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Journal articles on the topic 'Resources and competencies'
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Et al., Fairuzzabadi, Zahri Hamat. "Human Resources Development Model For The Industrial Revolution 4.0 Era In Aceh, Indonesia." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 44–55. http://dx.doi.org/10.17762/turcomat.v12i5.729.
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This study aims to identify the competencies and to develop a human resource development model for industry 4.0 in Aceh. To achieve the objectives, the study used a mixed-method research approach. Qualitative research was conducted through in-depth interviews with human resource development practitioners and experts who were selected purposively. While quantitative research was carried out by surveying 337 respondents who worked in various fields of work in Aceh. The results showed that there are 4 competencies needed to be able to compete and survive in industry 4.0, which are: (1) personal competence, (2) social competence, (3) methodological competence, and (4) technical competence. Of these four, personal competence has the greatest contribution in explaining the variants of competencies needed in the industrial revolution 4.0. For this reason, various elements of this personal competence should be prioritized in the human resource development model, followed by various other competencies, such as social competence, methodological competence, and technical competence. The development of these various competencies is expected to generate and transform Aceh's human capital into better superior human resources, who mastered and advanced in sciences, technology, and innovation as the main pillars of the regional development to achieve the Indonesia Golden Vision 2045.
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Wiryanto, Wisber. "The Study of Human Resource Competency Development Policy in Tourism Sector of Bureaucracy Reformation Era." Prosiding Semnasfi 1, no. 1 (May 9, 2018): 156. http://dx.doi.org/10.21070/semnasfi.v1i1.1122.
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The development of the tourism sector ought to be supported by the competent Human Resources (SDM). Human resources of tourism that include human resources apparatus, industrial human resources, and the tourism community until now still facing difficulties of competency gaps and capability certification. Concerning this issue, there will be conducted a research of human resource competency development policy in tourism sector of bureaucratic reformation era. The goal of this research is to explain the development of human resource competencies in the tourism sector of bureaucratic reformation era. This research utilizes literature study method, and secondary data acquisition techniques and qualitative descriptive analysis techniques, conducted in 2017. The results showed that the development of human resource competence apparatus realized by assembling information positions and competence standards positions are still largely in the stage of the process. In the meantime, the development of industrial and community competence of human resources is carried out with capability certification in quest of obtaining optimal target achievement. Human resource personnel in both the ministry of tourism, and the provincial as well as regency/municipal tourism agencies have the right to develop managerial, technical, and social cultural competencies through education and training, seminars, courses and upgrading of at least 20 hours of lessons per year to develop competencies in order to improve performance of human resources of tourism.
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Mărginean, Marius. "Human resources and competencies." Medic.ro 3, no. 123 (2018): 22. http://dx.doi.org/10.26416/med.123.3.2018.1736.
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Fylypenko, O. M., and T. S. Koliesnik. "The Methodical Instrumentarium for Assessing the Financial Potential of the Retail Trade Enterprise." Business Inform 10, no. 513 (2020): 149–54. http://dx.doi.org/10.32983/2222-4459-2020-10-149-154.
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The article is aimed at substantiating the methodical instrumentarium, the directions of analysis and assessment of the financial potential of retail trade enterprises. In the course of research, the content of strategic financial analysis for retail trade enterprises is defined. It is proved that an important direction of strategic financial analysis is the study of the financial potential of retail trade enterprises, which is proposed to be carried out in view of two aspects: 1) determining the availability and sufficiency of financial resources; 2) analysis of the level of development of financial competencies. The tasks that are being solved during the assessment of financial capabilities of enterprises are defined. The analytical system for assessing the financial potential of retail trade enterprises is substantiated, which takes into account the status of both resource and competent components of financial potential according to the criteria for availability of financial resources, their provision with sources of financing, as well as the level of development of financial competencies. This allowed to ensure the complexity and systematicity in the research of internal financial capabilities of retail trade enterprises. To study the status of available financial resources, a system of indicators has been developed, allowing to investigate the resource component of financial potential according to the criteria for the availability of financial resources and their provision by sources of financing. The main components of financial competencies of retail trade enterprises are: competences to ensure solvency, increase business activity and profitability, competence in value management. To define the level of their development, the enterprises were offered a system of estimating indicators. The research of communication of the status of the resource component of financial potential and the development of financial competencies is proposed to be carried out using the method of combination analytical grouping.
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Alili, A., A. Muradli, and A. Isgandarova. "The Role of the Mechanism of Competencies in Providing Employment and Career Growth of Human Resources." Information and Innovations 16, no. 2 (July 14, 2021): 79–88. http://dx.doi.org/10.31432/1994-2443-2021-16-2-79-88.
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The article examines the issues of employment and employment based on competencies, factors that prevent graduates and young professionals from finding work on time and in specialization, to identify practical solutions to improve the use of the competency mechanism, demonstrating theoretical approaches in this area. The study used methods of observation, survey, analysis and comparison. The author used a mutual analysis of labor activity, economic indicators and educational level, revealed the influence of the quality of competencies on labor results. The analysis of various approaches to the use of the competence mechanism in decision-making in human resource management of an organization has been carried out. The directions in which educational institutions can effectively promote the employment of graduates and improve the competencies of the human resources of organizations have been substantiated. As a result of the study, recommendations were made to improve the effectiveness of the use of the competence mechanism in ensuring the employment of human resources. Scientific novelty of the research — the main proposals are related to the organization of employment management of graduates and increasing the motivation of human resources of organizations through certain competencies. Particular attention was paid to optimizing the work of civil servants through the use of the competence mechanism.
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Smith, Roger. "Harnessing Competencies, Capabilities and Resources." Research-Technology Management 51, no. 5 (September 2008): 47–53. http://dx.doi.org/10.1080/08956308.2008.11657525.
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Sutrisno, Edy, and Tinawati Simangunsong. "Model Pengembangan Kompetensi Sosial Kultural Aparatur Sipil Negara (ASN) Pada Unit Pelaksana Pelayanan Terpadu Satu Pintu (UPPTSP) Di Kecamatan Kembangan Jakarta Barat." Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik 24, no. 1 (July 12, 2021): 80. http://dx.doi.org/10.31845/jwk.v24i1.688.
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This study aims to determine how the socio-cultural competence of apparatus resources in the One-Stop Integrated Service Implementation Unit of Kembangan District. Each Apparatus Resource is required to have three competencies, technical competence, managerial competence and social cultural competency. As a service provider who is directly dealing with the community, socio-cultural competence is needed by every service provider officer. Competency development carried out at this time more development of technical competencies and managerial competencies, so in this study the author tries to develop a model for developing the socio-cultural competence of apparatus resources in the PTSP Implementation Unit of Kembangan District. In this study a Social Cultural Competency Development Model was formed which can be implemented internally (implemented by UP PTSP Kembangan District and carried out externally (implemented by BPSDM DKI Jakarta Province) .The internal development model is in the form of personal approach, coaching, briefing, gathering, benchmarking, personnel development (self-development), while external development is carried out in the form of service orientation, education and training services for persons with disabilities, communication education, ASN exchanges with private employees, competency tests and competency test feedback.
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Wibawanta, Budi, Imanuel Adhitya Wulanata Chrismastianto, and Billy Mumu. "TEACHERS COMPETENCIES PROFILE IN DIGITAL LEARNING ERA: PROFESSIONAL ENGAGEMENT AND SELECTING DIGITAL RESOURCES." JURNAL PENDIDIKAN DASAR 9, no. 1 (June 30, 2021): 103–16. http://dx.doi.org/10.46368/jpd.v9i1.353.
