégique externe de la proactivité environnementale, de l'orientation parties prenantes, des compétences de gestion des ressources humaines et de conception d'emballages conçus à partir de matière recyclée
The purpose of this doctoral thesis is to explain the sustainable development integration variability by a stakeholders approach and resource-based theory analysis in the French mass market industry. The first step of the empirical study is based on a qualitative analysis of the « Club Déméter », a group of public and private actors working together on sustainable development issues. This qualitative study is conducted by of documentary analysis, 16 interviewsand a long non participant observation of a srnall group within the « Club Déméter ». With this first empirical study, we were able to precise the research model and to prepare the second step of the empirical study. The second step of the empirical study is based on a quantitative analysis of 188 firms within the French mass rnarket industry. This empirical study gave us the opportunity to estimate the quality of the measuring device and to test the research model. The results show a positive influence of stakeholders orientation, environmental management competencies, human resources management competencies, product eco-design competencies, eco-design of packaging that can be reused, simplified, end of life value added, and made with recycled raw material competencies, on internai environmental strategy proactivity. The results also show a positive influence of stakeholders orientation, human resources management competencies, and packagingmade with recycled raw material competencies on external environmental strategy proactivity

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Gavrilova, Aguilar Mariya. "Examination of the Alignment between the SHRM Competency Model and Undergraduate Syllabi of Human Resources and Management Degree Programs in Texas." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849740/.

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The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.

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Correia, Tiago Pereira. "Competências dos cargos de dirigentes na administração pública : o caso do Instituto Hidrográfico - Marinha." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18468.

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Mestrado em Gestão de Recursos Humanos
O presente Trabalho Final de Mestrado prende-se com o estágio curricular realizado na Administração Pública, mais propriamente no Instituto Hidrográfico, um Laboratório de Estado muito peculiar nas suas características, na Direção de Apoio, no Serviço Pessoal, no departamento de Recrutamento e Seleção. Neste relatório de estágio abordam-se várias temáticas como, Competências, Recrutamento, Seleção e Formação dos Recursos Humanos, Administração Pública e Dirigentes. Este estudo torna-se pertinente pelo fato de existir uma necessidade de desenvolver um projeto que esteja envolvido com as competências dos dirigentes do IH, com o objetivo de apoiar a área de RH do IH. E também pelo facto de existirem poucos estudos sobre competências no IH e a escassez de artigos sobre a Administração Pública em Portugal. As atividades e competências adquiridas no estágio foram acompanhadas no enquadramento teórico de temática do estudo, passando pela organização onde decorreu o estágio com a descrição detalhada das atividades realizadas no mesmo e com uma breve discussão e reflexão da realidade vivida no Instituto Hidrográfico, comparando com a teoria.
The present Final Master's Work deals with the curricular internship held in the Public Administration, more precisely in the Hydrographic Institute, a State Laboratory very peculiar in its characteristics, in the Support Directorate, in the Personal Service, in the Recruitment and Selection Department. In this internship report, several topics are addressed, such as: Skills, Recruitment, Selection and Training of Human Resources, Public Administration and Leaders. This study is relevant because there is a need to develop a project that is involved with the competencies of the IH Leaders, in order to support the IH HR area. And also, because there are few studies about competencies in IH and the scarcity of articles on Public Administration in Portugal. The activities and skills acquired during the internship were followed in the theoretical framework of the study theme, passing through the organization where the stage followed the detailed description of the activities carried out there and with a brief discussion and reflection of the reality lived in the Hydrographic Institute, comparing with the theory.
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Pereira, Otacília da Paz. "O designer educacional e as competências profissionais: influências na seleção de recursos multimidiáticos." Pontifícia Universidade Católica de São Paulo, 2011. https://tede2.pucsp.br/handle/handle/18070.

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The advent of new information and communication technologies has caused a very representative impact on the working market and on the form people face education, expanding learning spaces and possibilities; what makes many authors to consider the importance of educational design. This master's degree dissertation presents some insights about educational designer, a professional who works in the conception, implementation and management of educational projects that use the internet. The research focused on the attempt to identify the characteristics of the work developed by the educational designer, its profile and the main competencies that must guide such work. In order to develop this paper, we mentioned authors whose research is about educational design issues, in addition to those who are focused on the use of multimedia resources towards online education. In a qualitative field research, data collected from the discussion in a focal group with the educational designers who work at Senac São Paulo were used. From this group, the following categories emerged: multimedia resources and learning, educational designer‟s profile and educational designer‟s role. Result revealed there‟s still a lot of confusion between the role and the most qualified professional profile to work in this area, which seems to indicate the transitoriness of the professional and its main characteristics
O advento das novas tecnologias de informação e comunicação causou um impacto bastante representativo no mercado de trabalho e na forma como a educação é encarada, ampliando espaços e possibilidades de aprendizagem, o que fez com que muitos autores passassem a considerar a importância do design educacional. Esta dissertação de mestrado apresenta algumas reflexões sobre o designer educacional, profissional que atua na concepção, implementação e gerenciamento de projetos educacionais que utilizam a internet como meio. A pesquisa teve seu foco na tentativa de identificar as características do trabalho desenvolvido pelo designer educacional, seu perfil e as principais competências que devem nortear sua atuação. Para tanto, foram utilizados autores cuja pesquisa gira em torno das questões do design educacional, além daqueles cujo foco está mais voltado para a utilização de recursos multimidiáticos na educação on-line. Na pesquisa de campo, de caráter qualitativo, foram utilizados dados coletados a partir da discussão realizada em grupo focal com os designers educacionais que atuam no Senac São Paulo. Desse grupo, emergiram as seguintes categorias: recursos multimídia e aprendizagem, perfil do designer educacional e papel do designer educacional. Os resultados revelaram que há ainda muita confusão entre o papel e o perfil profissional mais indicado para atuação nesta área, o que parece indicar a transitoriedade da profissão e de suas principais características

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Klaiba, Jan. "Návrh rozvoje osobnosti úspěšného manažera." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222250.

