Relevant bibliographies by topics / Human Resource Management competency standards

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

Academic literature on the topic 'Human Resource Management competency standards'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Human Resource Management competency standards"

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Ramly, Amir Tengku, and Dudung Abdul Syukur. "Strategic Management of Organization Development and Civil Service Based PumpingHR Model at Ibn Khaldun University Bogor." Integrated Journal of Business and Economics 2, no. 1 (February 13, 2018): 64. http://dx.doi.org/10.33019/ijbe.v2i1.59.

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Ibn Khaldun University which is the oldest Islamic campus in the city of Bogor founded by ulama leaders has a future interest to be a modern, leading-edge private campus with strong Islamic roots. This study aims to get UIKA's human resource management strategy that can become a strategic human resource for the achievement of UIKA's mission vision. This study is evaluative-descriptive, scientific literature search results with secondary data and modern theories of strategic management. UIKA's human resource development starts from creating a strategic plan, UIKA's future organizational structure and determining three important competency standards, namely (1) core competency standard, and (2) managerial competency standard, and (3) Supporting Competency.
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Mahdane, Afri, Musa Hubeis, and Sadikin Kuswanto. "Pengaruh SKKNI dan Kompetensi SDM terhadap Pengembangan SDM di Unit Profesi SDM dalam Menghadapi Era MEA." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 13, no. 1 (April 9, 2018): 1. http://dx.doi.org/10.29244/mikm.13.1.1-9.

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Manpower or HR expert or professional desired by the company, then to improve the competence of human resources, the government has formulated the Indonesian National Work Competency Standards (SKKNI) in various fields one of them in the field of MSDM. SKKNI is nationally applicable as a reference for the provision of professional education and training (training), competency test and professional certification in the field of MSDM. This standard has been endorsed by the minister of labor and transmigration on September 9, 2014. SKKNI contains competencies related to HR management that are relevant to different types of business. Data collection in this research using survey method involving 51 respondents with purposive sampling technique. Data analysis in this research is done by using SEM method. The results of this study show that SKKNI has no significant effect on human resource competence and HR professional development, human resource competence has significant effect on Company Policy but human resource competence has no significant effect to HR professional development, company policy has significant effect to the development of HR profession
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Naquin, Sharon S., and Jennifer Wilson. "Creating Competency Standards, Assessments, and Certification." Advances in Developing Human Resources 4, no. 2 (May 2002): 180–87. http://dx.doi.org/10.1177/1523422302004002007.

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Galli, Brian J. "What Human Resource Management Can Teach The Goal." International Journal of Service Science, Management, Engineering, and Technology 9, no. 4 (October 2018): 26–36. http://dx.doi.org/10.4018/ijssmet.2018100102.

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Human resource management is a key element in the production process of many companies operating in the global business environment. The need for proper functioning and personal discipline resource with a high level of competency determines whether the company achieves its goals. It is the concern of every manager to ensure there are adequate controls and treatment of human resources that work with positive energy to drive the organization in the right direction. A successful implementation of human resource requirements will enable the company to work towards economic production and proper transformation towards higher standards. A study of The Goal by Eli Goldratt reveals the relevant points that should be considered in creating management strategies that make proper use of human resources to achieve higher levels of profitability and overall success in the global business environment.
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Gayatri, Ida Ayu Made, and I. Nengah Suriata. "CHALLENGES AND OPPORTUNITIES OF BLIND MASSEURS IN INCREASING COMPETENCY THROUGH IMPLEMENTATION BUSINESS STANDARDS OF MASSAGE PARLOR." ADI Journal on Recent Innovation (AJRI) 1, no. 2 (January 13, 2020): 107–20. http://dx.doi.org/10.34306/ajri.v1i2.40.