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Abstract: Observing technological developments in the digital learning era with increasingly massive 21st-century skills approach in the education sector must be responded to with professional teacher competence. This study aims to analyze the extent to which the teacher's competencies in professional engagement and selecting digital sources in the teaching and learning process. The research methodology used was survey research to subject's teachers as many as 61 respondents located at Dian Harapan Karawaci School, Tangerang. Respondent data collection was carried out by filling in an online questionnaire using google form media which was analyzed qualitatively descriptively. The results showed that the three aspects of a teacher's competencies profile in the digital learning era have been achieved in a good category so that they can meet the criteria for teacher's competencies profile as expected. Even though it has reached the good category, there are two sub-aspects with supporting items that need further efforts to improve teacher competence through professional development or similar teacher training, namely DCPD-3 and DCPD-4.Keywords: Teacher, competencies, professional engagement, digital resources
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Sutton, Sarah, and Susan Davis. "Core Competencies for Electronic Resources Librarians." Serials Librarian 60, no. 1-4 (April 11, 2011): 147–52. http://dx.doi.org/10.1080/0361526x.2011.556025.
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Cook, Joan M., Elana Newman, and Vanessa Simiola. "Trauma training: Competencies, initiatives, and resources." Psychotherapy 56, no. 3 (September 2019): 409–21. http://dx.doi.org/10.1037/pst0000233.
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Petrov, Mikhail. "An Approach to Changing Competence Assessment for Human Resources in Expert Networks." Future Internet 12, no. 10 (October 3, 2020): 169. http://dx.doi.org/10.3390/fi12100169.
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An expert network is a community of professionals in a specific field, united by an information system, in which different tasks are solved. One of the main tasks in expert networks is the selection of specialists with specified competencies for joint problem solving. The main characteristic of an expert network member is a set of competencies, which includes both functional aspects and personal qualities. For this reason, the procedure for selecting specialists and ranking them is critical. Such a procedure uses specialists’ competence assessments from the expert network. If these assessments are out of date, the project results can be unsuccessful. This article proposes an approach aimed at automating the assessment of the specialists’ competencies based on the projects results. This approach consists of a reference model and an algorithm of competence assessment change for human resources. The paper also includes an algorithm evaluation on generated data.
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Azmy, Ahmad. "Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng." Binus Business Review 6, no. 2 (August 31, 2015): 220. http://dx.doi.org/10.21512/bbr.v6i2.971.
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This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organization's motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organization's role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.
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Dimitrova, Sevdalina, and Stoyko Stoykov. "HUMAN RESOURCES MANAGEMENT THROUGH COMPETENCE AND COMPETENCIES FOR SECURITY AND DEFENCE." Przegląd Nauk o Obronności, no. 4 (October 10, 2017): 111–22. http://dx.doi.org/10.5604/01.3001.0013.0087.
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Drozdowski, Grzegorz, Joanna Rogozińska-Mitrut, and Jacek Stasiak. "The Empirical Analysis of the Core Competencies of the Company’s Resource Management Risk. Preliminary Study." Risks 9, no. 6 (June 3, 2021): 107. http://dx.doi.org/10.3390/risks9060107.
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The occurrence of the COVID-19 pandemic revealed many weaknesses in the functioning of businesses. It turns out that managers are not prepared to manage the enterprise’s resources in a high-risk environment. Considering risk managers’ issues requires reaching for theoretical and practical knowledge about competencies shaped in unpredictable conditions. This study attempts to determine the importance of the company’s resource management risk among the managerial staff. For the research carried out in 2019–2020, a questionnaire, interview, and literature studies were used. The questionnaire was addressed to 282 managers from western Poland. Particular attention was paid to establishing the crucial components of the company’s resource management competence. Moreover, the regular self-assessment of risk competence made it possible to present preferences in managing strategic resources, depending on the type of position held. The competence of human resources management risk was also examined according to biographical variables (i.e., age, sex, seniority, and total seniority).
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Syaparudin, Syaparudin. "MODEL PENGEMBANGAN SDM INDUSTRI PERBANKAN SYARIAH PADA ISLAMIC BANKING SCHOOL YOGYAKARTA." INFERENSI 6, no. 2 (December 1, 2014): 351. http://dx.doi.org/10.18326/infsl3.v8i2.351-372.
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This research aims to find out and to explore, describe, explain and map humanresources required by Islamic Banking Industry in Indonesia and the developmentof human resources in IBS Yogyakarta. This study is a field research using aqualitative approach. The design use qualitative descriptive design which issupported with interview, observation, documentation and library studies incollecting the datas. The datas which were collected, are analysed with descriptiveand content analysis. The result shows that human resources required by IslamicBanking Industry in Indonesia, are more than bankers. They have to own multidimension, competence with integrated sciences. To fulfill this, the developmentof human resources in IBS Yogyakarta is desiged with four main competences,so that they get ahead in entering the Islamic banking industry. The competenciesare: core competencies, behavior, functional and managerial competence.
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Tokmakova, Irina, Natalia Panchenko, Hanna Obruch, Anastasia Kozlova, and Hanna Zaiets. "Assessment of strategic development potential of the production units of enterprises of railway transport." SHS Web of Conferences 67 (2019): 02009. http://dx.doi.org/10.1051/shsconf/20196702009.
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The article reveals the theoretical and methodological basis of the resource approach to the development of the strategic potential of railway enterprises, which is recognized as progressive in matters of the formation of competitive advantages at the present stage of management. The component structure of the strategic potential of enterprises has been clarified and the reasonability of diagnosing the strategic potential of railway enterprises within the framework of a competitive approach in such areas as unique resources and basic competences, operational competencies, adaptive competencies, “proactive competencies”, and the ability to create common values has been explained. A method of assessing the level of development of the strategic potential of the production units of the branches of Ukrzaliznytsya JSC has been developed.
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Lišková, S., and P. Tomšík. "Competency-based approach to human resources management." Agricultural Economics (Zemědělská ekonomika) 59, No. 11 (November 29, 2013): 496–504. http://dx.doi.org/10.17221/68/2013-agricecon.
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The paper deals with the competency approach to human resources management. The approach is seen as one of the possibilities to effectively manage work performance. The paper focuses on defining the term competency, components of competency, types of competencies, and on identification of competencies. The paper also focuses on the competency models, their types, approaches to them, and the procedures of their creation. Finally, the paper summarizes the possibilities of the use of the competency approach in various spheres of management of human resources, and it describes the connection of the competency approach with the strategic management.
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RUGAIYAH, RUGAIYAH. "STRATEGI MEMPEROLEH SUMBERDAYA MANUSIA PENDIDIKAN YANG BERMUTU." ALQALAM 27, no. 1 (April 30, 2010): 135. http://dx.doi.org/10.32678/alqalam.v27i1.586.
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Improving the quality ef education management begins with the improvement of human resources schools, principals as school managers need to have a high competence. To assume the principal's office is necessary to prepare the candidates who meet the qualifications and competence
Goals of this study to obtain strategy to get quality education through ; first competency mapping pricipal candidate, second; competency mapping for the principal candidates in terms of the total competence of the principal, third competency mapping principal candidate from each principal aspects of competence.
