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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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Purnamasari, Irma, R. Akhmad Munjin, and Ike A. Ratnamulyani. "PENATAAN SUMBER DAYA MANUSIA APARATUR DAERAH BERBASIS KOMPETENSI." JURNAL GOVERNANSI 5, no. 1 (April 29, 2019): 70. http://dx.doi.org/10.30997/jgs.v5i1.1707.
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The implementation of Regional Government is directed at accelerating the realization of community welfare through improving services, empowerment, and community participation. In an effort to achieve the above goals, apparatus with the right, professional and competent numbers are needed. In line with the principles of professionalism and objectivity that are required in the law on staffing matters, the Bureaucratic Reformation in the Regional Government needs to conduct competency-based Apparatus Resource Arrangements. Presidential Regulation Number 81 of 2010 concerning Grand Design of Bureaucratic Reform explains that the main problem of state apparatus HR is the allocation in terms of quantity, quality, and distribution of civil servants according to unequal territorial (regional), and low levels of civil servant productivity. Structuring the human resources of the apparatus has not been optimally implemented to improve professionalism, employee performance, and organization. The research method used is descriptive qualitative through (1) desk study (study of literature and documents) and (2) field study (field study) that uses observation and interview techniques. Competency-based Apparatus Resource Management implies the need for the availability of information relating to competence. In this case the two main pillars are the competencies required by the office, commonly referred to as Position Competency Standards and the competencies possessed by employees.Keywords: Apparatus HR Management, Employee Competence, Regional Apparatus HR.
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Меньшенина and E. Menshenina. "Monitoring the Preferences of Employers and Prospects of Improving Competency Profiles for Bachelor’s Programs in Human Resources Management." Management of the Personnel and Intellectual Resources in Russia 3, no. 5 (October 10, 2014): 53–57. http://dx.doi.org/10.12737/5796.
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This paper, based on surveys conducted by consulting and staffi ng companies’ sites, analyzes the employers’ and public authorities’requirementsto applicants
for positions related to human resources management. A study was conducted on compliance of competency profi le model demanded by employers, the
structure and level of its development compared to state educational standards for Bachelor’s program in Human Resources Management. Research resulted
in formulating competencyprofi le required for university graduates to start professional career. We revealed that the educational standard contains redundant
list of competencies, and at the same time does not entirelymeet the needs of employers. Such competences as business understanding and the ability to
manage changes, and team management are not brought up in the educational standard. Moreover, the eff ective employment of graduates requires formation
of certain competences within the educational process, i.e.providing informational base for practice, establishing business contacts with organizations’ management,
generating interest in young professionals. Conducted analysis helped to identify gaps in educational standards from employers’ perspective, as well
as to formulate the most probable career paths for university graduates and necessary model competencies for successful employment.
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Yusuf, Ningrum Fauziah, Sintaningrum Sintaningrum, and Sawitri Budi Utami. "KAPASITAS SUMBER DAYA MANUSIA SEKSI PENDIDIKAN MADRASAH KANTOR KEMENTERIAN AGAMA KABUPATEN BANDUNG." NATAPRAJA 7, no. 1 (May 1, 2019): 73–90. http://dx.doi.org/10.21831/jnp.v7i1.23265.
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This study aims to look at the human resource capacity of the Ministry of Religion especially in madrasah education. This study wants to explain how the Ministry of Religion in carrying out its duties and responsibilities in the field of madrasah education includes service, guidance, guidance, management of information systems. This study uses a quantitative approach which is analyzed using analysis (Structural Equation Modeling, SEM). Data was collected by informant interviews and questionnaires. As a result, this study shows that currently the human resource capacity of the Ministry of Religion e in the madrasah education section is quite good. This can be seen from the six indicators that researchers use based on the theory of Hall, et al. (2003), which consists of quantity of employees, employee competency standards, employee motivation, reward and punnishment, skill development, and compensation. The results of the study show that in human resource capacity is strongly influenced by the dimensions of employee competency standards and compensation.
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Đergović, Dragana, Lazo Kukobat, and Aleksandar Jovičić. "Managerial competency in complex business systems: Outcomes standardization and organizational learning process quality in a large-scale domestic company." Tehnika 75, no. 4 (2020): 411–17. http://dx.doi.org/10.5937/tehnika2003411d.
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Staff competency, as the only distingent factor in a working process in an organization, is in a base of a successful and sustainable business. Managerial competency, especially in complex business systems, is even more significant. Competency requirements result of both the international management systems standards and the modern business environment conditions. Meeting these requirements require the implementation of a planned and systematic process of organizational learning. A well-designed procedure for selection, acquisition and managerial competency development, available resources for human resource investment and well-chosen topics in different educational and training programs are required, but not sufficient to reach wanted effects in the organizational system. Results of the empirical research on a case study of a large-scale domestic company with international business activities show a positive experience of standardizing the organizational learning programs outcomes to meet organizational and individual interests. Standard competencies, learning programs goals and anticipated effects of manager trainings represent the company's expectations and defined obligations and responsibilities for all actors in the organizational learning process toward achieving learning and business quality goals. Some of them are highlighted in this paper.
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Hong, Sungpyo, and Hanryeo Lim. "A Study of The Effect of the National Competency Standards(NCS) Recruitment System on the Human Resource Management in Corporations." Journal of Skills and Qualifications 9, no. 2 (June 30, 2020): 107–27. http://dx.doi.org/10.35125/jsq.2020.9.2.107.
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Sims, Ronald R., John G. Veres, and Susan M. Heninger. "Training for Competence." Public Personnel Management 18, no. 1 (March 1989): 101–7. http://dx.doi.org/10.1177/009102608901800109.
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Competence has been defined as “the ability to meet or surpass prevailing standards of adequacy for a particular activity” (Butler, 1978 p.7). The authors describe in this article a framework for competency-based training, focused on the importance of training the public personnelist responsible for implementing staff development programs. Kolb's (1984) experiential learning model is suggested as a vehicle for instilling competencies which overcomes difficulties with many traditional, single modality approaches to training. The implications for public sector training programs are discussed.
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Fachrunnisa, Olivia, and Farookh Khadeeer Hussain. "Blockchain-based human resource management practices for mitigating skills and competencies gap in workforce." International Journal of Engineering Business Management 12 (January 1, 2020): 184797902096640. http://dx.doi.org/10.1177/1847979020966400.