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The purpose of this study was to analyze the challenges and opportunities of Indonesian blind masseurs in improving competency through the implementation of the business standards of massage parlor. The research method is a descriptive-qualitative, theoretical approach on competency in human resource management. Primary data sources selected by purposive sampling. The informants involved were representatives of blind massage entrepreneurs. Secondary data sources in this study is PERMENPAR No.20 of 2015 concerning Business Standards of Massage Parlor. Data analysis techniques by means of data triangulation. The results of the study indicate the challenges faced by the blind masseurs namely: 1) requirements of massage business licenses have not been fulfilled; 2) aspects of the organization, management, and human resources have not been maximized. Increasing the competency of the masseur as a traditional health practitioner is an innovation, and it can extend their opportunities to work in the center of public health and hospitals. Keywords: competency, standards, blind, masseur
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Anderson, G., and L. Ford. "Nominal Group Technique and the Formulation of Competency Standards." Asia Pacific Journal of Human Resources 32, no. 1 (September 1, 1994): 61–73. http://dx.doi.org/10.1177/103841119403200105.

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Yuniantoro, Andi. "IT Competency Model for IT People." ACMIT Proceedings 4, no. 1 (March 19, 2017): 23–33. http://dx.doi.org/10.33555/acmit.v4i1.54.

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Speed of innovation in Information Technology will not aligned with speed of capability human resource in theorganization, if there is no strategy in human resource development especially in information technology.Information Technology and Human Resource need a framework that can link both as key success factor oforganization in implementation information technology. Framework will defined competency based on jobdescription IT people in organization, competency standard as reference in mapping with job description we can get from The European e-Competence Framework (e-CF) or SFIA (Skills Framework for the Information Age). After we get list of competency aligned with job description from IT people, we can mapping competency to job roles in organization structure. From this we already have a competency framework based on job description and related to job roles. We can use this framework for Human Resource Development in Information Technology, through assessment IT people based on competency framework, we can found gap competency of IT people and fulfill gap competency with training. Or we can use this competency framework for reward management of IT People, Career management of IT People, Training development of IT People and recruitment/selection of IT People.
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Ahmed, Essam O., and George M. Bodner. "Developing occupational standards and their impacts on capacity building." Journal of Management Development 36, no. 3 (April 10, 2017): 390–400. http://dx.doi.org/10.1108/jmd-04-2016-0055.

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Purpose The purpose of this paper is to describe a framework for enhancing organizational productivity and capacity building at the national, industry-wide level that is based on an active collaboration between elements of the industry that the authors will refer to as the organization and the educational system that trains/educates the human resources that play a vital role in enabling the organization to acquire and then maintain the competitive advantage needed to be successful. Design/methodology/approach This framework is based on the concept of competencies of the human resource and a competence-based model for recruiting and developing these human resources. This framework has been successfully applied by the Kemt Enterprise Training Partnership (ETP)/Technical and Vocational Education and Training (TVET-Egypt) project in the Egyptian papermaking industry to solidify an understanding of the required competencies in this sector. For the purposes, the term competency will be defined as a set of skills, knowledge and behavior that allows employees to do their jobs effectively and efficiently without interfering with either other tasks or tasks they will encounter in the future. Findings Organizational productivity will be assumed to be related to having a workforce that is both competent and of the appropriate size, and can be determined using an organizational function map coupled to the development of a set of related occupational standards. Originality/value The paper proposed a national framework competence-based model which collaborates all the national efforts to enhance the national competitiveness.
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Brata, Ida Bagus, and A. A. Gde Putra Pemayun. "Human Resource Competency Tourism Bali together with ASEAN Economic Community." International Research Journal of Management, IT & Social Sciences 5, no. 2 (March 5, 2018): 186. http://dx.doi.org/10.21744/irjmis.v5i2.638.