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This diploma thesis focuses on development of managerial competencies of manager‘s personality in the business environment. This work is divided into two main parts. The first, theoretical, includes theory and introduces basic terms. The second, practical, consists of two sub-parts: analytical, in which I analyse the situation and explore the problems, in the second sub-part I present a concept of my own solution.

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Ben, Temellist Asma. "L'avantage concurrentiel durable dans une perspective inter-organisationnelle : Le cas des sous-traitants tunisiens en habillement." Thesis, Paris 9, 2013. http://www.theses.fr/2013PA090072/document.

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Cette recherche contribue à expliquer la compétitivité durable dans une perspective inter-organisationnelle. Elle se fonde sur un cadre conceptuel intégrant les différentes « perspectives basées sur les ressources ». La démarche de nature qualitative repose sur des études de cas multiples auprès de neuf sous traitants tunisiens en habillement. Les résultats obtenus font apparaître d’une part que la compétitivité durable est le fruit de la détention d’un stock des ressources et des compétences. Dans une industrie, comme l’habillement, où la concurrence est rude et les barrières à l’entrée sont faibles, les sources systémiques sont la garantie d’un avantage concurrentiel durable. Il ne s’agit pas de considérer chaque source de manière individuelle et isolée, mais plutôt, c’est la combinaison des sources qui vise à produire un avantage concurrentiel. Toutefois, dans une perspective inter-organisationnelle, les « ressources marginales » et les « market access competencies » sont des sources capitales. D’autre part, le stock des ressources et des compétences est le résultat d’un processus d’apprentissage intra-organisationnel par la pratique. Néanmoins, la culture nationale présente un frein au transfert des sources de l’avantage concurrentiel du donneur vers son sous traitant
This study tries to understand the sustainable competitive advantage in interorganizational perspective. It is based on a conceptual framework integrating the different «resources-based perspectives». The approach is qualitative; it is based on multiple case studies carried upon nine Tunisian clothing subcontractors. On the one hand, results show that sustainable competitiveness is the result of holding a stock of resources and competencies. In such industry as clothing, where competition is fierce and the barriers to entry are low, the systemic sources are the guarantee of a sustainable competitive advantage. It should not consider each source individually, but rather, it is the combination of sources that creates a competitive advantage. However, in an inter-organizational perspective, the "marginal resources" and "market access competencies" are capitals sources. On the other hand, the stock of resources and competencies is the result of a process of intra-organizational learning by doing. Nevertheless, national culture presents a barrier to the transfer of sources of competitiveness from the prime contractor to the subcontractor

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Barbosa, Luciano Evangelista. "Gestão de recursos humanos na administração pública : a importância da formação no desenvolvimento das competências pessoais." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/16450.

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Mestrado em Gestão de Recursos Humanos
A Gestão de Rcursos Humanos na Adminsitração Pública tem cada vez mais utilizado dos recursos e mecanismos utilizados nos setores da administração privada. Com base no conceito da Nova Gestão Pública um dos direcionamentos é a implementação de ações que aposta na valorização do petencial existente nas pessoas, e assim sendo, procura estabelecer políticas voltadas para o desenvolvimento pessoal através da Formação, Gestão por Competências e desenvolvimento de carreira dos trabalhadores em funções públicas. O objetivo deste trabalho consiste em relacionar a prática da Formação e Desenvolvimento no campo da Adiministração Pública com a melhoria nos desempenhos individuais dos trabalhadores em funções publicas, na motivação, e nos resultados organizacionais com a utilização da Gestão por Competências. Para alcançar os objetivos foi realizado um estudo com 17 participantes, sendo estes profissionais, diretores e membros de departamento de RH que atuam na administração pública, aos quais foram aplicadas entrevistas com questões semiestruturadas e após isso feito a verificação dos resultados através da técnica de análise de conteúdo.
The Human Resources Management in Public Administration has increasingly used the resources and mechanisms used in the private administration sectors. Based on the concept of the New Public Management, one of the directions is the implementation of actions that focus on the valuation of people's existing assets, and thus, seek to establish policies aimed at personal development through Training, Management by Competencies and career development of workers in public functions. The objective of this work is to relate the practice of Training and Development in the field of Public Administration with the improvement in the individual performance of employees in public functions, motivation, and organizational results with the use of Management by Competencies. In order to reach the objectives, a study was carried out with 17 participants, being these professionals, directors and HR department members who work in the public administration, to whom interviews with semi-structured questions were applied and after that the verification of the results through the analysis technique of content.
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Carvalho, Nádia Oliveira. "Elaboração de perfis de competências na Câmara Municipal de Lisboa." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10521.