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Skills gap between company needs and competencies occupied by the workforce can be the source of inefficiencies. The purpose of this research is to develop a blockchain-based human resource (HR) framework to match the needs from the company and workforce competencies This framework will help Corporate Training Centre to standardized the competencies which then used by HR Department to develop the training material. In order to get valid information regarding skills that are needed from the company, we develop a prototype based on Blockchain. Hence, blockchain-based HRM is built to improve the quality of workforce competency in an organization. The current organizations are struggling to fulfil the needs of the workforce in accordance with industry quality standards. Therefore, this will help all parties to create a consensus between the needs of the industry with the labour market. Corporate Training Centre through the competent institution will be the mediator or intermediary to unite the information from companies, training institutions, and Professional Certification Institutions. As a result, in the long term, the needs of the workforce with the qualification required by the company in such industries will always fit the current situation. Blockchain helps to process the information and data needed by each party so that the connection between parties will be assisted efficiently and effectively.
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Killingsworth, Colleen, and Terence Flynn. "Assessing the CPRS Pathways to the Profession competency framework." Corporate Communications: An International Journal 21, no. 2 (April 4, 2016): 177–94. http://dx.doi.org/10.1108/ccij-03-2015-0013.
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Purpose – The purpose of this paper is to assess the leadership skills and competencies defined in the Pathways to the Profession and understand the value senior corporate communications managers place on those skills and competencies and how senior-level corporate communicators demonstration of those skills and competencies. Design/methodology/approach – Institutional review board approval was obtained for a qualitative research design based on focus groups conducted in four Canadian cities with 25 senior corporate communicators, human resources professionals, and general business managers. Findings – This research has validated the competencies and credentials for senior-level corporate communications and public relations executives as highlighted in the Pathways to the Profession framework. It has also provided the profession with an understanding of the value senior public relations and organizational managers place on professional association membership and professional and academic credentials. This research is an important contribution to the growing body of knowledge on competency frameworks as professional associations, such as the Canadian Public Relations Society, take leadership positions in providing educational institutions with sets of standards for public relations and corporate communications education in Canada. Practical implications – This research will help the public relations and corporate communications profession provide guidance to educational institutions programming for senior-level public relations and communications management education based on quantifiable data on the value executives place on a particular set of skills and competencies. Originality/value – This is the first study of its kind that examines the perceived competencies and skills of Canadian senior public relations/communications management leadership. Further this research sought to assess the value of academic and professional credentials necessary for participation in executive leadership roles.
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IVANICHKIN, R. A. "APPROACH OF THE CONCEPT OF MANAGING THE COMPETENCIES OF EMPLOYEES OF THE SPACE INDUSTRY." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2, no. 5 (2021): 136–40. http://dx.doi.org/10.36871/ek.up.p.r.2021.05.02.022.
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The article discusses the approach to the creation of competencies as a form of human resource man-agement in the space industry and the option of branching through the system. Universal model of employee cycle was analize. According to universal model, we can get a precise definition of the exact definition and behavioral requirements that will be presented to employees depending on their professions and positions. In the article is showed some features that is it necessary for competence management and for effective man-agement of the enterprise. The dimensions of the competency management model and how to apply accord-ing the specific model. How do you ensure employee competencies in the space industry will be presented. What are essential management competencies for business and best practices in the space industry. The system of professional qualities allows you to unify the requirements for employees and develop common standards of behavior that are the basis for evaluating and promoting staff.
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Bhakti, Caraka Putra. "PROGRAM BIMBINGAN DAN KONSELING KOMPREHENSIF UNTUK MENGEMBANGKAN STANDAR KOMPETENSI SISWA." JURKAM: Jurnal Konseling Andi Matappa 1, no. 2 (September 16, 2017): 131. http://dx.doi.org/10.31100/jurkam.v1i2.63.
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Comprehensive guidance and counseling programs are based on achievement of developmental tasks, potential development, and alleviation of counselee problems. Developmental tasks are formulated as competency standards to be achieved by counselors, so this approach is also called standard-based guidance and counseling. Standards of student competence refers to Standards Independence Competence Learners (SKKPD) which is divided into 11 aspects of development. Successful implementation of comprehensive guidance and counseling program is the fulfillment of six characteristics, namely holistic, systematic, balanced, proactive, integration in school curriculum, and reflection. Procedures in the preparation of comprehensive guidance and counseling programs are planning (planning), organizing (organizing), implementation (penging), and evaluation (evaluation). Implementation of guidance and counseling programs is supported by the availability of skilled human resources. Teacher guidance and counseling / counselors are expected a set of knowledge and skills that support the implementation of the program. A full knowledge of developmental theory. Counselor's skills are to coordinate with various parties in implementing guidance and counseling program. The counselor has a strong leadership in running the guidance program, and has a proportional time management skills that is 80% of the time counseling and guidance services are directive in the learners while 20% of the service time is for the activity of the program management and system support
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Khmel, Violetta. "DEVELOPMENT OF THE PROFESSIONAL COMPETENCE OF SPECIALISTS IN THE CONTEXT OF PROVIDING QUALITY TRAINING FOR THE REAL ECONOMY." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 2, no. 3 (December 5, 2010): 29–38. http://dx.doi.org/10.48127/spvk-epmq/10.2.29b.
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The Republic of Belarus in series implements an elaborate model of socially oriented market economy. The analysis of the educational level of the Belarusian population revealed that the high rate of state development is provided by specialists with specialized secondary education. The analysis of teaching situation in specialized secondary schools in respect to accountants’ training allowed to discover contradictions in the formulated aims and planned results of vocational education. Although the Republic of Belarus has not joined the Bologna process yet, it does not reject the key approaches of European education used to ensure the organizational and pedagogical conditions of the teaching process. The competency-based approach to choosing of the contents of teaching is not only widely researched, but is being introduced into the educational standards of different specialties. But the system of competences of a graduate proving its competence remains sometimes ill-conceived. The system analysis of concepts of the competency-based approach in Pedagogics and Management let us formulate the essence of competences of a specialist working in the real economy. In this research the professional competence is determined as willingness and ability of specialists to implement their knowledge, skills and experience in the real conditions of professional activity. The peculiarities of forming of professional competence are reflected by the example of accountants’ training. In the context outlined above professional competence of an accountant can be defined as an integrative personality characteristic of a specialist formed on the basis of and in the process of learning theory as well as getting expertise in economics, finance and accounting, acquiring professional skills and experience. It reflects the readiness of a specialist to solve professional problems in the dynamics of their development. The analysis of the peculiarities of accountants’ work that are important in terms of innovative development of economy and the synthesis of theoretical approaches to the concept of professional competence allowed us to substantiate and formulate the methodology of determining the professional component of specialists’ competence. The essence of the methodology lies in the fact that during the development of the model of professional component of a specialist’s competence consisting of a system of competences, the following conditions should be taken into account: • Competencies pertaining to knowledge and skills which pass down from generation to generation, the ability to use them in professional activities as well as professional consciousness. These competences are generalized and systematized in the educational standard of the specialty; • Competencies that define the essence of the process and the results of professional activities described by Human Resource Management and dependant on the current state and development of the society. The proposed algorithm was tested among the students of the specialty 2-25 01 35 Accounting, analysis and control at the level of specialized secondary education in the Republic of Belarus. Key words: professional competence, specialized secondary education, professional activities, competency-based approach.