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The human resources capacity of Bali tourism is abundant, but in its management is still very far behind with neighboring countries such as Singapore, Malaysia, Thailand, Philippines, and other countries. This is due to the level of education that is still at the level of standards and facilities that are inadequate, resulting in a standard quality of tourism workforce, increased unemployment, decreased productivity, and less competitiveness in the face of competition among tourism workers in the ASEAN region and internationally. Indonesia with the other nine ASEAN member countries have signed the blueprint declaration of the ASEAN Economic Community to initiate an economic integration step. This makes Bali must strive to improve the quality of tourism human resources as well as enhance the competitiveness of tourism workforce in order to survive in the era of ASEAN free trade and globalization of the international labor market. Bali, in particular, should be able to focus and care about the problem of tourism work and immediately clean up to create a conducive climate to accelerate the movement of economic growth through tourism human resources. This can be done by improving education, improving health, conducting training and developing tourism workforce, providing adequate facilities, improving the labor structure, will encourage the quality of Bali tourism workforce to improve. If a country has the competitiveness and is able to compete in the regional and global arena then it can be assured that the tourism worker is able to achieve standardization and have a good reputation and will certainly increase the national tourism human resource index.
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Rezgui, Kalthoum, and Hédia Mhiri. "Towards a Semantic Framework for Lifelong Integrated Competency Management and Development." Computer Journal 63, no. 7 (August 15, 2019): 1004–16. http://dx.doi.org/10.1093/comjnl/bxz067.

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Abstract In the domain of technology-enhanced competency-based learning and training, there is an increased interest in the integration of competency-related information for supporting competency-driven decision-making purposes. Indeed, since competency development draws upon several related areas, including teaching subjects, instructional design, learning resource annotation, e-Portfolios and motivated by the need for an integrated and semantic-based approach to competency management and development, a series of ontological structures have been formalized and developed for each of these areas. This paper aims to provide a framework specification for lifelong competency management and development, called LCMDF. The main advantage of this framework lies in its ability to provide a unifying semantic foundation in the form of a set of controlled vocabularies for describing competencies and their related details within the contexts of technology-enhanced competency-based learning and training. Moreover, this framework provides a novel integrated model to support a wide range of use cases. The proposed framework results from reusing widespread international standards for competency modeling which helps designing and implementing interoperability architecture of semantically-enhanced competency-based learning/human resource (HR) systems.
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Dissertations / Theses on the topic "Human Resource Management competency standards"

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McNeill, Matthew, and n/a. "Approaches to the development of human resources management competency standards in the Australian Public Service." University of Canberra. Professional and Community Education, 1996. http://erl.canberra.edu.au./public/adt-AUC20061013.142754.

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This thesis is derived from a work project, the consideration of approaches to the development of Human Resource Management competency standards for the Australian Public Service. The thesis is a vehicle for examining and exploring a complex Human Resource Development strategy, through dealing with the details of the project. This project was undertaken from 16 January to 13 April 1995. The project occurred in a turbulent environment with limited resources. The decision whether or not to develop Human Resource Management competencies was an important step in the implementation of the National Training Reform Agenda by the Australian Public Service, being influenced by a number of changes in the national environment as well as having to accommodate a number of factors internal to the Australian Public Service. Factors included: the impact of changes to vocational education and training at the national level such as the introduction of the Australian Qualifications Framework; the impact of a devolved management structure; the differing needs of stakeholders; the need to accommodate industrial relations issues; and the impact of resource constraints (including time). The thesis explains the context and conduct of the project. It critically examines the development of action plans and progress made over the course of the project. It explains the process and content of project activities and provides comments on them. This allows insights into the development of Human Resource Development policy in the public sector. In particular it shows how the nature of the project changed from its anticipated focus on competency identification to its final focus on preparing advice to the Joint Australian Public Service Training Council. That advice recommended that separate Human Resource Management competency standards should not, after all, be identified. It concluded that they should be integrated with the core competency standards for the Australian Public Service. The thesis reflects on key aspects of the project including its subject matter, processes, and outcomes. Some of these concern the impact of the systemic, conceptual and structural changes in the National Training Reform Agenda on strategic Human Resource Development. In addition the thesis reflects on the many roles of the project officer in strategic Human Resource Development activities, suggesting that the project officer should act as a consultant rather than servant. To illustrate this point the thesis describes how the project officer was able to facilitate processes during this project that resulted in management accepting outcomes that differed from their expectations but better met their needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the project officer's roles. Finally the thesis considers the outcomes of the project in the light of the publication of the Karpin report (1995) and finds that the outcome is consistent with the thrust of that report.
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Fionov, Boris, and Vusal Mustafayev. "Human Resource Management Practices Contributing to Competency Enhancement of Project Managers and Team Members in Project-Based Organizations:The Case of IT Industry in France." Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-146347.