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Mestrado em Gestão de Recursos Humanos
O presente trabalho consiste num relatório sobre o estágio realizado, entre Fevereiro e Abril de 2015, no Departamento dos Recursos Humanos da Câmara Municipal de Lisboa, focado na área da Gestão de Competências. Este é um tipo de gestão que tem vindo a ganhar ênfase nas organizações pelo facto de contribuir bastante para o seu bom funcionamento. Para se chegar ao objetivo proposto, foi necessário a realização de uma revisão de conteúdos teóricos em matéria de competências: as suas dimensões, hierarquia, tipos de competências individuais, e os vários passos para a criação de um perfil de competências. O principal objetivo do estágio consistiu no projeto "Carta de Competências", com o propósito de serem criados perfis de competências funcionais para três funções distintas: o Atendimento, a Contabilidade e Finanças, e os Recursos Humanos. Com o objetivo de serem criados estes perfis várias foram as atividades realizadas, mas as duas principais e que são abordadas neste trabalho são: as alterações aos questionários para os trabalhadores e a definição da metodologia para o projeto em si.
This essay consists of a report on an internship focused on the subject of Competency-based Management, which took place between February and April 2015, within the Human Resources Department of Lisbon's City Hall. This kind of management has been continuously growing amongst the corporate environment due to its strong contribution to organizational efficiency. To achieve the intended goal, a revision of the theoretical contents concerning competencies was necessary; their dimensions, hierarchy, types of individual competencies, and the various steps towards the creation of a competency profile. The internship's main focus consisted of the project "Letter of Competency", with the purpose of generating functional competency profiles for three distinct areas: Receptionists, Accounting and Finance, and Human Resources. With this objective in mind, several tasks were performed, the two main ones being highlighted in this study: the re-structuring of the inquiries to workers, and the establishment of the methodology to be used in the project itself.

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Schlaak, Hannah M. "PROFESSIONAL COMPETENCIES FOR E-HELPERS: A TELEPRACTICE RESOURCE." UKnowledge, 2018. https://uknowledge.uky.edu/commdisorders_etds/12.

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The primary purpose of this study was to craft and validate a set of core competencies necessary for an e-Helper to possess. A review of the literature guided the creation of the initial competencies. Following expert review, the competencies were revised and formatted into an online survey which was sent to respondents in four target groups: (a) school administrators who had adopted telepractice as a service delivery model; (b) SLPs experienced in telepractice within a school setting; (c) current e-Helpers, and (d) scholars experienced in telepractice. Sixty percent (21 out of 35) of the competencies were rated as “important” by 76-100% of respondents. The remaining competencies could be more or less important dependent on workplace requirements.

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Ribeiros, Ana Luísa Cavaco. "Análise e descrição de funções na empresa Suma - Serviços Urbanos e Meio Ambiente." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11890.

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Mestrado em Gestão de Recursos Humanos
O presente trabalho tem como objetivo analisar os descritivos funcionais existentes na empresa SUMA - Serviços Urbanos e Meio Ambiente, e propor uma atualização dos mesmos para que respondam eficazmente a áreas core da gestão de recursos humanos. Tratando-se de uma empresa com cerca de 1700 trabalhadores, e mais de 80 funções distintas, o presente trabalho focar-se-á apenas em duas funções: cantoneiro e motorista de produção, as mais representativas do universo de trabalhadores da SUMA. Através do uso de técnicas de investigação e com base numa revisão de literatura consistente pretende-se apresentar uma proposta de descritivos funcionais concordantes com a realidade atual vivida pela empresa.
This study aims to analyze existing functional descriptions in the company SUMA - Urban Services and Environment, and propose an update them to effectively respond to core areas of human resource management. In the case of a company with about 1,700 employees, and more than 80 different functions, this paper will focus only on two functions: roadman and driver of production, the most representative of the SUMA workers universe. Through the use of investigative techniques and based on a consistent literature review is intended to propose a consistent functional descriptive with the current reality experienced by the company.

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Brescó, Baiges Enric. "Anàlisi de llibres de text digitals: tractament de competències i ús de recursos multimèdia." Doctoral thesis, Universitat de Lleida, 2016. http://hdl.handle.net/10803/385621.

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Aquesta tesi és un estudi analític i descriptiu sobre els llibres de text digitals (LTD) utilitzats en l’educació obligatòria del sistema educatiu català. La recerca s’estructura en dues vies de treball: a) La primera és una anàlisi del tractament que es fa de les competències bàsiques en les activitats presents en els LTD. b) I la segona és una anàlisi de l’ús dels recursos multimèdia tant en els continguts com en les activitats d’aquests LTD. La mostra final definitiva correspon a 112 LTD, 106 per a l’educació secundaria obligatòria (ESO) i 6 per a l’educació primària (EP), amb un total de 6.154 activitats, repartides en 6.020 per als estudis d’ESO i 134 per als d’EP. Tenint en compte les dues vies d’anàlisi, tant els resultats referents al tractament competencial com en l’ús dels recursos multimèdia, considerem que els LTD no responen satisfactòriament a l’enfocament competencial dels currículums oficials ni a les potencialitats tecnològiques actuals.
Esta tesis es un estudio analítico y descriptivo sobre los libros de texto digitales (LTD) utilizados en la educación obligatoria del sistema educativo catalán. La investigación se estructura en dos vías de trabajo: a) La primera es un análisis del tratamiento que se realiza de las competencias básicas en las actividades presentes en los LTD. b) Y la segunda es una análisis del uso de los recursos multimedia tanto en los contenidos como en las actividades de estos LTD. La muestra final definitiva corresponde a 112 LTD, 106 pertenecientes a la etapa de educación secundaria obligatoria (ESO) y 6 a la de educación primaria (EP), con un total de 6.154 actividades, distribuidas en 6.020 para los estudios de ESO y 134 para los de EP. Teniendo en cuenta las dos vías de análisis, tanto los resultados referentes al tratamiento competencial como en el uso de los recursos multimedia, consideramos que los LTD no responden satisfactoriamente al enfoque competencial de los currículums oficiales ni a las potencialidades tecnológicas actuales.
This thesis is a descriptive analytical study of the e-textbooks used in compulsory education under the Catalan education system. The research is structured into two clearly differentiated lines of work: a) First, a competency analysis was performed to establish how basic competencies were handled in the activities found in the e-textbooks. b) Second, an analysis was performed of the use of multimedia resources in both the content and the activities of these e-textbooks. The final sample included 112 e-textbooks, 106 for compulsory secondary education and 6 for primary education, with a total of 6,154 activities (6,020 for compulsory secondary education studies and 134 primary education studies). Regarding the results for the analysis of competency handling in the activities, it could be said that the e-textbooks analysed did not satisfactorily respond to the competency focus set by the official curricula of either of the two educational stages. Regarding the frequency of use of the various multimedia elements, it could generally be said that the results obtained indicate a classic use of multimedia resources.