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Sururama, Rahmawati. "IMPLEMENTASI PENGEMBANGAN SUMBER DAYA MANUSIA TENAGA PENDIDIK PADA AKADEMI KEPERAWATAN RUMKIT TKT. III TELING MANADO SULAWESI UTARA." Jurnal MSDA (Manajemen Sumber Daya Aparatur) 6, no. 1 (June 20, 2018): 31–50. http://dx.doi.org/10.33701/jmsda.v6i1.468.
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Human Resource Management Higher education emphasizes the intricate parts of the figure of a lecturer as an ordinary human and intellectual community group (educated) that can be elaborated in scientific and cultural studies (Arwildayanto, 2013). Based on the above problems the researcher took the title “Implementation of Human Resource Development Teachers at the Academy of Nursing Rumkit Tkt. III Teling Manado” so that future every lecturer can meet academic qualification standards in order to improve the quality of college. Through the preliminary observations that have been carried out in the Academy of Nursing Tkt. III Teling Manado that the existing problems are still lack of permanent lecturers, educational qualifications and lecturer status that has not been in accordance with the competency standards of the existing lecturers as many as nine people but who qualify only three people, others have not studied S-2. This research is designed using qualitative descriptive research method.Data collection techniques and procedures in this study besides observation, interviews and documentation, this study also used triangulation data collection techniques. The focus of this research is the Implementation of Human Resource Development lecturer At Nursing Academy Rumkit Tkt. III Teling Manado “. The findings obtained: 1. Development brings changes in behavior toward specialization, differentiation and professionalism of teaching staff in the field of teaching, personal, social and professional. 2.Upaya maintain consistency of professional ability of educator done both by educator and institute of college iu herself, so that result optimally to improvement of professionalism of educator can sustainable.
Keywords: implementation, human resource development, educators
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Kummerfeldt, V. D. "Developing The Next Generation Of Clinical Laboratory Scientist Supervisors: A Study Of Supervisory Competencies In Clinical Laboratory." American Journal of Clinical Pathology 154, Supplement_1 (October 2020): S120. http://dx.doi.org/10.1093/ajcp/aqaa161.263.
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Abstract Introduction/Objective Developing the next generation of clinical laboratory scientist (CLS) supervisors who are competent and comprehensively prepared to meet the industry’s healthcare demands can be challenging. When a CLS is promoted to a supervisory position and then found to be incompetent due to the lack of experience, skills, knowledge and/or abilities. To identify the root cause of this phenomena a comprehensive review of the literature explored management competency theories and concepts (Katz’s three-skills approach, the Peter principle, Sandwith’s competency domain model, and National Center for Healthcare Leadership’s health leadership competency model). The management competency theories provided the foundational theoretical framework for this study. Methods Quantitative and qualitative data was used to address the research questions. A modified Tipton’s instrument/survey was used. The survey used demographic, open-ended, and Likert-type questions. Results This study had a total of 247 participants, who self-identified as CLS supervisor or manager, and completed an online survey. The results showed an increased competency level due to experience, continuous learning, mentors, formal education, leadership programs and delegation of tasks. The majority of the participants did not feel that the College of American Pathologists regulatory standard of a general CLS supervisor was sufficient to produce a competent CLS supervisor. Training and education was recommended to help transition CLS practitioner into the role of CLS supervisor. Other recommendations include mentors, succession planning, career ladder/leadership programs, experience, and support. Conclusion In order to develop the next generation of CLS supervisors, who are comprehensively prepared to meet the industry’s healthcare demands, healthcare organizations are going to need to employ evidence-based human resource management strategies. Human resource management strategies, such as training and development programs, leadership programs, mentor programs, and succession planning, should include administrative and interpersonal domain knowledge, skills, abilities and experience
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Goslin, Anneliese. "Human Resource Management as a Fundamental Aspect of a Sport Development Strategy in South African Communities." Journal of Sport Management 10, no. 2 (April 1996): 207–17. http://dx.doi.org/10.1123/jsm.10.2.207.
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South African society is a complex mix of first- and third-world components. Urgent socio-economic and political problems must be addressed to avoid chaos. Sport may be a key factor in bringing about change. Sport training strategies should form an integral part of affirmative action and sport development programs in South Africa. The overall aim of this research was to develop a structured scientific approach to the training and development of human resources in South African sport. The research was conducted in four phases over a 2-year period. The aims of the respective phases were to determine the current standard and scope of sport management in black developing townships, to compile a profile of competencies and training needs of sport managers, to develop an in-service training model for the aforementioned sport managers, and to design a comprehensive sport development strategy for South African sport. Research methodologies included questionnaires on general and functional managerial variables and training needs, content analysis of job descriptions, and personal interviews. Results revealed an insufficient standard of sport management in developing townships. A competency-based training and development model was proposed and positioned in an overall strategy for sport development in South Africa.
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Li, Guoxin, and Andrey Barashev. "Competence development in crowdsourcing: examining the impact of different evaluation standards." European J. of International Management 1, no. 1 (2021): 1. http://dx.doi.org/10.1504/ejim.2021.10029651.
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Carter, Stephen, and Amy Chu-May Yeo. "Developing undergraduate social and emotional competencies: a UK/Malaysian comparison." International Journal of Educational Management 28, no. 2 (March 4, 2014): 152–72. http://dx.doi.org/10.1108/ijem-03-2012-0035.