Surory approach use for this study data analysis with kuantitatif descriptive. Collecting data principal of competency with instmment by paper and pencil
Result of this study to Mapping of Competence Principal Candidate, first Mapping competencies for prospective principals principals only 3% of the candidates included in the category of high competence, and 46% of the principal candidates have been category, 51 % belong to low or very low. Second mapping competencies of principal are acquired 63% of the principal candidates have mastered the managerial competence and social competence, for competence and personal entrepreneurship 4 3% of the principal candidates master the competence, the competence for supervision while the only 26% controlled by the principal candidate. Third Mapping competencies for managerial competence, entrepreneurship, personal, supervision and social, there are some competencies have mastery and any competece have not master.
Based on mapping results, the implication of this study are : for the competence of managerial skills development priorities through education and training or workshop activities. For entrepreneurial competencies need to be trained to think of creative and innovative capabilities through case studies. For the supervision competencies need to be trained through simulation. For social competence and personality is only required to guide them through regular meetings.
Keywords: Strategy, qualified human resources, headmaster competence-managerial personality-supervision-social entrepreneurship.
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Cappelli, Peter, and Anne Crocker-Hefter. "Distinctive human resources are firms' core competencies." Organizational Dynamics 24, no. 3 (December 1996): 7–22. http://dx.doi.org/10.1016/s0090-2616(96)90002-9.
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Pluciński, Mateusz, Przemysław Czajkowski, Krystian Golik, and Monika Kwiatkowska. "INFLUENCE OF MANAGERS COMPETENCIES ON THE INTERNATIONAL DEVELOPMENT OF POLISH IT COMPANIES." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 19, no. 4 (December 31, 2018): 177–91. http://dx.doi.org/10.5604/01.3001.0013.1654.
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Undertaking the issues presented in the article indicates the importance of knowledge and leadership in management. The review of managerial competencies, including the comparison of the level of knowledge, skills and experience of managers, is the basis for competition mainly in the aspect of human resources through the management of their intellectual potential. The aim of this article is to draw attention to the importance of the competence of managers responsible for market building and development of IT enterprises. The authors presented the definition of competences, motivation of managers and the role of the sought competences in the international development of the organization. The research presented in the article shows which competences are most valued among managers responsible for the development of IT companies. They also show the plans and willingness of small and medium-sized Polish technology companies to further expand their activities on foreign markets. In this context, the concept of managers‘ competence and their motivation becomes crucial to international develop the polish companies.
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Piasecki, Rebecca Jane, Rebecca J. Piasecki, Lisa D. Quarles, Mona N. Bahouth, Anwesha Nandi, Alicia Bilheimer, Lori Carter-Edwards, and Cheryl R. Dennison-Himmelfarb. "4366 Aligning community-engaged research competencies with online training resources across the Clinical and Translational Science Award Consortium." Journal of Clinical and Translational Science 4, s1 (June 2020): 78. http://dx.doi.org/10.1017/cts.2020.253.
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OBJECTIVES/GOALS: The extent that Clinical and Translational Science Award (CTSA) programs offer resources accessible online for training in community-engaged research (CEnR) core competencies is unknown. This study cataloged CEnR resources accessible online from CTSAs and mapped resources to CEnR core competencies. METHODS/STUDY POPULATION: Eight domains of CEnR core competencies were identified: knowledge/perceptions of CEnR; personal traits necessary for CEnR; knowledge of/relationships with communities; training for performing CEnR; CEnR methods; program evaluation; resource sharing and communication; and dissemination and advocacy. A systematic review of CEnR resources accessible online from CTSAs was conducted between July 2018 and May 2019. Resource content was independently reviewed by two reviewers and scored for inclusion of each domain of CEnR core competencies. Domain scores across all resources and inter-rater reliability in scoring domains were assessed using descriptive statistics and Cohen’s kappa coefficients. RESULTS/ANTICIPATED RESULTS: Overall, 214 resources available from 24 CTSAs were eligible for full review. Scoring discrepancies for at least one domain within a resource initially occurred in 51% of resources. “CEnR methods” (50.5%; 108 of 214) and “Knowledge of/relationships with the community” (40.2%; 86 of 214) were most frequently addressed and “Program evaluation” (12.1%; 26 of 214) and “Dissemination and advocacy” (11.2%; 24 of 214) were least frequently addressed domains. Additionally, challenges were noted in navigating CTSA websites to access CEnR resources, and CEnR competency nomenclature was not standardized. DISCUSSION/SIGNIFICANCE OF IMPACT: Our findings guide CEnR stakeholders to identify CEnR resources accessible online and gaps to address in CEnR resource development. Standardized nomenclature for CEnR competencies is needed for effective CEnR resource classification. Uniform organization of CTSA websites may maximize navigability. CONFLICT OF INTEREST DESCRIPTION: In addition to the funding information listed previously (see above), within the last three years, R.J. Piasecki has been employed as: Project Coordinator, CEnR Online Learning Project, Johns Hopkins University School of Nursing (Current) Temporary Employee (Doctoral Student Intern), Michigan State University Institute for Health Policy (Current) Clinical RN, Intrastaff at the Johns Hopkins Health System (Past) Research Data Analysis Assistant, Maryland Institute for Emergency Medical Services (Past - contracted)
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Wati, Nurrahma, and Ety Kurniawati. "PENGARUH KOMPETENSI SUMBERDAYA MANUSIA TERHADAP KINERJA PEGAWAI PADA DINAS KOPERASI PERINDUSTRIAN DAN PERDAGANGAN (KOPERINDAG) KOTA BIMA." MANAJEMEN DEWANTARA 4, no. 2 (October 21, 2020): 98. http://dx.doi.org/10.26460/md.v4i2.8575.
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Competence is the basis for employees in carrying out work demands that are their responsibility. Employees must continue to improve their competencies so that they can adapt to changes related to their field of work. In this case, the organization must play a role in the development of its human resources, especially related to competencies so that future employee performance will be better. This study aims to determine the positive and significant influence of human resource competencies on employee performance at the Department of Industry and Trade Cooperatives (KOPERINDAG) of Bima City. This type of research is associative. Poulasi in this study were 50 employees with a sample of 30 employees who included ASN. The sampling technique used was purposive sampling (taking samples based on certain considerations). Data collection techniques used are observation, interviews, and questionnaires using a Likert scale, the type of data used is quantitative data from primary data sources. Data analysis techniques used are validity, reliability, simple linear regression, simple linear correlation and partial tests (T test). Based on the results of this study concludes that human resource competence does not have a significant effect on employee performance, this is evidenced by the t test value of 0.323 and sig of 0.749.Keywords: Human resource competence, employee performance
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Wagiran, Wagiran, Pardjono Pardjono, Wardan Suyanto, Herminarto Sofyan, Sunaryo Soenarto, and Afri Yudantoko. "COMPETENCIES OF FUTURE VOCATIONAL TEACHERS: PERSPECTIVE OF IN-SERVICE TEACHERS AND EDUCATIONAL EXPERTS." Jurnal Cakrawala Pendidikan 38, no. 2 (June 30, 2019): 387–97. http://dx.doi.org/10.21831/cp.v38i2.25393.
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Workforce in the 21st century has been marked by the acceleration of disruptive moves as the Industrial Revolution 4.0 and Society 5.0. This era requires human resources with new competencies that may be far different from current competencies. To present vocational education that is able to facilitate future human resource to learn compentencies that meet the need of future changes, vocational teachers should master new competencies comprehensively. This study aims to formulate the core vocational teacher competencies, hard skills and soft skills, which are in line with the various demands of the future. This qualitative research involved active vocational teachers and vocational education experts in several Focus Group Discussions and questionnaire completion. Research questions are focused on reflection of current teacher competencies and perceptions of teacher competencies in the future. The results lead to a conclusion that for future teachers, the core competencies are the pedagogic, content, and ICT competencies. These competences are relevant to hard skills aspects categorised as curriculum and content. In the aspect of soft skills, category living in the world is dominant. The three aspects considered very important for future vocational teachers are able to be exemplary, honest, and discipline. As a consequence, this research suggests to teacher educational institutes that produce vocational teachers to develop the teacher education curricula that integrates these key competencies in their vocational education teacher standards.