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Woolcock, Peter Howard. "IS/IT competences under outsourcing." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.480899.

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Dannheimer, Jörn G. "Important behavioural competencies for human resource professionals in South Africa." Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/74927.

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Orientation: The job inherent requirements for Human Resource (HR) professionals, as is for any role, are constantly undergoing change due to the dynamic environment that we work and exist in. With the transition from traditional Personnel Management to more contemporary and strategic HR Management, these adjustments required for the role and of the incumbents have become more and more pronounced. It is important that, as HR professionals, one frequently reassesses and clarifies the inherent requirements for the role, based on the needs and demands from the broader world of work and its roleplayers. The concern is however whether HR professionals realise and understand which behavioural competencies they should display in order to meet the changing demands and whether they actually are ‘living’ these. Research Purpose: The aim of this paper is to determine the relevant behavioural competencies for HR professionals based on the analysis of various views gathered from current HR professionals. Research Results: It was found that competencies such as ‘Planning and Organising’, ‘Problem Solving and Analysis’, ‘Specialist and Technical Knowledge’, ‘Strategic Thinking’ as well as ‘Interpersonal Sensitivity’ are all important in order to ensure effective service delivery for HR professionals. An additional competency, ‘Leading and Supervising’ was also identified as important, although related more to managerial HR functions. From these results it is however also evident that competencies relating to adapting and responding to change in the workplace, and the importance of being able to deliver and achieve results, were omitted from the ideal profile. This, in comparison to various articles and research presented by authors on the exact importance of such competencies in order for the HR discipline to add value to the organisation, makes it evident that many HR professionals have still not completed the transition from the traditional Personnel Management to the more strategic HR Management.
Mini Dissertation (MCom)--University of Pretoria, 2004.
Human Resource Management
MCom
Unrestricted

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Lin, Yi-chun. "The perceptions of human resource development professionals in Taiwan regarding their working relationships with subject matter experts (SMEs) during the training design process." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1147888139.

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Hoffmann, Terrence Martin, and mikewood@deakin edu au. "Using competencies in human resource management: case studies in Australian companies." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.114903.

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This study investigated the use of competencies for human resource management in seven Australian companies. Despite advocacy for the use of competencies by Government Committees and Task Forces (For example Carmichael (1992), Mayer, (1992) and Karpin, 1995), and the existence of competency standards for eighty per cent of the Australian workforce, the competency approach has not been widely adopted. A review of the literature indicated that the term competency had several meanings with different implications for its use depending on the meaning. The study looked at how individuals have defined the term and applied the approach to human resource management practices. Interviews were conducted with Human Resource and Training managers, and operative staff in companies using competencies. How they defined the term, described the rationale for using competencies, and applied competencies to selection, training, performance appraisal and remuneration were determined. Case studies were written for each company to describe their particular application of competencies. Competencies were found to be defined in several ways by those interviewed. Some advantages of using competencies in human resource management applications were found. The amount of work involved in introducing the competency approach was described as a reason why competencies have not been more widely adopted.

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Ribeiro, Iasmim Cruz. "Gerenciamento de projetos 2.0: as competências individuais na área de tecnologia da informação." Universidade Nove de Julho, 2017. http://bibliotecatede.uninove.br/handle/tede/1697.