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Purpose – The purpose of this paper is to investigate similarities and differences between the UK and Malaysian undergraduates in terms of perceived social and emotional competencies (SEC), their effect on academic performance and to make recommendations on curriculum development or teaching and learning interventions to make students more SEC equipped for the “real” world. Design/methodology/approach – This study employed a positivist approach via a survey instrument to measure the perceived SEC. Descriptive and inferential statistics, including standard multiple regression analyses, were used to test the hypotheses. Findings – The analysis highlighted specifically, individual competencies (e.g. conscientiousness) rather than competency domains. Striking differences were observed between the two data sets, e.g. the regression analysis revealed that among the UK students, “Self-Awareness” domain and “Service Orientation” competency contributed uniquely to academic performance. However, no significant results were found for the Malaysian students. Research limitations/implications – Using GPA scores for performance measurement is complex which might have the potential to affect the accuracy of the comparative results. Practical implications – The findings serve as a practical guide for education providers and employers which they could use to train young and inexperienced undergraduates and provides suggestions for education providers to “build in” specific intra- and interpersonal SEC in their assessment criteria and curriculum activities and modules. Originality/value – The transnational comparison helps to add a new dimension to support the paucity of the SEC effect on academic performance and suggests which specific individual competencies and which competency cluster to emphasise in two different institutions and countries.
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Park, Jae-Young, and Heng Luo. "Refining a Competency Model for Instructional Designers in the Context of Online Higher Education." International Education Studies 10, no. 9 (August 27, 2017): 87. http://dx.doi.org/10.5539/ies.v10n9p87.
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This study investigates the instructional designers (IDs) competencies essential for the context of online higher education, and has selected an instruction design unit in a research university as a case of investigation. To identify and compare IDs competencies at organizational and individual levels, this study employed a mixed method to collect and analyze data based on a validated IDs competency model by the International Board of Standards for Training, Performance and Instruction (ibstpi) as a framework. Throughout the study, IDs’ expected jobs/tasks and currently performed jobs/tasks were systematically analyzed, and the applicability of the ibstpi model in this specific context of online higher education was verified. Based on the empirical findings, this study proposed a refined competency model to improve IDs performance in human resources development and management practice.
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Winarni, Etik, Endah Tri Kurniasih, and Ahmad Soleh. "Dampak Penerapan Good Governance, Kompetensi SDM, Penerapan SAP, Penerapan SPIP dan Pemanfaatan SIPKD Terhadap Akuntabilitas Publik Dan Kualitas Laporan Keuangan (Pemerintah Kota Jambi)." J-MAS (Jurnal Manajemen dan Sains) 5, no. 2 (October 27, 2020): 289. http://dx.doi.org/10.33087/jmas.v5i2.197.
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The main content in quality development is the implementation of good governance. A reflection of good government implementation can be measured from the level of Public Accountability and Its Financial Statements, because both are indicators to see if a region has run good governance or not. In its context as an organization engaged in public service services, the government in its management must conduct transparency and public accountability. Public accountability in accordance with the characteristics of good governance with respect to (1) participation; (2) rule of low; (3) transparency; (4) responsiveness; (5) consensus orietation; (6) equity; (7) effectiveness and efficiency; and (8) strategy vision (Mardiasmo, 2006). This research aims to analyze the impact of good governance, Human Resources Competency (HR), Implementation of Government Accounting Standards (GAS), Implementation of Government Internal Control System (GICS) and Utilization of Regional Financial Management Information System (FMIS) on Public Accountability and Quality of Financial Report. The study used primary data and secondary data. Primary data is obtained from questionnaires distributed directly to respondents using Purposive Sampling techniques. The population in this study was the Regional Device Task Force (RDTF)/Regional Device Organization (RDO) in jambi city government, with 37 RDTF/RDO and 70 respondents. While the analysis tools used in the study are approaching the Partial Least Squares (PLS) method by negating the assumptions of OLS (Ordinary Least Squares) regression. The results showed that the implementation of good governance, Human Resources Competency (HRC), Application of Government Accounting Standards (GAS) had a positive effect on the quality of Jambi city government financial report. While the implementation of the Government Internal Control System (GICS) and the Utilization of Regional Financial Management Information System (RFMIS) partially did not have a positive effect on the quality of jambi city government financial report. Furthermore, the implementation of good governance, the Implementation of Government Accounting Standards (GAS), the Implementation of Government Internal Control System (GICS) have a positive and significant effect on Public Accountability. While the utilization of regional financial management information system (RFMIS) has not had a positive effect on public accountability.
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Pakpahan, Poetri Leharia, and Umi Habibah. "Manajemen Program Pengembangan Kurikulum PAI dan Budi Pekerti dalam Pembentukan Karakter Religius Siswa." Tafkir: Interdisciplinary Journal of Islamic Education 2, no. 1 (January 10, 2021): 1–20. http://dx.doi.org/10.31538/tijie.v2i1.19.
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The research was a qualitative study using a case description in the elementary Muhammadiyah Macanan. The informans are head master of elementary Muhammadiyah Mcanan, PAI dan Budi Pekerti’s teacher, coordinator of curriculum, Thafidz’s teacher, teacher’s class, and fifth graders. The technique for collecting datas are used observations, and documentations, and indepth interviews. And the result showed that: 1) manajement of curriculum development program PAI dan Budi Pekerti used four functions management, they are a) Plannings arranged in the vision, missions, and objectives of the program, and the various programs, they are short term, medium-term, and long term programs b) Organizing of human resources involved in the preparation of program and graduation competency standards, c) Implementations of development program are devided to dhuha prayers, dzuhur prayers, jum’at prayers, reading the holly Qur’an, and memorizing the qur’an. And content standards consisting of core competencies and basic competencies d) Evaluations are devided to achievement of planning, organizing, and implementing through graduation competency standards in dimency of attitude and skills. 2) The building of religious characters are devided to a) the teacher’s way how to provide the building religious characters; b) the teacher’s way to do the building religious characters; c) habituation methods in building religious characters.
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Herindraningrum, Farah Faadillah, and Indrawati Yuhertiana. "KUALITAS LAPORAN KEUANGAN PEMERINTAH DAERAH DI INDONESIA : LITERATURE REVIEW." El Muhasaba Jurnal Akuntansi 12, no. 2 (July 22, 2021): 157–71. http://dx.doi.org/10.18860/em.v12i2.12287.
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This literature review aims to map research on the quality of local government financial reports in Indonesia and to see how the role of accountability and transparency factors in the quality of local government reports in Indonesia. This research method uses SLR (Systematic Literature Review). Analysis of data by mapping 28 selected journals from 2015 to 2020 in the Google Scholar database. The results of this research show factors affecting the quality of the Indonesian government's financial reports, namely: human resource competence, Information Technology, Accountability, Transportation, Audit Quality, Accounting System, Accounting Procedure, Accounting Standards, and Internal Management with quantitative research type, Qualitative, literature review, and mix method. The most frequently investigated factor is the competence of human resources as much as 15 times the type of research that is widely used is quantitative research as much as 20. This research also shows that the accountability and transparency of financial reporting have a significant effect on the quality of financial reporting of local governments in Indonesia.