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In the contemporary business world firms are being transformed into project-based organisations when majority of functions are performed through projects while administrative support is provided by permanent organisational structures. Moreover, variety of industries develop characteristics of Project-Based organizations which implies that HR practices need to be adjusted to help project employees to acquire necessary skills to adapt technology and help company embrace changes in business environment. Therefore, the current research through empirical investigation seeks to explore up-to date understanding of required competences for project members in IT industry in France. Further, it aims to explore how and what HR practices contribute to development of project team members’ competences. The research employs multiple case study of four companies operating in France and IT industry is chosen as it best represents the project-based organisations. Data is collected through six semi-structured interviews and qualitatively analysed by two authors of the current research. Findings of the current research provide an understanding of which and how HR practices are used in IT industry in France to enhance project team members’ competences. Empirical data analysis allowed to identify key HR practices employed in project-based IT companies to support competence development of project team members which are knowledge-sharing, training, induction, lesson-learned and internal rotation. Besides, social media and dedicated website were identified as major knowledge-support tools in IT industry in France. Findings bring new insights to the relationship between HR practices and competence development in IT industry and highlights some discrepancies between literature and reality. Finally, they help to bridge the gap in the existing literature and to formulate some recommendations to the practitioners.
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Tovar, Jesse. "A factor-based examination of United States Navy human resource officers work activities by commercial activity assignment codes to Society for Human Resource Management (SHRM) body of knowledge standards." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FTovar.pdf.

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Thesis (M.B.A.)--Naval Postgraduate School, September 2006.
Thesis Advisor(s): L. Andrew Jones, Suzanne Bosque. "September 2006." Includes bibliographical references (p. 81-82). Also available in print.
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Van, der Ross Eric. "The National Center for Health Leadership Competency Model: Its applicability to the South African context." University of the Western Cape, 2014. http://hdl.handle.net/11394/4212.

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Magister Commercii - MCom
Equitable access to quality health care is an essential element and a fundamental right for human development in any country. The South African health system prior to 1994 can be construed as one characterised with inequality and human development disparity. Various policies have since been promulgated and implemented to redress the inequalities of the past. Poverty related illnesses remain widespread, the reemergence of infectious diseases and social impacts are putting additional pressure on an already overburdened health system. These challenges have heightened expectations for leadership to manage the health system of the country more effectively and efficiently. A shortage of critical skills and trained health personnel have been cited as two of the major challenges for effective quality care within the health sector and have been described by The World Health Organisation as the heart of any successful health system in any country (Coovadia et al. 2009). However, there is a severe lack of formal evaluation of the competencies of hospital managers, as well as their needs for future training in South Africa. The public has become more health conscious and the request for quality care is increasing, demanding health professionals with increased levels of competence. There is a paucity of research in the health management literature that systematically specifies and assesses which competencies are important to facilitate leadership development, especially in a developing country context. The research aims to identify and determine a comprehensive set of managerial competencies for health leadership in South Africa that could enable leaders to successfully lead the health sector beyond the 21st century. The research is based on the National Center for Health Leadership (NCHL) framework that was developed through a synthesis of the literature on leadership and management competencies in health and related domains (NCHL, 2006). A survey approach using a pre tested questionnaire was administered to management in public and private sector hospitals. Respondents were asked to rate the level of importance of each of the 80 competency statements pertaining to the National Center for Health Leadership competency model.
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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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Ahadzie, Divine Kwaku. "A model for predicting the performance of project managers in mass house building projects in Ghana." Thesis, University of Wolverhampton, 2007. http://hdl.handle.net/2436/15393.