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A new composite of surgical governance methods, tools and mechanisms to meet as new needs of the modern world (Levitt, 2011). IT, technologies, technology, the growth of the Internet and collaborative information technologies (IT), ie Web 2.0 technologies. A new reality has a great base and participation of human resources (HR), being able to self-manage and to be creative (McDonald, 2011). In this context, the following research question is asked: "What are the individual competencies of human resources without a 2.0 project management paradigm in the area of Information Technology?". With the objective of analyzing how it presented itself as individual competences of the human resources without paradigm of GP 2.0 in the area of IT. For that, the qualitative method with focus group and individual interviews was used to answer as five propositions raised in this study. We conclude that the more volatile environment, in changes, caused the GP to undergo changes to meet as needs. Collaborative technology directly influences the current administration as well as the influence of human resources that create an internet and methods. It still exists in the literature, as raised throughout the part in the lab, project management 2.0 has already been under development in the practical field for years. Much of the competency identified not GP 1.0 remains unchanged and other competencies gain new forms. Through the exploratory study has been lifted a list of competencies contained in our sets of competencies, communication, interpersonal and business and project management 2.0 business. This study contributed as research areas of HR competencies and project management, with an exploratory research of HR competencies in GP 2.0. It was also sought to contribute to the practical field, that is, to the notions of process distribution in the processes of recruitment and maintenance of the human resources that work in contemporary projects, through the evaluation framework of competencies.
Um novo composto de métodos, ferramentas e mecanismos de governança surgiu para atender as novas necessidades do mundo moderno (Levitt, 2011). Apresenta-se, portanto, o gerenciamento de projetos contemporâneo com essas novas tendências devido a globalização, o crescimento da internet e as inserções das tecnologias de informação (TI) colaborativas, ou seja, das tecnologias da Web 2.0. Nesta nova realidade tem-se uma maior cooperação e participação dos recursos humanos (RH), sendo que esses se destacam por, cada vez mais, serem capazes de se autogerenciar e de serem criativos (McDonald, 2011). Neste contexto, busca-se responder a seguinte questão de pesquisa “Quais são as competências individuais no paradigma de gerenciamento de projetos 2.0 na área de Tecnologia da Informação?”. Com o objetivo de analisar como se apresentam as competências individuais no paradigma de GP 2.0 na área de TI. Para tanto foi utilizado o método qualitativo com realização de grupo focal e de entrevistas individuais para responder as cinco proposições levantadas neste estudo. Conclui-se que o ambiente mais volátil, em constantes mudanças, fez com que o GP sofresse mudanças para atender as necessidades. A tecnologia colaborativa influencia diretamente na gestão atual, bem como influencia os recursos humanos que cresceram com a internet e os métodos ágeis. Embora ainda recente na literatura, como levantado ao longo da parte exploratória neste trabalho, o gerenciamento de projetos 2.0 já está em desenvolvimento no campo prático há anos. Boa parte das competências identificadas no GP 1.0 permanece inalterada e outras competências ganham novas formas. Através do estudo exploratório foi levantada uma lista das habilidades contidas nos conjuntos de competências pessoais, de comunicação, interpessoal e de negócio e negócio do gerenciamento de projetos 2.0. Este estudo contribuiu com as áreas de pesquisa de competências de RH e de gerenciamento de projetos, com uma pesquisa exploratória das competências de RH no GP 2.0. Buscou-se contribuir também com o âmbito prático, ou seja, com as organizações no que tange as avaliações de competências nos processos de recrutamento e na manutenção dos recursos humanos que atuam nos projetos contemporâneos, através do framework avaliativo de competências.

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Lekeas, George K. "Regulating competence-based access to agent societies." Thesis, City University London, 2011. http://openaccess.city.ac.uk/1144/.

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Advances in ubiquitous computing have resulted in changes to the way we access and use everyday applications, e.g. reading mail and booking tickets. At the same time, users interact with these applications in a variety of ways, each with different characteristics, e.g., different degrees of bandwidth, different payment schemes supported and so on. These are highly dynamic interactions, as some of the applications might become unavailable (either temporarily or permanently) or their behaviour may change. As the user has to deal with a large number of proactive and dynamic applications every day, he will need a personal assistant that possesses similar characteristics. The agent paradigm meets this requirement, since it exhibits the necessary features. As a result, the user will provide its personal agent assistant with a goal, e.g. I need a smartphone which costs less than three hundred pounds, and the agent will have to use a number of applications offering information on smartphones so that it finds the requested one. This, in turn, raises a number of issues regarding the organisation and the degrees of access to these services as well as the correctness of their descriptions. In this work, we propose the organisation of applications around the concept of artificial agent societies, to which access would be possible only by a positive evaluation of an agent's application. The agent will provide the Authority Agent with the role it is applying for and its competencies in the context of a protocol, i.e., the messages that it can utter/understand. The Authority Agent will then check to see if the applicant agent is a competent user of the protocols; if yes, entry is granted. Assuming that access is granted, the next issue is to decide on the protocol(s) that agent receives. As providing the full protocol will cause security and overload problems, we only need to provide the part required for the agent to play its role. We show how this can be done and how we can repair certain protocols so that they are indeed enactable once this role decomposition is performed.

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Lee, Eleanor Rayshan. "Environment, resources, depression, and competence of community-based older adults /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/7345.

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Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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Ljungquist, Urban. "Core competence matters : Preparing for a new agenda." Doctoral thesis, Växjö : Växjö University Press, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1577.

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Michon, Valérie. "Le rôle du prestataire de services logistiques dans l'émergence des cas de mutualisation logistique concertée : application à la relation industrie - grande distribution alimentaire en France." Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM2003/document.

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La présente thèse porte sur le rôle du prestataire de services logistiques en matière d'émergence de solutions de mutualisation logistique concertée. Nous avons cherché à identifier les rôles des prestataires et à lier ces rôles avec la vision stratégique du prestataire, ses ressources et compétences, et les logiques des acteurs de la supply chain. Au cours de cette recherche, nous avons été amenés à spécifier la mutualisation logistique concertée, en identifiant trois grands types : la mutualisation concertée de type gestion partagée des approvisionnements mutualisés, la mutualisation concertée de type gestion mutualisée des approvisionnements et la mutualisation concertée « par synergie ». Suite à la confrontation de notre modèle théorique au terrain, nous avons construit trois modèles. Ces trois modèles mettent en perspective trois scenarii, avec pour chacun des rôles pour les prestataires de services logistiques de plus en plus spécifiques à acquérir ou assumer. Nous avons alors confronté les quatre grands rôles identifiés par la littérature à la réalité du terrain. Nous en avons déduit que les prestataires de services logistiques ne remplissent pas totalement ces quatre rôles et au contraire, sont peu actifs pour devancer les besoins de leurs clients. Nos trois scenarii nous conduisent non seulement à identifier trois types de prestataire mais aussi à identifier les ressources et compétences spécifiques à chacun des scenarii. Notre conclusion est que les prestataires peuvent jouer un rôle majeur dans l'émergence des solutions de mutualisation logistique concertée mais qui n'en saisissent que rarement l'opportunité
The current thesis concerns the role of the logistic service provider in the emergence of concerted logistic pooling solutions. We identified roles of services providers and linked them with their strategic intent, their resources and competencies, and the behavior of supply chain actors (suppliers, distributors, IT services companies, consultants). This thesis is structured around three literature reviews, each of them is developed in a chapter (resources and competences and strategic management; logistic pooling, logistic service and logistic service providers), a fourth chapter on our methodology (interpretativist and hypothetico-deductive) with cases study and a qualitative methodology. In the last chapter, we present the result of our empirical study, based on eight cases from the distribution sector.We had to specify the definition of logistic pooling and found three major types: concerted logistic pooling based on "gestion partagée des approvisionnements mutualisée", a second one based on "gestion mutualisée des approvisionnements", and a last one based on "synergy". Then we built three models each of them fitted three scenarios. These scenarios helped us discover for each of them the role of the logistic service providers and the specific resources and competencies they own in each case. We develop then a matrix with the different scenarios and the kind of resources and competencies to acquire to change of scenario and become more proactive in logistic pooling. Our conclusion is that logistic service providers can have a major role to play in the development of concerted logistic pooling solutions, but they rarely take the opportunity to do so