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Et al., Piyanun Klaichun. "Evaluation of Guidelines for PPICC: Purpose and Processing on Ideation and Creative Innovations for Competency Innovator." Psychology and Education Journal 58, no. 1 (January 15, 2021): 3924–28. http://dx.doi.org/10.17762/pae.v58i1.1433.
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This research was aimed to 1) determine the current and desirable states, and the priority needs index for PPICC: Purpose and Processing on Ideation and Creative Innovations for Competency Model. Mixed methods research was employed and undertaken in 2 phrases. Phase 1 investigated the model. The qualitative research approach to multiple case study collected data from 2 case studies in order to provide a profound understanding of the subject being investigated and allow for applying the research results to similar context. Phrase 2 investigated the priority needs index for PPICC: Purpose and Processing on Ideation and Creative Innovations for Competency Model. Phase 2 utilizing interviews with 30 experts in human resource development, digital technology, and education administration. Instruments comprise structured questionnaires, guidelines propriety, and feasibility evaluation form. Analyses involve descriptive statistics i.e. frequency, percentage, mean, and standard deviation, PNI Modified, and content analysis.
Results of the evaluation of Phase 1 investigated the model was PPICC: Purpose and Processing on Ideation and Creative Innovations for Competency. Results of the evaluation of Phase 2 investigated that the overall of current and desirable states are at a moderate and highest level, respectively. The highest values of priority need index elements are as follows: The first priority need index fell on Discovery Skill of Ideation Innovations is Creative Mind. Professional Teachers found Skill for Collaboration and problem- solving creative skill, Creating Innovations is to Put to other Use, Goals of successful factors for the development of instructors to have different characteristics are Inspirer, Environment management for learning and teaching found that procurement, resource support, and learning resources for the development of the students to be innovative. Processing is Establish University. Discovery Skill of Ideation Innovations is Creative Mind. Competency Innovator found that Ideation in learning and teaching management found that - build interaction in learning through connection and networking, and the least is Purpose which is Stamina. Therefore, an important mechanism for the development of innovative skills must come from the cooperation of the public sector, the private sector, educational institutes, and the family institute to develop skills, knowledge and ability to keep pace with today's world effectively.
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Zaitseva, Natalia, Elena Dzhandzhugazova, Natalya Bondarchuk, and Marina Zhukova. "Modern “challenges” in the system of personnel training: standardization and innovations." International Journal of Educational Management 31, no. 4 (May 8, 2017): 497–504. http://dx.doi.org/10.1108/ijem-02-2016-0036.
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Purpose The study of the problems hindering improvement of the system of training through standardization of qualification requirements is relevant because, in a globalized system of teaching staff and high rates of migration, not only national but also international requirements for employees should be considered. This increases the competitiveness of university and college graduates in different countries. The purpose of this paper is to develop recommendations for the creation of a system of lifelong learning through the application of professional standards. Design/methodology/approach The leading method in the study of this problem is the comparative analysis of the experiences of different countries to improve the training system based on the use of qualification frameworks. Findings The paper offers science-based measures of integration and the international experience of lifelong learning, through the application of standards of World Skills International, as well as the requirements of professional standards. Originality/value The authors formulate the conceptual directions for the application of professional standards in not only the continuous training and qualification of personnel, which allows identifying “gaps” in the competences, but also building individual educational trajectory. Article submissions are of practical value to the organization, personnel training as well as scientists engaged in the study of international best practice using standardization requirements for the qualification of personnel in education.
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Lubenchenko, O. E. "The Internal Standard “The Policy and Procedure of the System for Internal Quality Control of Audit Services”." Statistics of Ukraine 86, no. 3 (December 5, 2019): 107–15. http://dx.doi.org/10.31767/su.3(86)2019.03.12.
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New Laws of Ukraine “On Accounting and Financial Reporting in Ukraine” and “On Audit of Financial Statements and Auditing” require the enhanced responsibility of auditors for auditing results. Creation of the body of public oversight over the auditing requires the continuing improvement of the internal control system through implementing internal company standards. The article proposes the elaborated procedure and key components of the internal standard “The Policy and Procedure of the System for Internal Quality Control of Audit Services”.
The structure of the internal audit includes the following sections: glossary of terminology; leadership responsibilities for quality within the audit firm; ethical requirements; acceptance and continuance of client relationships; human resources; engagement performance (work documents on performance of previous engagement procedures, on planning of auditing engagements, on final procedures, other work documents); monitoring of quality control system and individual engagements; appendices. For understanding of International Standards of Auditing, the preamble of the internal standard should contain key notions and definitions. An important aspect is recording of issues creating the appropriate environment for control: style and essential principles of the audit firm management; organizational structure and specialization of the audit firm; sharing of responsibility and authorities of management and other personnel; personnel management policy (requirements for recruitment and dismissal, professional development, assessment of work quality, system of rewards). The audit firm sets and records the procedures to be applied to assure the compliance with ethical principles (honesty, objectivity, professional competency, confidentiality, professional behavior), and for identification and prevention of threats to its independence. The general procedures for acceptance are as follows: assessment of the firm’s resources for engagement performance, assessment of the client’s integrity, reaching agreement on the engagement terms and continuance of client relationship. The section “Human resources” of the internal standard contains the procedures for personnel recruitment, continuance of cooperation with personnel, assessment of their competence and capacities to perform auditing engagements, use of disciplinary actions (if necessary). The section “Engagement performance” of the internal standard includes the description of policies and procedures for collecting sufficient and acceptable audit evidence in order to form the auditor’ opinion about financial statements. For companies with public significance, in conformity with the law, the review of auditor’s report is envisaged, and the structure of the reviewer’s report is proposed. Once the reviewer’s report is received by the audit firm and differences in opinions are settled, the auditor’s report on financial statements, the supplementary report to the auditing committee, and the report to supervisory bodies (if necessary) will be made. The section “Monitoring of the internal standard” includes recording of procedures for monitoring of quality control system (the existence of quality control system and its compliance with current legal requirements, International Standards of Auditing and internal standards). Use of the internal standard “The Policy and Procedure of the System for Internal Quality Control of Audit Services” can essentially increase the quality of auditing and other engagements on ensuring confidence and related services.