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Presently, within the human resource management (HRM) genre and including the construction management discipline, the identification and development of appropriate performance measures is seen as the only viable means for validating and engendering managerial excellence. There is also a growing awareness that appropriate predictive modelling practices can help engender the identification and development of these measures. Against the background that project-based sectors of the construction industry in developing countries need to adopt a proactive approach towards recognising and embedding performance measures in HRM practices, this thesis addresses the development of a model for predicting the performance of project managers (PMs) in mass house building projects (MHBPs) in Ghana. A literature review of the significance of performance measures in the HRM genre is first presented including an evaluation of the methodologies for measuring the performance of PMs. This is followed by a review of research and development in the management of human resources in the construction industry in developing countries including Ghana. Informed by the literature, an appropriate theoretical framework is adopted which draws on the organisational psychology theory of job performance, the conventional wisdom in project success criteria and an emerging framework of project lifecycle. Subsequently, a competency-based multidimensional conceptual model is developed. The conceptual model reflects both the elements of performance behaviours and outcomes in predicting the performance of PMs at the conceptual, design, tender, procurement, construction and operational phases of the project lifecycle. Adopting positivism as an appropriate research paradigm, structured questionnaire survey is used to elicit the relevant data from property developers in Ghana for the construction phase of the project lifecycle. Subsequently the data is analysed using one-sample t-test, factor analysis and multiple regression analysis (stepwise). From a broad range of competency-based measures used as independent variables, it is found that, the best predictors of the PMs’ performance at the “construction phase” of MHBPs are: job knowledge in site layout techniques for repetitive construction works; dedication in helping works contractors to achieve works programme; job knowledge of appropriate technology transfer for repetitive construction works; effective time management practices on the house-units; ability to provide effective solution to conflicts while maintaining good relationships; ease with which the PM is approachable by works contractors; and volunteering to help works contractors solve personal problems. These independent variables explained 74.4% of the variance in the model (at p < 0.0005). Validation of the model confirmed its goodness of fit and hence predictive accuracy. The findings suggest that at the construction phase of MHBPs, PMs who exhibit these behavioural competencies are likely to achieve higher levels of performance. Accordingly, PMs who aspire to achieve better managerial performance outcome on MHBPs should strive towards developing and improving these competencies. It is contended that the developed model could be used by property developers for the selection and recruitment of potential PMs and also for developing appropriate training requirements towards best practice improvement in the implementation of MHBPs. While the study focuses on Ghana, there is the potential for the model to be adopted for use by other developing countries towards the advancement of improved HRM activities in project management practice.
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Hansch, Rosalice Marília. "PERCEPÇÕES DE GANHOS PARA OS EMPREGADOS NA GESTÃO POR COMPETÊNCIAS: UM ESTUDO DE CASO." Universidade Metodista de São Paulo, 2008. http://tede.metodista.br/jspui/handle/tede/134.