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Pace, Kevin K. "Outsourcing human resource competencies| A quantitative study of their influence on operational performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10113229.

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The current quantitative study used statistical analysis to determine if a significant relationship existed between outsourced human resource core and non-core competencies (predictor variables) and firm performance (criterion variable). A random sample of 153 human resource professionals were selected from the targeted population of 351 personnel. Cronbach’s alpha reliability statistics were presented for the scales. Spearman rho correlation coefficient tests were conducted to address two research questions. Spearman’s rho indicated a significant association existed between outsourced payroll and overall financial performance (r_s = .43, p < .001). This finding indicated individuals who identified payroll as a core task also rated their firm’s overall financial performance higher. Spearman’s rho indicated significance (r_s = .26, p = .003) between outsourced information systems and overall financial performance. Four hypotheses were tested that involved the outsourcing of human resource core and non-core competencies and their effect on firm performance. The four null hypotheses were partially rejected in favor of the alternative hypotheses. In addition, results of the statistical analyses indicated that a significant association existed between payroll, information systems, overall financial performance, and overall non-financial performance.

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Ávila, Garzón Cecilia. "Tracing the creation and evaluation of accessible Open Educational Resources through learning analytics." Doctoral thesis, Universitat de Girona, 2018. http://hdl.handle.net/10803/662579.

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The adoption of Open Educational Resources (OER) has been continuously growing and with it the need to addressing the diversity of students’ learning needs. Because of that, OER should meet with characteristics such as the web accessibility and quality. Thus, teachers as the creators of OER need supporting tools and specialized competences. The main contribution of this thesis is a Learning Analytics Model to Trace the Creation and Evaluation of OER (LAMTCE) considering web accessibility and quality. LAMTCE also includes a user model of the teacher’s competences in the creation and evaluation of OER. Besides that, we developed ATCE, a learning analytics tool based on the LAMTCE model. Finally, it was carried out an evaluation conducted with teachers involving the use of the tool and we found that the tool really benefited teachers in the acquisition of their competences in creation and evaluation of accessible and quality OER.
La adopción de Recursos Educativos Abiertos (REA) ha ido en aumento y con ello la necesidad de abordar la diversidad de necesidades de aprendizaje de los estudiantes. Por ello, los REA deben cumplir con características tales como la accesibilidad web y la calidad. Así, los profesores como los creadores de REA necesitan de herramientas de soporte y competencias especializadas. La principal contribución de la tesis es el modelo LAMTCE, un modelo de analíticas de aprendizaje para hacer seguimiento a la creación y evaluación de REA considerando la accesibilidad web y la calidad. LAMTCE también incluye un modelo de usuario de las competencias del profesor en creación y evaluación de REA. Además, se desarrolló ATCE, una herramienta de analíticas de aprendizaje que está basada en el modelo LAMTCE. Finalmente, se llevó a cabo un estudio con profesores involucrando el uso de la herramienta encontrando que ésta realmente benefició a los profesores en la adquisición de sus competencias en creación y evaluación de REA accesibles y de calidad.

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Scott-Jackson, William. "Individual change competence : the development of a strategic human resource." Thesis, Oxford Brookes University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325264.

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Edwards, Scott A. "Threats to development, protective resources, and competence : testing structural models of resilience." Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1203655.

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The interdisciplinary field of developmental psychopathology has brought considerable organization and clarity to the study of resilience, and it was from this theoretical perspective that the present study was conducted. One-hundred and forty-three preschool children, ages four to six, were recruited to answer two primary questions. First, do resilient (high threats, high competence) children differ from their maladapted (high threats, low competence) and competent (low threats, high competence) peers on measures of potential protective resources (i.e., intellectual ability and parent-child relationship)? Second, what are the mechanisms that underlie the effects of threats to development and protective resources on children's emotional and behavioral competence? To test the first question, differences across groups were examined using categorical, person-based analytic procedures (i.e., ANOVA, MANOVA). It was found that the quality of the parent-child relationship among resilient children was indeed more favorable than among maladaptive children, but resilient and competent children did not differ on this dimension. Resilient children produced significantly higher results on nonverbal intellectual reasoning tasks, but were no better than their maladapted counterparts on verbal intellectual abilities. To explore the second question, variable-based analyses (structural equation modeling) were used to test for hypothesized processes underlying the impact that threats and resources have on competence. The results supported the notion of an adversity process in which threats to development directly and unfavorably impacted children's functioning. Mixed support was found for the compensatory process in which resources directly influenced competence in a manner that compensated for the effects of threats. An indirect, compensatory-enhancing processwas supported whereby intellectual resources contributed to improved parent-child relationship which in turn had a positive influence on competence. The most important finding was the adversity-mediating process. This mechanism indicated that threats to development not only directly diminish competence, but also deleteriously impact resource variables. Likewise, this finding suggested that protective resources are essential in buffering children from the consequences of exposure to threats. Specifically, while the quality of the parent-child relationship did not have strong direct influences on competence, it mediated the effects of threats. Implications from these findings for future research and clinical practice are outlined.
Department of Secondary, Higher, and Foundations of Education