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Tiarto, Tiarto. "Mewirausahakan Birokrasi Sekolah Tinggi Penerbangan Indonesia Dengan Pola Pengelolaan Keuangan Badan Layanan Umum." WARTA ARDHIA 37, no. 2 (June 30, 2012): 143–63. http://dx.doi.org/10.25104/wa.v37i2.103.143-163.
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Currently, the STPI is in stagnant condition or status quo to be a Public Service Agency. This paper is intended for those who feel disturbed by this fact, and have concern for the STPI.Some problems: achievement cadets who decline, low quality but the quantity of excess human resources, education systems, curricula, low reward / low salaries, expenditures per student is high, crowded dormitories, degree requirements, marketing graduates, competency standards / certification, accreditation, Research and Community Service (PPM) which does not fit with the mission, training co-operation contracts with third parties, outsourcing and so on.It all resulted in efficiency, effectiveness, productivity and low yields, thus the need for reform toward a more entrepreneurial way STPI bureaucracy, and fortunately with a strong new leadership of the Chairman with the spirit of high entrepreneur, STPI want to build a center for human flight (center of excellence human resources development for aviation), including the urgent need to change the status of a Pattern of Financial Management of Public Service Agency.
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Rusdi, M. Fikro, Jeane Langkai, and Charles H. S. Tangkau. "CIVIL SERVANTS 'COMPETENCE AS PUBLIC SERVICES." SEIKO : Journal of Management & Business 3, no. 2 (April 12, 2020): 114. http://dx.doi.org/10.37531/sejaman.v3i2.561.
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This study aims to describe the analysis, and interpret the Competencies of Civil Servants in carrying out governmental duties as a public service at the Bolaang Mongondow Utara Regency Secretariat. This type of research is Qualitative with a case study approach.
The results showed that: The implementation of competency standards for Civil Servants in carrying out government duties as a public service at the Regional Secretariat of North Bolaang Mongondow Regency has not run as expected. This can be seen from the results data (1) the processes and procedures carried out have not fully met the process in accordance with the guidelines for rolling position in North Bolaang Mongondow Regency which is in accordance with the Minister of Administrative Reform and Bureaucracy Reform (PERMENPANRB) Number 38 of 2017 concerning Position Competency Standards State Civil Apparatus. (2). The procedure for rolling has already been stated in the Regent's decree, but the process is not yet understood and follows the stages and indicators that must be met that have not gone well as expected. (3). in the placement process there are officials who are not in accordance with their competencies to occupy the position because if viewed from the rules not in accordance with the guidelines the Managerial Competency indicator is measured from the level of education, structural training or management, and leadership experience this is contained in PP 11/2017 Article 55. ( 4) employee qualifications although it is recognized that the fulfillment of qualifications and competencies is still around 60% -70% according to the requirements. (5) meryt system is also not fully implemented, the quality factor of HR (Human Resources) seen from the level of education still needs to be improved especially at the S2 level , and the level of skills of employees who must follow Diklatpim according to the level of position they occupy must be appropriate and get attention.
Keywords: Public Policy, Public Services, PNS Competence
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Lasiyono, Untung, and Yuli Kurnia Firdausia. "Accountability of Village Fund Management through the Competence of Managers and Internal Control System in Ruteng District, Manggarai Regency, East Nusa Tenggara Province." Archives of Business Research 9, no. 8 (September 4, 2021): 164–74. http://dx.doi.org/10.14738/abr.98.10725.
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This study is a qualitative research that analyzes the level of accountability for the use of village funds which is studied through the competence aspect of village fund managers and the internal control system of village funds. The subjects were village in rural village fund manager Beo Rahong Village, District of Ruteng, Manggarai Regency, East Nusa Tenggara Province. Meanwhile, the object of research is the competence of managers, internal control systems and accountability of village funds. The data collection technique used a triangulation approach, namely from the source, method and time aspects. While the data analysis used a qualitative descriptive approach by analyzing the results of the data obtained by the triangulation approach. Based on the results of the data and after being analyzed, it shows that the competency aspect of village fund budget managers is still less competent due to the limitations of five things, namely, knowledge, understanding, abilities, values, attitudes and interests . Meanwhile, in terms of aspects of the internal control system that are still not in accordance with the standards as stipulated in Government Regulation Number 60 of 2008 concerning the government's internal control system, this is due to the manager's competence not being maximized. Then in terms of accountability for the use of village funds, this has not been realized, this is due to the not yet maximal competence, internal control which is also still not carried out optimally due to limited human resources in mastering information technology and the lack of support for information technology facilities.
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Colomo-Palacios, Ricardo, Marcos Ruano-Mayoral, Pedro Soto-Acosta, and Ángel García-Crespo. "The War for Talent." International Journal of Sociotechnology and Knowledge Development 2, no. 3 (July 2010): 26–36. http://dx.doi.org/10.4018/jskd.2010070103.
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In current organizations, the importance of knowledge and competence is unquestionable. In Information Technology (IT) companies, which are, by definition, knowledge intensive, this importance is critical. In such organizations, the models of knowledge exploitation include specific processes and elements that drive the production of knowledge aimed at satisfying organizational objectives. However, competence evidence recollection is a highly intensive and time consuming task, which is the key point for this system. SeCEC-IT is a tool based on software artifacts that extracts relevant information using natural language processing techniques. It enables competence evidence detection by deducing competence facts from documents in an automated way. SeCEC-IT includes within its technological components such items as semantic technologies, natural language processing, and human resource communication standards (HR-XML).
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Krčmarská, Lucie, Igor Černý, and Michal Vaněk. "Occupational Competence for Improving Industrial Enterprise Competitive Standards / Profesní Kompetence Pro Zlepšení Konkurenčních Standardů Průmyslového Podniku." GeoScience Engineering 59, no. 3 (September 1, 2013): 61–71. http://dx.doi.org/10.2478/gse-2014-0060.
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Abstract Success of enterprises is usually measured by their achievements. This success results from the competence of people working for the company. The employee competence can be understood as the sum of their actual performance and their latent abilities. Both is essential and provides for the competence completeness. Missing or inadequate occupational competences cause problems in running industrial enterprises, and thus a continuous improvement process of competence levels is a must. If a company is aware of the importance of people competences in relation to success or failures and strives to develop them, it is able not only solve current problems, but also remove causes of future problem incidences. This paper focuses on the assessment of the occupational competences and competence models as an important tool in the management of human resources.
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Khoerulloh, Abd Kholik, and Yadi Janwari. "Analysis of Investment Decisions in Sharia Cooperatives: Does Sharia Accounting Standards Affect?" Economica: Jurnal Ekonomi Islam 12, no. 1 (July 1, 2021): 119–40. http://dx.doi.org/10.21580/economica.2021.12.1.6442.