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Made available in DSpace on 2016-08-02T21:42:52Z (GMT). No. of bitstreams: 1 1-pesquisa Milestone e PUC-RJ.pdf: 539428 bytes, checksum: 15835c6ccf39533439dd66e32a3ed7fc (MD5) Previous issue date: 2008-09-29
Considering that Competency-based Human Resource Management must enhance economic value for organizations and social value for people, this present research aims to investigate among the staff of a company, which personal and professional gains were generated by the model implemented in the company they work for. To succeed in this, a qualitative character case study was taken in a public company that has been applying a Competency-based Human Resource Management System for five years, including all sub-systems (recruitment/selection, training/development, remuneration, performance evaluation and career program) to one hundred percent of all employees. In a process of before and after the Competency-based Human Resource Management System, the research covered which questionnaire and interview. To measure the gains obtained by the employees, there were used categories and subcategories of social gain, defined by Amyra Sarsur in her PhD dissertation, 2007. The results of this research show that, according to the employees perception, three categories were highlighted as social gain: development, conceptual comprehension of the company and self-development. The importance of this research is due to the increasing adoption of this human resources management model by Brazilian companies and the lack of researches that investigate the gains obtained by the employees with the Competency-based Human Resource Management.(AU)
Tendo como pressuposto de que a Gestão de Pessoas por Competências deve agregar valor econômico para a organização e valor social para os indivíduos, a presente pesquisa investiga com os empregados de uma empresa quais os ganhos trazidos na sua vida, profissional e pessoal, pelo modelo implementado na organização em que trabalham. Para alcançar esse objetivo foi realizado um estudo de caso, de caráter qualitativo numa empresa do setor público, que possui há mais de cinco anos um sistema de gestão por competências, contemplando todos os subsistemas (seleção, treinamento, remuneração, avaliação de desempenho e carreira) para 100,0% dos empregados. Num processo de antes e depois do sistema de gestão por competências, a pesquisa foi realizada por meio de questionário e entrevista. Para medir o ganho dos empregados, foram utilizadas as categorias e subcategorias de ganho social definidas na tese de doutoramento de Amyra Sarsur, 2007. Os resultados dessa pesquisa indicaram que, na percepção do empregado, três subcategorias destacaram-se como ganho social: desenvolvimento, compreensão conceptual da organização e autodesenvolvimento. A importância da pesquisa se faz devido à crescente adoção desse modelo de gestão de pessoas pelas empresas brasileiras e a ausência de pesquisas que investigam os ganhos dos empregados com a Gestão por Competências.(AU)
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Sampaio, Catarina Gil Ferreira. "Conhecer, compreender e explorar a consultoria de recursos humanos : O caso da SDO." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11927.

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Mestrado em Gestão de Recursos Humanos
Com o objetivo de consolidar e de aplicar os conhecimentos adquiridos ao longo da parte curricular do Mestrado em Gestão de Recursos Humanos (GRH), optei pela realização de um relatório de estágio como Trabalho Final de Mestrado. Surgiu, assim, a oportunidade de estagiar como Consultora Júnior na SDO Consultoria, uma empresa prestadora de serviços na área da Consultoria de GRH. Este estágio possibilitou-me a aquisição e o desenvolvimento de competências alocadas a diversas vertentes da GRH, nomeadamente nas áreas da Formação, da Seleção e Integração de Trainees, e da Análise e Descrição de Funções. No que se refere à estrutura do presente relatório, na primeira parte são desenvolvidas do ponto de vista teórico as áreas da Formação, da Gestão de Talentos através de Programas de Trainees e da Análise e Descrição de Funções. Num segundo momento, é apresentada a caracterização da SDO Consultoria. Em seguida, realiza-se a descrição das atividades realizadas ao longo do estágio curricular, nomeadamente as responsabilidades e tarefas desenvolvidas alocadas a cada uma das áreas e projetos. As atividades realizadas inserem-se nas áreas da Formação, do Assessment e Integração de Trainees, e da Análise e Descrição de Funções. Por fim, é apresentado um balanço crítico do estágio na sua globalidade, através da reflexão acerca das atividades desenvolvidas na empresa e da sua articulação com os conteúdos abordados ao longo do enquadramento teórico.
I opted for an internship as Final Work of Master in order to apply the knowledge acquired during the course of the Master in Human Resource Management (HRM). SDO Consultoria, a service company of HRM Consulting, gave me the opportunity to be a part of their team and work as Junior Consultant. This internship allowed me to acquire and develop skills allocated to various aspects of HRM, particularly in the areas of Training, Trainees' Selection and Integration, Analysis and Job Descriptions. Regarding the structure of this report, Training, Talent Management by Trainees' Programs, Analysis and Job Descriptions were developed in the first chapter. Secondly, the characterization of the SDO Consulting is presented. The description of the activities carried out during the internship, particularly the developed responsibilities and tasks allocated to each of the areas and projects, are presented next. The activities are part of the areas of Training, Trainees' Selection and Integration, and Analysis and Job Descriptions. Finally, a critical assessment of the stage as a whole is presented through the reflection on the activities of the company and its relationship with the content covered during the theoretical framework.
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Williams, Tania Marie. "Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1091.