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El, Shafeey Tarek. "Radical service innovation capabilities and competences and its performance measurement in the Egyptian banking sector." Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/radical-service-innovation-capabilities-and-competences-and-its-performance-measurement-in-the-egyptian-banking-sector(eff013ba-0aed-440a-bd37-b2cd3dbf24f2).html.

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Established service firms acknowledge that successful radical innovations are critical to create substantial customer value by satisfying unmet needs, enhance long-term growth and the flows of idiosyncratic asset stocks that create sustainable competitive advantage. Despite these invaluable advantages, the failure rate of these costly and complex innovation initiatives is high and incremental innovation and imitation behaviour dominates most service industries, especially the financial service industry. Given the importance of services and the low performance records of these projects, it was expected that radical service innovation would be considered as a high research priority. Unfortunately, it was not the case. The central objective of the current research project is to develop a multi-layer (dynamic or evolutionary) conceptual framework for the key capabilities and competences of radical innovation success in the context of the Egyptian banking sector. An analytical, multi-layer conceptual framework was proposed before approaching the empirical study to guide the process of data collection and analysis. This conceptual framework elaborated on the major principles of the competence-based view of the firm. A (retrospective) longitudinal, multi-method, qualitative case study research was designed. Three data collection techniques were used: interviews; documents, and observations. A common framework of data analysis was employed: process narrative strategy; and synthetic strategy. The findings show that key to the success of radical service innovation is a complex set of capabilities and competences. These are: entrepreneurial (resource building) capability, theoretical (second-order) construct; core radical innovation competence, superordinate (third-order) construct; incubation capability, theoretical (third-order) construct; and acceleration capability, theoretical (third order) construct. Moreover, the success/performance of radical innovation is assessed through four categories of constructs. The first category is temporary competitive advantage (TCA), which may be: effectiveness advantage; or efficiency advantage. The second category is sustainable competitive advantage (SCA). The third category is a set of imitation barriers. The fourth category is the superior long-term financial performance. The findings show that the entrepreneurial (resource building) capability is causally linked to the core radical innovation competence, which is causally linked to both the incubation and acceleration capabilities. The findings also show that the incubation capability is causally linked to acceleration capability. The acceleration capability, on the other hand, is causally linked to TCA. The findings also show that the TCA-SCA relationship is contingent, and moderated by imitation barriers. Moreover, the SCA is causally linked to the superior long-term financial performance. Finally, the superior long-term financial performance is causally linked to core radical innovation competence. The current research project contributes to several streams of the literature in four main ways. First, it develops a process model for a radical service innovation project, from its inception to introduction. This model is developed based on a radical innovation at the national level: the National Program for Vehicle Replacement (NPVR), which is seen as success story in a developing country. Several national and international banks have played key roles in the incubation and acceleration phases of this program. Second, it delivers a set of original theoretical constructs (manifested by a consistent and comprehensive set of 72 first-order latent factors), and the propositions linking these theoretical constructs. Third, it identifies 13 criticisms for one of the most widely adopted theory within the (entrepreneurship, innovation, and strategic management) literature, the resource-based view (RBV) of the firm. Finally, it reinforces one of the least employed research methodologies, longitudinal qualitative research based on process data.

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Espvall, Henrik, and Victor Östling. "Entrepreneurship In Multinational Subsidiaries : The Effect of Entrepreneurial Competencies on Subsidiary Influence." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-194428.

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Research suggests that the position of subsidiaries within the multinational corporation (MNC) network has been strengthened over time and as a result, the subsidiary’s ability to exert influence over decisions taken by headquarters and other MNC entities has improved. One of the drivers behind this changed corporate structure is the need of the MNC for innovation, which has lead MNC headquarters to recognize entrepreneurial activities at subsidiary level. In this paper, the connection between subsidiary entrepreneurship and subsidiary influence is examined and it is argued that internal traits held by subsidiaries, which promote entrepreneurial performance, can function as a resource that other entities within the MNC network become dependent upon. From this dependence, influence is received by the subsidiary holding this resource, in accordance to resource dependence theory. Hypotheses are formed and tested using data collected through 60 questionnaires completed by subsidiary managers. The analysis suggests that a quite large portion of the influence subsidiaries obtain can be explained by their internal entrepreneurial capabilities. Recommendations for future research are suggested.

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張翠芳. "Industry Competencies and Productivity:a Human Resources Perspective." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/31535737372613453316.

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BUI, KA-PO, and 貝家寶. "Exploring Relationship Between Human Resource Competencies, Human Resources Management and Strategic Human Resources Management: Exemplified by Taiwan Paper Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/24829739863886567889.