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Abstract: Investors in sharia cooperatives in Majalengka Regency suffered losses due to its administrators and managers who were not transparent in reporting their finances. This research aims to determine the effect of the application of sharia accounting standards and human resource competencies on investment decisions through financial reporting quality. The analytical techniques used in this study use path analysis. The results showed that the application of Sharia accounting standards had no significant adverse effect on investment decisions through financial reporting quality with an original sample value of -0.021 and Pvalue 0.554 0.05. In contrast, human resource competence significantly affected investment decisions through financial reporting quality with original sample values of 0.403 and Pvalue of 0.044 0.05. The implication of this research is to improve sharia cooperative management in financial performance to attract members to invest. The novelty of this research is the motive of investing in sharia cooperatives.Abstrak: Investor pada koperasi syariah di Kabupaten Majalengka mengalami kerugian karena ulah para pengurus dan pengelolanya yang tidak transparan dalam melaporkan keuangannya. Penelitian ini bertujuan untuk mengetahui pengaruh penerapan standar akuntansi syariah dan kompetensi sumber daya manusia terhadap keputusan investasi melalui kualitas laporan keuangan. Teknik analisis yang digunakan dalam penelitian ini menggunakan analisis jalur. Hasilnya menunjukkan bahwa penerapan standar akuntansi syariah berpengaruh negatif tidak signifikan terhadap keputusan investasi melalui kualitas laporan keuangan dengan nilai original sample sebesar -0.021 dan Pvalue 0.554 0.05, sedangkan kompetensi sumber daya manusia berpengaruh positif signifikan terhadap keputusan investasi melalui kualitas laporan keuangan dengan nilai original sample sebesar 0.403 dan Pvalue 0.044 0.05. Implikasi dari penelitian ini adalah meningkatkan manajemen koperasi syariah dalam kinerja keuangan sehingga menarik anggota untuk berinvestasi. Kebaruan dari penelitian ini adalah motif investasi pada koperasi syariah.
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van Huyssteen, Mea, Angeni Bheekie, Sunitha C. Srinivas, and Azeezah Essack. "Continuous Professional Development for Public Sector Pharmacists in South Africa: A Case Study of Mapping Competencies in a Pharmacists’ Preceptor Programme." Pharmacy 8, no. 2 (June 3, 2020): 96. http://dx.doi.org/10.3390/pharmacy8020096.
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Lifelong learning among healthcare practitioners is crucial to keep abreast of advances in therapeutic and service delivery approaches. In South Africa, continuous professional development (CPD) was mandated (2019) for re-registration of pharmacists to illustrate their learning according to the South African Pharmacy Council’s (SAPC) competency standards. This paper uses a preceptor programme linked to the University of the Western Cape School of Pharmacy’s service learning programme to map the competencies employed by pharmacist preceptors in primary care public healthcare facilities in Cape Town in an attempt to encourage completion of their annual CPDs and strengthening the academic-service partnership. Competencies identified were divided into input competencies related to the preceptor’s role in designing and implementing the educational programme in their facilities and assisting students to complete their prescribed learning activities, and output/outcome competencies that emerged from preceptors identifying the facility needs and employing their input competencies. Input competencies pertained to education, leadership, patient counselling, collaborative practice and human resources management. Output competencies related to pharmaceutical infrastructure, quality assurance, professional and health advocacy, primary healthcare, self-management and patient-centred care. The preceptor programme enabled pharmacist preceptors to employ several competencies that are aligned with the SAPC’s competency framework.
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Kravchuk, Oksana, Iryna Varis, and Tetyana Bidna. "Demand of HR-competency in Ukraine: changes and challenges at the labor market under pandemic COVID-19." Social and labour relations: theory and practice 11, no. 1 (August 31, 2021): 14–30. http://dx.doi.org/10.21511/slrtp.11(1).2021.02.
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The experience of the last year of business operation has highlighted the need to find new ways and approaches to managing people, through the crisis caused by the COVID-19 coronavirus pandemic. New socio-economic reality, digitalization and socialization are transforming the people management processes of, which, in turn, changes the modern requirements for HR competencies. The article’s purpose is to form a model of personnel manager competencies by clusters of general and professional competencies based on the implementation of best international experience in forming and developing HR competencies models and considering demand trends in the Ukrainian labor market in the segment «HR Management» in modern realities. To produce results, the following methods were used: abstract-logical to generalize the scientific literature; monographic and analogies to summarize the international experience of forming HR-competencies models; empirical for the analysis of trends in the formation of demand for HR-competencies in the Ukrainian labor market; modeling to develop a modern HR competencies model for Ukraine; generalizations to draw conclusions. The generalization of the current state of scientific research and international experience in modeling HR-competencies allowed to structure the current HR-competencies of SHRM, HRCI, CIPD and to develop proposals for their implementation in Ukrainian HR-practice. The analysis of the demand for HR-competence in Ukraine allowed to select the most popular of them by general, managerial, and special clusters; to identify the frequency of demand for HR-competences and calculate their weight level. On this basis, the structure of demand in the labor market of Ukraine in the segment of «HR-Management» was generalized. The influence of changes and challenges of the organization’s activity during the pandemic COVID-19 on the transformation of the roles of people management and the current HR competencies model in Ukraine is substantiated. Prospective directions of using the model for professional standard development, educational services improvement, and development of the national system of HR-certification for making better the quality and performance of the human resource management function in Ukraine are proposed.
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Ball, Ian. "Reflections on public financial management in the Covid-19 pandemic." Journal of Accounting & Organizational Change 16, no. 4 (November 30, 2020): 655–62. http://dx.doi.org/10.1108/jaoc-10-2020-0160.
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Purpose The purpose of this paper is to reflect on competence in the management of government, with a focus on the management of public finances. I also reflect on the role public financial management (PFM) can play in addressing the impact of the coronavirus (COVID-19) pandemic. Design/methodology/approach The approach in this paper is to document my thoughts and opinions on PFM in the context of the COVID-19 pandemic. Findings Competent bureaucrats and sound finances are the key drivers of an effective PFM system that enables and encourages decisions leading to high standards of financial performance and position. Practical implications Although this is purely a personal reflection on the issue covered, it may encourage other academics and practitioners to explore the idea further in various settings across the globe. Originality/value Having devoted my academic and professional career to the field of PFM, this personal, reflective essay considers the role of PFM systems in generating information that leads to better decisions, better financial performance and position and ultimately a greater ability to absorb shocks such as the COVID-19 pandemic.