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This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.
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Jobst, Mark G., and Jeffrey Palmer. "An analysis of the USMC FITREP: contemporary or inflexible?" Thesis, Monterey California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/2210.

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The purpose of this thesis is threefold. Firstly, to attempt to provide validity for the two-sided matching process; secondly, analyze FITREP attributes to determine their suitability for a weighted criteria evaluation system and; thirdly, compare the USMC promotion and assignment process with contemporary human resource management practices. Using data from the USMC Officer Accession Career file (MCCOAC), a logit model is used to estimate the effects of TBS preference and other officer characteristics on retention to the seven year mark. Findings indicate that there was little difference in the probability of retention throughout most preference levels except for the bottom sixth. Using USMC FITREP data, an ordinary least squares model is used to estimate the effects of rank and MOS on FITREP scores across all attributes. Multiple comparison tests demonstrated that there are statistical differences at the 0.05 level between the means of the MOSs. Additionally, reporting creep is continuing across all attributes. Surveys were also conducted. The first survey indicated that USMC officers believe the FITREP attributes were not all equally important within, and across each MOS - although the USMC assesses them as such. The second survey indicated that the USMC promotion and assignment process can be strengthened through a clearly defined HRM plan that extends beyond 'faces' and 'places', and provides very clear links to the organizational strategy. Based on the findings it is recommended that the USMC review its HRM processes and conduct further analyses on the FITREP data for: (1) correlation, (2) longitudinal analysis as a predictor for success and, (3) relevance and relationship to MOS characteristics, position descriptions, and organizational strategy.
Major, Royal Australian Infantry Corps
Major, United States Marine Corps
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Books on the topic "Human Resource Management competency standards"

1

Building quality service: With competency-based human resource management. Chatswood [Australia]: Butterworth-Heinemann, 1994.

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Prince Edward Island. Dept. of Education. Program and Human Resource Development Work Group. Program and Human Resource Development Work Group: Final report. [Charlottetown, P.E.I.]: The Group, 1993.

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Human resource management in the digital economy: Creating synergy between competency models and information. Hershey, PA: Information Science Reference, 2012.

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Roy, Anindya Basu, and Sumati Ray. Competency Based Human Resource Management. SAGE Publications, Incorporated, 2019.

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Dubois, David D. Competency-Based Human Resource Management. Davies-Black Publishing, 2004.

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D, Dubois David, ed. Competency-based human resource management. Palo Alto, Calif: Davies-Black Pub., 2004.

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Alain, Mitrani, Dalziel Murray M, and Fitt David, eds. Competency based human resource management: Value-driven strategies for recruitment, development and reward. London: Kogan Page, 1992.

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Great Britain. Further Education Unit., ed. Standards in action: Using national standards for human resource management and development in further education. London: Further Education Unit, 1993.

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Great Britain. Further Education Unit., ed. Standards in action: Using national standards for human resource management and development in further education. London: Further Education Unit, 1993.

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High Performance Business Strategy: Inspiring Success Through Effective Human Resource Management. Kogan Page, 2007.

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Book chapters on the topic "Human Resource Management competency standards"

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Kuriyama, Naoki. "Core Labour Standards and Globalisation." In Japanese Human Resource Management, 253–65. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-43053-9_12.

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Cunningham, J. Barton. "Encouraging Competency-based Training and Development." In Strategic Human Resource Management in the Public Arena, 201–13. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-43241-4_10.

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Kaplan-Wyckoff, Deborah. "Fair Labor Standards Act of 1938." In The Encyclopedia of Human Resource Management, 222–26. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch40.