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Peralta Ortiz, Vilma. "Competencias del docente universitario para la formación de ciberperiodistas." Cátedra Villarreal 8, no. 2 (February 18, 2021): 147–56. http://dx.doi.org/10.24039/cv202082964.
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La presente investigación tuvo como objetivo principal identificar las competencias que requieren los docentes universitarios para la formación de ciberperiodistas. En este caso concreto las competencias fueron determinadas en tres dimensiones: tecnológicas, metodológicas y sociales. Para ello, se realizó un estudio de tipo exploratorio-descriptivo, de enfoque mixto y diseño no experimental transeccional. Se emplearon dos tipos de instrumentos de recolección de información: un cuestionario que recogió la perspectiva de 74 ciberperiodistas de cinco medios de comunicación, y una guía de entrevista a siete especialistas y docentes en ciberperiodismo. Los resultados obtenidos sugieren que el nivel de competencia tecnológica que requiere el docente universitario para la formación de ciberperiodistas debería ser entre “avanzado” y “experto”, lo que implica un mayor conocimiento y uso práctico de recursos tecnológicos poco convencionales empleados en el ciberperiodismo. También se encontró que se manifiesta la necesidad de un docente universitario más comprometido a reorientar su metodología de enseñanza a la realidad del ciberperiodismo. Esto implica que use frecuentemente recursos tecnológicos en el aula, incidiendo más en lo práctico que en lo teórico, que sepa dónde, cuándo y cómo utilizarlos; que emplee métodos de enseñanza basados en casos, proyectos, demostración práctica y el diálogo reflexivo; asimismo, que demuestre conocimiento y dominio del curso; planifique sus clases y no improvise. Finalmente, en torno a las competencias sociales, resulta imprescindible que el docente universitario desarrolle principalmente la comunicación, la asertividad, la empatía y la escucha activa. ABSTRACT The main objective of this research was to identify competencies that university professors require for the training of cyber-journalists. In this specific case, competencies were determined in three dimensions: technological, methodological and social. For this, it was carried out an exploratory-descriptive study, with a mixed approach and non-experimental transactional design. Two types of information collection instruments were used: a questionnaire that gathered the perspectives of 74 cyber-journalists from five media outlets, and an interview with 7 cyber-journalism specialists and professors. Results suggest the level of technological competence of the professor in order to training cyber-journalists should be between “advanced” and “expert”, which implies greater knowledge and practical use of somewhat unconventional technological resources used in cyber-journalism. It was also found that there is a need for university professors to be more committed to reorienting their teaching methodology to the reality of cyber-journalism. This implies (i) they frequently use technological resources in the classroom, having a greater impact over the practical rather than the theoretical issues; (ii) they should know where, when and how to use these resources; (iii) they must employ teaching methods based on cases, projects, practical demonstration and reflective dialogue in order to demonstrate knowledge and mastery of the course; (iv) they must plan their classes, in other words, do not improvise. Finally, regarding social skills, it is essential that university professor develops mainly communication, assertiveness, empathy and active listening. Keywords: Cyber-journalists, technological competencies, methodological competencies, social competencies.
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Suárez Rodríguez, Jesús M., Gonzalo Almerich, Bernardo Gargallo López, and Francisco M. Aliaga. "Competencies in ICT of teachers and their relation to the use of the technological resources." education policy analysis archives 18 (May 10, 2010): 10. http://dx.doi.org/10.14507/epaa.v18n10.2010.
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Over the past decade the Information and Communication Technologies (ICT) have represented a transformation of education policies that have entailed important investments. However, the teacher, as a key element in the integration process of ICT, still does not feel trusted this process. One of the most outstanding causes of this deficit confidence is the lack of teaching staff competence in the ICT. Therefore, the aim of this paper is a study of the teachers’ competence on ICT and their relation to the use being made of these technologies, both professional-personal and with their students. For it a survey design has been used. The target population constitutes the teaching staff of centers of primary and secondary education of the Comunidad Valenciana. Information was collected through questionnaires. Starting from the technological and pedagogic competences in TIC, we have been obtained teachers’ consistent competencies profile with four increasing levels: without knowledge, entrance, adoption and innovation. Likewise, we has been a narrow relationship among this profile and the use that the teachers carries out, more closely connected with the personal-professional who with the use with the students. Findings contribute keys to guide the professional development and teacher initial education programs.
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Zatta, Fernando Nascimento, Elmo Tambosi Filho, Rodrigo Randow Freitas, Wellington Gonçalves, Rodrigo Ribeiro Oliveira, Liliane Cristina Segura, Henrique Formigoni, and Renata Schirrmeister. "Operational competencies rooted in resource theory: operations strategy and supply chain performance." Independent Journal of Management & Production 12, no. 2 (April 1, 2021): 756–80. http://dx.doi.org/10.14807/ijmp.v12i2.1161.
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This study discusses the influence of internal and relational resources on the performance of purchasing companies in which strategic suppliers are involved in their business processes, through interaction with operational competencies. The discussion of competency development has followed an internal focus on the company influenced by the resource-based view. In turn, the relational view proposes strategies of interorganizational cooperation to develop competitive relationships through short- and long-term collaborative actions. This study fills an important gap in the field of resource theory in Latin America. The results show that relational vision categories, when integrated with operational competences, influence business performance.
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Chthear, Saadoun Hamoud, and Uday Salah Jihad. "Impact of HRM practices on core competencies Applied." Iraqi Administrative Sciences Journal 1, no. 3 (September 30, 2017): 1–36. http://dx.doi.org/10.33013/iqasj.v1n3y2017.pp1-36.
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The main thrust of the research is to determine the impact of human resources management practices on core competencies. The research was carried out in the practical aspect of the Ministry of Construction and Housing, Municipalities and Public Works. The subject of human resources management practices is of great importance and renewed due to the sustained interest in human resources. The role of these practices has not only been limited to the human resource، but has also extended to its role at the organizational level in the direction of its development، namely، the reliance on it to qualify human resources to make them capable and capable. Which is the result of possessing substantial capabilities، which is a weapon through which organizations compete in an environment characterized by change، which in turn requires the capabilities، capabilities and resources of a renewed core، and in the field of research embodied in the testing of human resources practices، and is based on the interest of the core capabilities of the future includes the ability and capability of defensive and offensive at the same time to deal With the changing environment as a characteristic of the era، in particular that the consequences of this environmental change require an assessment and accordingly، either improve or strengthen the core capabilities، which leads to meet the requirements of the beneficiaries of the services provided by the Ministry of Wall That reconstruction and in this context، the research sample included workers in the ministry mentioned the number of employees (132) and has been used as a questionnaire for data collection، and research has found the existence of the impact of the human resources management practices and core capabilities.
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Chikwe, John E., and Chris Sam Biriowu. "The Nature Of Firm’s Internal Environment Capabilities And Competencies Dynamics Evaluation: Feasible Strategy Crafting Imperatives." American Journal of Management and Economics Innovations 02, no. 10 (October 31, 2020): 33–44. http://dx.doi.org/10.37547/tajmei/volume02issue10-06.