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碩士
逢甲大學
企業管理所
100
The strategy requires staff to implement, through effective human resource management, the performance on strategy will more successfully. Recently, about the research on human resources management has a substantially increase, and the strategic human resource management has been taken seriously. However, from human resources management to strategic human resource management, rely on the management to promote is not enough, the competence of the human resources is equally important. The purpose of this study is exploring the relationship between the competence of human resources, human resource management and strategic human resource management, exemplified by Taiwan Paper Industry. The company size as a moderating variable, to explore the moderating effect of company size in the human resources competence on human resource management and strategic human resource management. The study questionnaire survey the employees of the paper industry is listed in Taiwan, using multiple regression to analysis the assumption, the results show the human resources competence has a significant effect on human resource management and strategic human resource management, the human resources competence’s "Self development", " Corporate internal knowledge" and "Self-management” have a significant impact on human resources management, human resources competence’s "Self-development" and "Team work", " Corporate internal knowledge" and "Self-management" have a significant impact on strategic human resources management. "Team work", " Corporate internal knowledge" and "Self-management" is effect the “Strategic human resource management planning", "Self-development" is effect the "Strategic human resource management implementation". Company size in the human resources competence on human resource management and strategic human resource management has a significant interference effect. Finally, the result also show that human resource management has a significant effect on strategic human resource management, the human resources management’s "Comprehensive Human Resources" have a significant impact on the "Strategic human resource management planning", the human resources management’s "Comprehensive human resources", "Salary and performance" have a significant impact on the "strategic human resource management implementation".

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Cheng, I.-Chen, and 鄭宜真. "Investigating MBA's Competencies - From The Perspective of Human Resources Managers." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/77204990947829992139.

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Abstract:

碩士
中原大學
企業管理研究所
101
The purpose of MBA education is to foster and educate the future managers. In Taiwan, as the result of the increased number of MBA schools, the supply of MBA is much more than the need now. Nevertheless, many college students still apply for MBA program, because they think the degree will prepare them to be better managers and help them to get better jobs. But the survey found that even though the number of graduate students has been increased to four times than a decade ago, but it does not guarantee the better quality of MBA graduates. Many recruiters argue that the MBA education is not able to prepare its graduate to get the hand of their work more quickly than the college graduates. In other words, there seems to be not so much difference in term of job performance between MBA graduates and college graduates. Therefore, the goal of this research is to analyze the strengths and the weaknesses of the recent MBA graduates comparing with the college graduates. Human resource managers will be interviewed because their jobs involving interviewing, selecting and evaluating employees who include MBA graduates and college graduate. It is believed that their opinion will provide invaluable information regarding the performance of the MBA graduates in comparison with the college graduates. The results of this study show that there is a higher expectation in MBA graduates from the employers than the college graduates. The MBA’s do demonstrate their strengths in reasoning and intellectual ability. They are quicker in learning and have stronger motivation in pursuing success. But comparing with college graduate, there is not much difference in their professional capabilities, presentation skills, and creativities. On the other hand, comparing with college graduates, the evidences show that they tend to be more proud of themselves because they have higher degree. Also they are less obedient to their employers, because they tend to think they have better options and solutions. Moreover, they also have more problems in emotion management. The human resource managers suggest that the MBA’s could enhance their strengths by dedicating their efforts in research and writing dissertation, because it is one of the major characteristics of MBA education which can give them the skill of collecting data and reasoning. Also, in order to learn more about real business practice, participating practical trainings, like internship, is encouraged. In addition, they should overcome their weakness by changing their attitude. In other words, they have to learn to be humble and obedient, because the knowledge they have do not equal better performance.

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49

Chung, Po-Tang, and 鍾帛煻. "A Research on Hi-Tech Industry Managerial Competencies Resources Channel." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/66849339582598789054.

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碩士
國立中央大學
人力資源管理研究所
87
This research attempts to find our three things about: the required managerial competencies for being a top manager; the important resources used for the development of the managerial competencies for top managers; and the influential factors which affect the resources for the development of these managerial competencies for top managers. This research surveyed 159 top managers of the Industrial Technology Research Institute (ITRI), with a self-administered questionnaire issued by e-mail. Through the Logit and Line Regression Analysis, there are the following findings and suggestions: 1. The most important required managerial competencies for the top managers in the IRTI are: the Ability to Strategic Planning, the Ability to Problem solving, Decision-making Quality, the Ability to Action Oriented, and the Ability to Build a Team The needed managerial competencies which should be developed for the top managers in the future are: Business Acumen, the Ability to Negotiation, the Ability to Strategic Planning, the Ability to Motivate others, and Decision-making Quality. Therefore, we would like to suggest the IRTI to consider promoting some competent employees who have acquired these most important managerial competencies mentioned previously as the candidate of being a manager. We also suggest that the IRTI should develop some useful managerial training program for the junior manager in order to facilitate the development of their other needed managerial competencies, such as the Ability to Strategic Planning, Decision-making Quality. 2. The most important resources for the development of these managerial competencies for top managers in the ITRI are: formal managerial training program held in the company, and the experience accumulation through learning by doing; the second important development resources are: short-term managerial training programs held by other companies or overseas institutes. Thus, we suggest ITRI to continuously conduct its managerial training programs, while at the same time to increase the opportunity for the managers to attend the short-term managerial training programs held by other companies or overseas institutes, or complete the MBA program. 3. The inferential factors, which affect the acquisition of these managerial competencies for top managers, are asking their directors for advice and self-directed learning from the observation on their director. The most effective method, however, is receiving the instruction on the practice of the job by the senior directors. Thus, we would like to suggest ITRI to arrange a Mentor Program to help the junior managers have better adaptation to the unique organizational culture of the ITRI. Key Words: Managerial Competencies、Managerial Competencies Resources Channel、 Formal On-the-Job Training、Informal On-the-Job Training

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50

Chasalow, Lewis C. "A model of organizational competencies for business intelligence success /." 2009. http://hdl.handle.net/10156/2416.

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