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Wenhui, Li. "Competency Based Human Resource Management Reform in Undergraduate Teaching." In Communications in Computer and Information Science, 372–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-27452-7_51.

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Kuriyama, Naoki. "The ILO Standards with Regard to Developing Countries in the Late 1980s and in Particular Relation to the Circumstances of ASEAN Countries." In Japanese Human Resource Management, 227–51. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-43053-9_11.

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Kuriyama, Naoki. "Labour Standards of International Corporate Social Responsibility Initiatives and the Perspectives of Asian Employers—With Reference to a Survey of Asian Employers’ Organisations in 2011." In Japanese Human Resource Management, 267–92. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-43053-9_13.

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Friedman, Barry A. "Hospitality, Tourism, and Events Industry Competency Model: Human Resource Management Implications." In Strategic Innovative Marketing and Tourism, 49–56. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-12453-3_6.

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Trichet, Francky, and Michel Leclère. "A Framework for Building Competency-Based Systems Dedicated to Human Resource Management." In Lecture Notes in Computer Science, 633–39. Berlin, Heidelberg: Springer Berlin Heidelberg, 2003. http://dx.doi.org/10.1007/978-3-540-39592-8_91.

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Barbu, Cătălin Mihail, Monica Logofătu, and Camelia Olari. "ISO 26000: A Vital Vector in Interconnecting the Human Resource Management Standards." In ISO 26000 - A Standardized View on Corporate Social Responsibility, 29–45. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92651-3_3.

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Madhavi, Thaya, and Rajesh Mehrotra. "Effect of Integrated Competency Management and Human Resource Development at the Level of Efficiency of Workforce." In Lecture Notes in Electrical Engineering, 479–90. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-5546-6_41.

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Conference papers on the topic "Human Resource Management competency standards"

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"Research on Competency Model of Enterprise Human Resource Management." In 2018 4th International Conference on Economics, Management and Humanities Science. Francis Academic Press, 2018. http://dx.doi.org/10.25236/ecomhs.2018.045.

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Zhang, Chengye. "Analysis of Competency Model in Enterprise Human Resource Management." In 3rd International Conference on Science and Social Research (ICSSR 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/icssr-14.2014.255.

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

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Xu, Pei, and Ke Zhang. "Research on Human Resource Management from the Perspective of Competency." In 2018 International Conference on Management, Economics, Education and Social Sciences (MEESS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/meess-18.2018.3.

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

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Mclntyre, James A. "The Role of Professional Standards in Cockpit Resource Management (CRM)." In Human Error Avoidance Techniques Conference. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1989. http://dx.doi.org/10.4271/892604.

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Zeng, Zhaoxi, Weifeng Wang, Qintao Wang, and Meiyu Tang. "A Research on Tourism Human Resource Development Based on Competency Model." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998099.

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Wahjusaputri, Sintha, and Somariah Fitriani. "Competency Development of Civil State Apparatus in Term of Human Resource Management." In International Conference on Learning Innovation (ICLI 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icli-17.2018.6.

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Setiadin and Leni Rohida. "Development of Human Resource Management (A Study of Lecturer Competency at Universitas Muhammadiyah Bandung)." In International Conference on Community Development (ICCD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.141.

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Rojc Štremfelj, Livija, Iztok Podbregar, and Eva Jereb. "Human Resource Management and Manager’s Competences in Non-governmental Organisations." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.54.

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The article deals with the Slovenian non-governmental organisations (NGO), NGO classification in Slovenian legislation and stresses the specific task of human resource management of the non-governmental organisations, namely for the work processes to be executed managers have to engage the volunteers at hand not only their employees. The employees in the Slovenian NGO sector are scarce, even though the European average (EU-28) of NGO paid employment compared to total paid employment is five times higher than in Slovenia. The text therefore presents the comparison of paid employment to total employment and total worth of voluntary work in Slovenian and EU NGOs. The Slovenian human resource management research in NGO is overviewed to argue why NGO leaders’ competency modelling would be the right step forward for Slovenian NGOs.
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