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The study strategically evaluated the nature of firm’s internal environment capabilities and competencies dynamics that will ensure feasible strategy crafting. The understanding and analysis of the challenges posed in the internal environment helps strategists to make strategic decisions relating to the resources, capabilities and core competencies since they are non routine. In order to facilitate the development and effective usage of core competencies, managers/strategists are advised to have courage, self-confidence, integrity, the capacity to deal with uncertainty and complexity, and a willingness to hold people accountable for their work, as well as their being accountable themselves. This should be necessitated because the competitive advantage and firm’s performance are often strongly related to the resources firms hold and how they are managed. This is found to be so, since human beings are strategic critical resource that produces innovation, develops policies and strategies, and firm’s competitive advantage enhancement. The study further explored some related perspectives of valuable capabilities, personnel and organizational competencies, resources tangibility and intangibility, as well as competitive advantage sustainability criteria that will guide feasible strategy crafting. The study recommends amongst others, that organization managers should as a matter of necessity, monitor and evaluate the internal environment capabilities and competencies in order to have fit with that of external resources dynamics to enhance feasible strategy crafting.
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Miralles-Martínez, Pedro, Cosme J. Gómez-Carrasco, Víctor B. Arias-González, and Olaia Fontal-Merillas. "Digital resources and didactic methodology in the initial training of History teachers." Comunicar 27, no. 61 (October 1, 2019): 45–56. http://dx.doi.org/10.3916/c61-2019-04.
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This paper analyzes the links that exist between the perceptions of teachers-in-training regarding the use of digital resources in the Secondary Education classroom and their own methodological and epistemological conceptions. Shulman’s theories continue to largely guide current research on teacher knowledge. However, the impact caused by the new technologies has inspired new approaches like T-PACK, which put the focus on the teachers’ digital competence. In order to address this goal, information has been collected by means of a questionnaire implemented in 22 universities, 13 Spanish (344 participants) and 9 British (162 participants). The analysis of data was conducted along three phases: a) examination of the structure of assessments regarding the usefulness of digital resources by analyzing latent classes; b) estimation of confirmatory factor models for variable evaluation processes, History as a formative subject and historical competencies; c) estimation of interclass differences by using confirmatory factor models. The results showed four types of response regarding the use of digital resources in the classroom that were polarized about two items: comics and video games. Important interclass differences have likewise been found regarding methodological issues (traditional and innovative practices), as well as less important differences concerning epistemological conceptions and views on the development of historical competencies in the classroom. El objetivo de este trabajo es analizar los vínculos entre las percepciones del profesorado en formación sobre el uso de los recursos digitales en el aula de Secundaria, y sus concepciones metodológicas y epistemológicas. Las teorías de Shulman siguen orientando en gran medida las investigaciones sobre el conocimiento del profesorado. Sin embargo, el impacto de las nuevas tecnologías ha impulsado nuevos enfoques, como el T-PACK, que incide en la competencia digital docente. Para abordar este objetivo se ha recogido información de un cuestionario implementado en 22 universidades, 13 españolas (344 participantes) y 9 inglesas (162 participantes). Los análisis de datos se realizaron en tres fases: a) exploración de la estructura de las valoraciones sobre la utilidad de los recursos digitales mediante análisis de clases latentes; b) estimación de los modelos factoriales confirmatorios para las variables procesos de evaluación, Historia como materia formativa, y competencias históricas; c) estimación de las diferencias entre clases. Los resultados mostraron cuatro perfiles de respuesta en función de la opinión sobre el uso de los recursos en el aula, y polarizadas en torno a dos ítems: cómics y videojuegos. También se ha podido comprobar importantes diferencias entre clases en cuestiones metodológicas (prácticas tradicionales e innovadoras); y diferencias menos importantes sobre percepciones epistemológicas y de desarrollo de competencias históricas en el aula.
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Nurwarniatun, Nurwarniatun. "Pengembangan SDM pustakawan di Perpustakaan IAIN Kediri." Al-Kuttab : Jurnal Kajian Perpustakaan, informasi dan kearsipan 1, no. 2 (December 15, 2019): 1–14. http://dx.doi.org/10.24952/ktb.v1i2.1808.
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Artikel ini mengeksplorasi pengembangan SDM pustakawan di perpustakan IAIN Kediri serta kendala-kendala yang dihadapi oleh perpustakaan dalam mengembangan SDM pustakawan. Metode penelitian dalam artikel adalah kualitatif, sedangkan sumber datanya adalah data lapangan yang diperoleh dari pengamatan, dokumentasi dan wawancara dengan kepala perpustakaan dan para pustakawan di IAIN Kediri. Hasil penelitian ini menunjukkan bahwa pengembangan SDM pustakawan di IAIN Kediri bertujuan untuk meningkatkan kompetensi kepustakawaan pada aspek manajemen, pengolahan dan pelayanan perpustakaan. Mulai tahun 2013-2019 terdapat 29 kegiatan pengembangan SDM, kegiatan-kegiatan tersebut bisa dikelompokkan menjadi: kompetensi manajemen perpustakaan, kompetensi pengolahan bahan pustaka, kompetensi IT, Kompetensi penulisan karya ilmiah dan Daftar Usul Penetapan Angka Kredit (DUPAK) dan Literasi Informasi, dan terakhir kompetensi soft skills. Kendala pengembangan SDM yaitu: kemapuan pustakawan dalam hal dasar-dasar kepustakawanan sangat beragam, Pustakawan belum menguasai aplikasi dasar sistem informasi, Pustakawan tidak percaya diri sehingga minim tindak lanjut, minimnya anggaran pengembangan SDM, dan perpustakaan tidak otonom dalam merencanakan kegiatan pengembangan SDM. Kata Kunci: Pengembangan SDM, Pustakawan, Perpustakaan This article explores the development of librarians 'resources in the library of IAIN Kediri as well as the obstacles faced by the library in developing librarians' resources. The research methods in the articles are qualitative, while the source data is field data obtained from observations, documentation and interviews with librarians and librarians at IAIN Kediri. The results of this study indicate that the development of librarians' resources at IAIN Kediri aims to enhance the competency of librarians in the areas of library management, processing and service. From 2013-2019 there were 29 human resources development activities, which can be grouped into: library management competencies, library processing competencies, IT competencies, Scientific writing competencies and Credit List Assignment List (DUPAK) and Information Literacy, and finally soft skills competency. Human resource development constraints are: librarians' competence in terms of corporate fundamentals, Librarians have not mastered the basic application of information systems, Librarians are not confident enough to follow-up, minimal HR development budgets, and the library is not autonomous in planning human resources development activities. Keywords: development of librarians 'resources, librarian, library
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Yemelyanov, Olexandr. "Methodological Bases for Assessing the Development Potential of Enterprises` Management Personnel." Modern Economics 23, no. 1 (October 27, 2020): 56–61. http://dx.doi.org/10.31521/modecon.v23(2020)-09.
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Introduction. The success of enterprises depends on many factors. One of the most important among them is the level of managers’ competencies. This level directly determines the quality of management decisions that are made and implemented at enterprises, and, accordingly, determines the efficiency of using their resources. Under such conditions, the assessment of the development potential of the managerial staff of enterprises based on the analysis of their competencies makes it possible to simultaneously establish reserves for improving the performance of these enterprises. Purpose. This study aims at developing and testing methodological principles for assessing the development potential of the enterprises` management personnel based on the analysis of management competencies. Results. Approaches to grouping the main competencies of employees of the enterprise management subsystem have been established. The necessity to determine the list of partial managerial competencies for each general managerial competence has been substantiated. It has been shown that for this purpose it is possible to apply the method of dividing the general administrative competence into separate stages of its realization. The sequence of diagnosing the level of competencies of the employees of the enterprise management subsystem has been offered. An indicator for assessing the managers’ level by the entire set of general competencies has been developed. Grading of separate characteristics of special competences of the employees of the enterprise management subsystem has been offered. Peculiarities of diagnosing managerial competencies concerning the substantiation of planned indicators of the enterprise activity have been determined. The obtained results have been tested on the example of a number of enterprises. Conclusions. Assessing the development potential of the enterprises` management personnel should include identifying opportunities to improve certain general and special competencies of managers of these enterprises. For this purpose, it is necessary to identify the main competencies, establish the relationship between them, and perform their quantification. To solve these problems, the methodological principles of assessing the development potential of the enterprises` management personnel, developed in this paper, can be used.
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I Made Jiwa Astika and Okol Sri Suharyo. "The analysis of environmental factor for improving of navy resources performance." Global Journal of Engineering and Technology Advances 6, no. 3 (March 30, 2021): 049–55. http://dx.doi.org/10.30574/gjeta.2021.6.3.0034.
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There are things that must be owned for every soldier to improve optimal performance, namely the development of competence. This scientific work is motivated by the importance of the role of management of Navy Resources which is closely related to performance, in this case, the Navy soldiers. Based on the results of the study, a person who has adequate experience and technical qualifications do not necessarily have a good performance, if the person concerned is not able to show behavior that supports the implementation of the task. For this reason, the need for technical competencies can be developed through education and training aimed at improving knowledge and skills. For behavioral competencies alone can be done through various training programs and individual development aimed at changing behavior. Whereas organizational values that form institutional competencies can be instilled through indoctrination. Management of competency-based warrior performance is a current method in the field of behavioral science, which can be used to improve the quality of Navy capital in order to support the realization of a minimum essential force. Considering that as part of the government's bureaucratic reform program, the Indonesian Ministry of Defense has adopted a competency-based personnel management system, so the Navy Institution must inevitably integrate it into the Navy personnel development system.
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Bairašauskienė, Lina. "Headmaster’s Competencies in Management Area: Evaluating the Significance Level of Managerial Competencies in Lithuanian Comprehensive Schools." European Journal of Multidisciplinary Studies 5, no. 1 (May 19, 2017): 158. http://dx.doi.org/10.26417/ejms.v5i1.p158-164.
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The aim of the article is to present the insights of carried survey on evaluating the level of significance of managerial competencies in comprehensive schools in Lithuania. The approach that head teachers’ managerial competency highly influences the process of education and is one of the most important factors ensuring efficiency of school activities such as educational policy and strategic planning, educational process, management of human, material and financial resources has been followed. Researcher self-made questionnaire for expert evaluation was used to measure competency components. In the paper the author presents main results of one part of the research related to school leader’s competencies in management area, which was divided into five spheres: strategic institution management, teaching and learning process administration, managing human resource development, ensuring and managing structure, processes and resources of institution, strategic partnership and collaboration. Each of the spheres comprises different items – competences a successful headmaster should dispose. The significance, specified as the most important, was assessed by ranking procedure. The Kendall coefficient of concordance has been used to assess the agreement among raters for every ranked question. The results revealed that the most significant head teachers’ competencies which highly influence the results of school activity areas are the abilities to form the strategic direction and implement effective staff policy, strengthen the attitude of school community that each student can reach a success in the learning process, organize conducive conditions for professional staff development, administer property and allocations, collaborate with parents, foster-parents or guardians.
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MARKS, GARY, FRANÇOIS NIELSEN, LEONARD RAY, and JANE E. SALK. "Competencies, Cracks, and Conflicts." Comparative Political Studies 29, no. 2 (April 1996): 164–92. http://dx.doi.org/10.1177/0010414096029002002.
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Over the past 5 years, a new and unexpected form of interest representation has developed in the European Union: subnational governments that mobilize directly in Brussels. The authors propose explanations for this phenomenon, drawing on theories of public choice, resource mobilization, and multilevel governance. The first set of hypotheses is concerned with the material and cultural resources that may induce a subnational government to organize in the European arena. The second set of hypotheses explains regional representation as an outcome of overlapping competencies, tensions, and conflicts in a system of multilevel governance. Logistic analysis of the probability of regional representation provides support for the second set of hypotheses. The authors find that subnational representation is positively associated with the degree of overlap between the competencies of subnational and supranational governments and with the political distinctiveness of a region and the relative strength of citizens' regional identity.
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Hodgetts, Richard M., Fred Luthans, and John W. Slocum. "Redefining roles and boundaries, linking competencies and resources." Organizational Dynamics 28, no. 2 (1999): 7–21. http://dx.doi.org/10.1016/s0090-2616(00)80013-3.
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Patel, C. Kumar N. "Materials and Processing: Core Competencies and Strategic Resources." AT&T Technical Journal 69, no. 6 (November 12, 1990): 2–8. http://dx.doi.org/10.1002/j.1538-7305.1990.tb00482.x.
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Mankidy, Jacob. "Developing Competencies for the New Human Resources Management." Management and Labour Studies 26, no. 1 (January 2001): 15–24. http://dx.doi.org/10.1177/0258042x0102600102.
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Wulandari, Novi. "Competencies Principal of the Islamic School." International Conference of Moslem Society 3 (April 12, 2019): 259–69. http://dx.doi.org/10.24090/icms.2019.2430.
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The principal of the Islamic school (madrasah) as the leader of an educational institution is a activator, direction setting of school policies tha will set how the school aims and education in general. Therefore, the principal has a very large role in the scope of the school, especially in improving teacher competence. So the principal as a leader in an educational institution has a big role in movingsubordinates, starting from educating, leading, managing, supervising and making improvements to their subordinates. It is done to maintain and improve the competencies of educators. To create the quality of proofessional human resources, the principal must have a precise strategy, such as; education supervision, education and training, giving continuous motivation, changing work culture, in order to the teacher competence as a basic element of educators can be realized. These competencies include; pedagogic competence, personal competence, social competence, professional competence.
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Vaganova, O. I., Zh V. Smirnova, A. V. Chanchina, O. V. Korobova, V. G. Lizunkov, and G. A. Stepanova. "Developing socio-cultural competencies of students at professional educational institutions." SHS Web of Conferences 69 (2019): 00113. http://dx.doi.org/10.1051/shsconf/20196900113.
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The article deals with the development of socio-cultural competencies in students of pre-school educational institutions. Based on the analysis of scientific literature, the authors reveal the essence of sociocultural competences in general and highlight their significance for pupils. Based on the fact that sociocultural competence is an integrative characteristic of a person who presupposes knowledge in various social and cultural spheres, includes the ability and willingness to interact with other people in different life ranges, the ability to use information resources for creative meaning in the information space, the authors present a study conducted over two years in a municipal budgetary pre-school educational institution kindergarten "cloud". For a full-fledged study, the article analyzes the level of formation of sociocultural competences in 2017 (before the introduction of the model) and in 2018 after its implementation. The study is carried out with the grant support for young scientists – candidates of sciences, number MK-313.2019.6, issued by the President of the Russian Federation Comparison of indicators allowed one to establish the degree of effectiveness of the proposed model. To identify the degree of formation of competencies, the authors proposed several levels: low, medium and sufficient.
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Zatta, Fernando Nascimento, Elmo Tambosi Filho, Rodrigo Randow Freitas, Wellington Gonçalves, Rodrigo Ribeiro Oliveira, Liliane Cristina Segura, Henrique Formigoni, and Renata Schirrmeister. "Influence of relational resources on the development of relational operating skills." Independent Journal of Management & Production 12, no. 2 (April 1, 2021): 781–804. http://dx.doi.org/10.14807/ijmp.v12i2.1154.
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The debate about relational resources and their influences has followed an internal focus on organizations, and in the literature this has been shown to have a high influence on the ways of the resource-based view. This article aims to analyze the development of operational competencies following the focus of the relational view from the interaction of relational resources shared in supply chains. The research was guided by the strategy of multiple case studies in the steel industry, automotive and industrial applications, pulp production, and engineering for the energy industry. The results of the analysis of the four cases show that deeper relationships in the form of partnerships enable a process of investing in specific assets, knowledge accumulation, learning exchange, and a combination of complementary strategic resources that develop relational operational competencies. And, these competencies that represent the company's ability to promote a skill set to use resources efficiently and to provide a barrier to imitation are further developed by the information and knowledge constructs.
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Madaliуeva, Zabira, Gulmira Kassen, Nazira Sadykova, Laura Baimoldina, and Shynar Zakaryanova. "Resources and competencies as major determinants of university models 4.0." E3S Web of Conferences 159 (2020): 09001. http://dx.doi.org/10.1051/e3sconf/202015909001.
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The article considers the concept of resources and competences in the context of the transition of universities to a new generation model - “University 4.0.” Based on an analysis of the historical variability of university models, it is justified that resources and competencies act as the main determinants of the 4.0 university model in the modern realities of higher education. The analysis of sources claims that the movement from University 1.0 to University 4.0 increases the level of “transition” of talent and knowledge. In this way, the authors reach to the concept of “resources,” as supra-competent determinants of the growth of the university. Based on the analysis of the global challenges of the modern world, the need to distinguish the spiritual mission of universities as important actors in the development of modern society is justified. Is presented the model of the University of the Fourth Generation, developed by Al-Farabi KazNU.
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Lavrenenko, V., H. Makhova, and V. Vostriakova. "DEVELOPMENT OF THE ENTERPRISE’S INNOVATIVE POTENTIAL ON THE BASIS OF RESOURCE THEORY." Financial and credit activity: problems of theory and practice 3, no. 38 (June 30, 2021): 397–408. http://dx.doi.org/10.18371/fcaptp.v3i38.237473.
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Abstract. Innovations play great role in the economic growth and development. And question of explanation enterprises’ ability to generate and implement them are topical as from scientific, as from applied points of view. The article is dedicated to the issues of innovative potential and its development. Authors explain its essence on the basic of resource theory and propose to determine its main components such as innovative resources, innovative capabilities, innovative competencies and innovative project. Based on this it is proposed to define innovative potential as set of integrated characteristics, which let use innovative resources with help of innovative competencies on the basic of innovative organizational capabilities. Innovation resources include both traditional and intellectual resources. Innovative competencies are sets of personnel features to generate innovative ideas and provide their implementation. Innovative organizational capabilities characterize ability of enterprise use innovative resources by development of modern business-models, processes and procedures. Innovative projects are main tool of innovative potential realization. Research shows expediency for evaluation and monitoring of innovative potential development to use four-component matrix. These components are resources, competencies, capabilities and projects. First three are components of innovative potential, fourth — embodiment of the realization of innovation potential. These components are evaluated on the basic of binary logic of economic processes analysis. Dynamic model of innovative potential development is proposed. This model consists of such stages: analysis of innovative potential components; selection of target innovative projects; identification of correspondence between components of innovative potential and target projects; creation of innovation potential development program.
Keywords: innovation, development, innovation potential, resources, capabilities, competencies, innovative project, evaluation of innovative potential model.
JEL Classification O31, O32, O33
Formulas: 2; fig.: 6; tabl.: 0; bibl.: 17.
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Campos, Domingos Fernandes, José Tarcísio de Andrade Lima Jr, Anielson Barbosa da Silva, and António Jorge Fernandes. "Professional competencies in supply chain management in the mid-sized supermarket sector in Brazil." Supply Chain Management: An International Journal 24, no. 3 (May 7, 2019): 405–16. http://dx.doi.org/10.1108/scm-02-2018-0081.
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Purpose The purpose of this paper is to analyse professionals’ competencies in supply chain management (SCM) in the mid-sized supermarket sector in Brazil as a way of broadening the understanding of the importance and the use of competencies in business development. Design/methodology/approach The survey was conducted with 60 managers from 34 companies in the mid-sized supermarket sector in the metropolitan region of Natal, Brazil. The managers evaluated the importance and use of a set of 24 general and specific competencies related to SCM. The gaps between importance and use were identified and analysed. Findings The results showed that the level of use was below the level of importance for all competencies, and the general competencies somehow received more attention than specific competencies in the development and execution of SCM activities. Moreover, the overall average of the gaps between levels of use and importance calculated for the general competencies was less than the general average of the gaps calculated for the specific skills. Research limitations/implications The research was carried out with a sample of mid-sized supermarkets in a particular region. Therefore, it is recommended that the research be extended to other contexts and supermarket companies of other sizes. Practical implications The calculated gaps between managers’ expectations or attributed importance and the perceived levels of competence use in supermarket organisations revealed important lines of action for correcting the course in human resources policy. Originality/value The present paper elaborated on an opportunities matrix, gaps × importance, showing how managers can set priorities to fill competence gaps and improve the companies’ human resources. Besides, it compares levels of importance and uses for two groups of competencies, general and specific related to SCM.
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Kurniawati, Dewi, Sri Widyastuti, and Laili Savitri Noor. "Membangun Keinovasian UMKM Melalui Peningkatan Peran Orientasi Pasar, Kompetensi SDM Dan Organisasi Pembelajaran." JRB-Jurnal Riset Bisnis 1, no. 1 (May 7, 2019): 1–7. http://dx.doi.org/10.35592/jrb.v1i1.3.
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The purpose of this study is to find empirical evidence about the effect of market orientation variables, human resource competencies, and learning organizations of SMES business in Depok City on SMES innovation. This research was conducted on 100 respondents from SMES business in Depok. This research uses quantitative approach and data processing using SPSS. The results of this study indicate a significant influence of market orientation, human resource competence, and learning organizations on the innovation of SMES. These three variables simultaneously affect the innovation of SMES in Depok City. The competence of Human Resources and Learning Organization are more influencing SMES business to innovate their products compared to market orientation variable.
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Pryima, Serhii M., and Yuliia V. Rogushina. "СЕМАНТИЧНА ОБРОБКА ІНФОРМАЦІЙНИХ РЕСУРСІВ РИНКУ ПРАЦІ." Information Technologies and Learning Tools 65, no. 3 (July 1, 2018): 337. http://dx.doi.org/10.33407/itlt.v65i3.2256.
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The urgency of developing approaches to the integration of the market of educational services with the labor market through the transition from qualification models to full-fledged competence ones on base of implementation of the "passport of acquired competences" that accompanies a person throughout his/her personality development and professional career is substantiated. Theoretical researches in the field of processing of information about acquired qualifications and competencies as well as tools that are built on their basis are analyzed. The ESCO classifier which unites the labor markets of various EU member states, allows job seekers and employers to operate more effectively with information of result of learning. The main limitations of existing approaches are identified; ways of solving these problems by means of information processing at the semantic level are suggested. Modern information technologies focused on processing distributed heterogeneous Web resources are considered, and the most suitable ones for solving this problem are identified. The principles of developing the information system UkrESCO, which is designed for semantic processing of information resources about acquired qualifications and competencies based on the model of the multilingual skills classifier, competencies, qualifications and occupations of ESCO, relevant for the European market of work, education and vocational training, are theoretically grounded. This system is based on Semantic Web technologies and solutions, namely software agents, Web services and ontologies. The generalized architecture of UkrESCO system and its ontological model are proposed. The scheme of the UkrESCO interaction with external retrieval systems and structured information resources which are based on Wiki-technology is proposed. This scheme provides access to the knowledge of the subject domain and the update of information about the subjects of the labour market. Use of the UkrESCO ontology allows to perform a semantic retrieval on the Web and find both natural language information resources with certain properties as well as ensure the interaction of the UkrESCO with semantically marked resources.
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Umarova, Zakhro. "Effectiveness of Organizing Students’ Self – Education with the Facilities of Media Resources in Educational Media Environment." Revista Gestão Inovação e Tecnologias 11, no. 2 (June 5, 2021): 756–64. http://dx.doi.org/10.47059/revistageintec.v11i2.1710.
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New information communication technologies and digital media are changing our world and the way we learn. Therefore, the introduction of ICT in the professional activities of teachers in our time is inevitable. Information technologies open up new opportunities for improving the educational process, activate the cognitive activity of students and allow organizing the independent and joint work of students and teachers at a higher - creative level. With countless educational resources, ICT can help improve teaching and learning process. Teachers can use various of educational digital resources, among them, media resources contribute to increasing student engagement thus improving traditional teaching methods. The increasing use of ICT and digital technologies is stimulates a growing demand for new professional competencies. New requirements are being put forward for the professional competence of teachers in the context of the digitalization of the education system. In this context, it is about ICT, digital and media competencies of future teachers. This article reveals the methods for the development of these competencies through the organization of self-education of students in educational media environment. In educational media environment, which is offered by us, media resources introduced as open educational digital resources for self-learning modular short courses under the subject "Information Technologies in Education". The study showed that, media resources serve to enrich the educational process with visual materials and to increase the efficiency of student self-learning.
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Tkachenko, D. V. "Mechanism for improving the efficiency and quality of public services." Proceedings of the Voronezh State University of Engineering Technologies 82, no. 1 (May 15, 2020): 380–88. http://dx.doi.org/10.20914/2310-1202-2020-1-380-388.
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This article discusses one of the mechanisms for improving the quality of public services, such as the development of personnel in this area. The search for a solution to the problem of developing the human resources potential of the public services sector is necessary in order to achieve a high level of public satisfaction with the quality of public services. For the studied sphere of public services, this paper describes the procedure for preparing a matrix of developmental actions for the development of human resources competencies. in particular, the ten most important competencies for the success of the employee's work are identified. The factors that most motivate employees to work in the organization with full dedication and strive for self-improvement are identified. The methods of developing staff competencies that are most applicable to staff in the field under study are highlighted, and the advantages and limitations of using a specific method are presented. The result of this work was directly drawing up a matrix of developmental actions for the development of human resources competencies. The action of the matrix is aimed at building an effective process of developing staff competencies. The matrix contains specific actions and activities aimed at developing the competencies of the personnel potential of the public services sector. The benefits that an employee can get by following the recommendations presented in the matrix of developing actions for the development of human resources competencies are presented. Conclusions about the usefulness of measures for personnel development for managers of organizations, as it affects the image of the organization, the microclimate in the organization, ability to achieve the goals of the enterprise, maintaining a highly efficient employees, the efficiency of the policy in the sphere of development of the resource potential of the public services.
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Wardjono. "KOMPETENSI MANAJERIAL KEPALA SMP ISLAM AL AZHAR 15 CILACAP." Educreative : Jurnal Pendidikan Kreativitas Anak 5, no. 1 (March 1, 2020): 156–69. http://dx.doi.org/10.37530/edu.v5i1.18.
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The problem in this research is the head of the school can manage all the components or resources that exist in the school environment with good so thatstudent achievement continues to rise in academic and non academic. The purpose of this study is: (1) Describe and analyze so that the head of school in implementing managerial competencies in SMP Islam Al Azhar 15 Cilacap. (2) Describe and analyze the response of the teachers and education personnel of the competence of the managerial head of school in SMP Islam Al Azhar 15 Cilacap. (3) Describe and analyze the contraints of the head of school in implementing mangerial competencies in SMP Islam Al Azhar 15 Cilacap. The results of this study are: (1) The head of the SMP Islam Al Azhar 15 Cilacap has been making efforts to utilize existing resources in the school environment both from human resources, school facilities and infrastructure, financial resources of the school, and the advancement of technology in the field of information and communication, which includes 16 type of competence; (2) support of personal is realized by setting up the school adminstration well in order to improve the quality of education, as for the support of educators is realized with: create lesson plans, implement learning process and assesment and evaluation; The head of SMP Islam Al Azhar 15 Cilacap get the constrains in implementing managerial competencies, namely limitations in manging the school’s finances.
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Wardjono, Wardjono. "Kompetensi Manajerial Kepala SMP Islam Al Azhar 15 Cilacap." Educreative : Jurnal Pendidikan Kreativitas Anak 5, no. 1 (April 6, 2020): 156–69. http://dx.doi.org/10.37530/edu.v5i1.84.
Full textAbstract:
The problem in this research is the head of the school can manage all the components or resources that exist in the school environment with good so thatstudent achievement continues to rise in academic and non academic. The purpose of this study is: (1) Describe and analyze so that the head of school in implementing managerial competencies in SMP Islam Al Azhar 15 Cilacap. (2) Describe and analyze the response of the teachers and education personnel of the competence of the managerial head of school in SMP Islam Al Azhar 15 Cilacap. (3) Describe and analyze the contraints of the head of school in implementing mangerial competencies in SMP Islam Al Azhar 15 Cilacap. The results of this study are: (1) The head of the SMP Islam Al Azhar 15 Cilacap has been making efforts to utilize existing resources in the school environment both from human resources, school facilities and infrastructure, financial resources of the school, and the advancement of technology in the field of information and communication, which includes 16 type of competence; (2) support of personal is realized by setting up the school adminstration well in order to improve the quality of education, as for the support of educators is realized with: create lesson plans, implement learning process and assesment and evaluation; The head of SMP Islam Al Azhar 15 Cilacap get the constrains in implementing managerial competencies, namely limitations in manging the school’s finances.
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Bogdanova, Veneta, and Cvetomila Doncheva. "INTEGRATION OF ELECTRONIC EDUCATIONAL RESOURCES IN PRESCHOOL EDUCATION." Education and Technologies Journal 11, no. 2 (August 1, 2020): 353–54. http://dx.doi.org/10.26883/2010.202.2365.
Full textAbstract:
This report aims to present the integration of electronic educational resources into pre-school education by applying a convenient electronic form (e-book) for remote pedagogical interaction with children and parents. The introduction of modern educational methods and technologies enriches the learning content and increases the quality of education. The main concept on which the report is based is pedagogical interaction through interactive forms of training to build skills for cooperation between teachers and parents. Thus, the activities in the group create an aspiration for teachers to improve their competencies. By adapting these resources, opportunities are presented for provoking the child’s interest in an unconventional and emotional form of educational and educational activities in the third preparatory group „Smile“ for the expansion of competences in preschool.