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Ren, Shuang, and Doren Chadee. "Influence of career identity on ethical leadership: sense-making through communication." Personnel Review 49, no. 9 (March 23, 2020): 1987–2005. http://dx.doi.org/10.1108/pr-04-2019-0192.
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PurposeThe widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high standards of ethical behavior for career success. Although the concept of ethical leadership has been widely investigated, a theoretical framework from a career perspective does not yet exist.Design/methodology/approachThis study draws from sensemaking theory to argue that career identity salience shapes leaders' communication behavior to influence the extent to which they are perceived to be ethical by subordinates. We test our hypotheses using multisource data with a sample (n = 337) of business managers.FindingsThe results show that career identity salience has positive influence on communication competence, which positively influences ethical leadership. We further find that communication frequency positively moderates the relationship between communication competence and ethical leadership.Practical implicationsThe theoretical and practical implications that, motivated by their career identity, career-ambitious leaders can manipulate subordinates' perceptions of their ethical behavior are discussed along with suggestions for future research.Originality/valueTo our knowledge, this is the first research to provide a career perspective on ethical leadership.
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Sawitri Wulandari, Rr Retno, Vidya Selasdini, and Didik Sulistya Kurniawan. "DEVELOPMENT OF HUMAN RESOURCES QUALITY THROUGH IMPLEMENTATION OF ACADEMIC INFORMATION SYSTEMS FOR EDUCATION AND TRAINING PARTICIPANTS AT MARITIME HIGHER EDUCATION (STIP) JAKARTA." Dinasti International Journal of Digital Business Management 2, no. 1 (December 3, 2020): 1–19. http://dx.doi.org/10.31933/dijdbm.v2i1.627.
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Maritime higher education, as a higher education institution in the shipping sector, is directed to produce professional and reliable graduates in the shipping sector who meet national and international standards and can compete in the global market. The application of competency-based education for vocational education is a government decision, in this case, the Ministry of Research, Technology, and Higher Education, as an effort to improve the quality of education and for vocational education based on the Manila amendment of STCW 2010. Many things can be done with information systems such as the academic information system for Maritime higher education seafarers 'education and training, which regulates the registration process, data on learning schedules, teaching, lecturers, training participants, and training participants' scores, to the stamp book process. The Seafarers' Education and Training Academic Information System gave a role of 61.41% to training participants in the Maritime higher education Jakarta environment, and other roles influenced 38.59%. The information system will also make it very easy for Maritime higher education to produce the information related above and facilitate all Maritime higher education activities related to data management.
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Sakir, Moh. "KONSEP PENGEMBANGAN MUTU PENDIDIKAN BERBASIS MADRASAH." Cendekia: Jurnal Kependidikan dan Kemasyarakatan 10, no. 1 (June 1, 2012): 1. http://dx.doi.org/10.21154/cendekia.v10i1.398.
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Abstract: Along with the change of educational management paradigm from centralized to decentralized system, every school is given a wide range of opportunities to establish and develop its own potential resources to improve the quality of education. As part of the national education system, Madrasah is inevitably demanded to transform itself into a better quality in response to the aforementioned change in order to be able to compete with public schools. Hence, the managers of Madrasah or Islamic schools must be aware that the power-based approach that they have employed is not relevant anymore to cope with the needs of the rapid change in our educational system. For this reason, it is essential to accommodate a myriad of constructive ideas from various parties for the improvement of Madrasah. In accord to this, Madrasah-based or Islamic-based school management is obviously required with regard to the professionalism and contextual-rational paradigm by applying the bottom-up model in deciding the policies. Besides, human resources management should also be adjusted professionally basing on the academic competency standards with the restriction of personal interest. Furthermore, it requires the development of sustainable curriculum so as to adjust the improvement of science and technology.
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Chala, Sisay Adugna, Fazel Ansari, Madjid Fathi, and Kea Tijdens. "Semantic matching of job seeker to vacancy: a bidirectional approach." International Journal of Manpower 39, no. 8 (November 5, 2018): 1047–63. http://dx.doi.org/10.1108/ijm-10-2018-0331.
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Purpose The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents. Design/methodology/approach The paper presents a framework of bidirectional jobseeker-to-vacancy matching system. Using occupational data from various sources such as the WageIndicator web survey, International Standard Classification of Occupations, European Skills, Competences, Qualifications, and Occupations as well as vacancy data from various open access internet sources and job seekers information from social networking sites, the authors apply machine learning techniques for bidirectional matching of job vacancies and occupational standards to enhance the contents of job vacancies and job seekers profiles. The authors also apply bidirectional matching of job seeker profiles and vacancies, i.e., semantic matching vacancies to job seekers and vice versa in the individual level. Moreover, data from occupational standards and social networks were utilized to enhance the relevance (i.e. degree of similarity) of job vacancies and job seekers, respectively. Findings The paper provides empirical insights of increase in job vacancy advertisements on the selected jobs – Internet of Things – with respect to other job vacancies, and identifies the evolution of job profiles and its effect on job vacancies announcements in the era of Industry 4.0. In addition, the paper shows the gap between job seeker interests and available jobs in the selected job area. Research limitations/implications Due to limited data about jobseekers, the research results may not guarantee high quality of recommendation and maturity of matching results. Therefore, further research is required to test if the proposed system works for other domains as well as more diverse data sets. Originality/value The paper demonstrates how online jobseeker-to-vacancy matching can be improved by use of semantic technology and the integration of occupational standards, web survey data, and social networking data into user profile collection and matching.
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Parker, Rachel, and Louise Tamaschke. "Explaining Regional Departures from National Patterns of Industry Specialization: Regional Institutions, Policies and State Coordination." Organization Studies 26, no. 12 (December 2005): 1787–807. http://dx.doi.org/10.1177/0170840605059157.
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The aim of the paper is to identify the basis of regional competence in industry sectors that are not key performers at the national level. The paper examines the ICT sector in two regions: Dresden (Germany) and Adelaide (Australia). The performance of Australia and Germany in ICT is not high by OECD standards. However, both Dresden and Adelaide have some competence in parts of the ICT sector that departs from national patterns. In Dresden the development of the ICT sector is more advanced than in Adelaide. In both regions, there are distinctive institutional features and policies that explain the development of the ICT sector. Further, in Dresden, the state has coordinated the ICT sector within the regional space, giving focus to institutional strengths in research and training, such that it is possible to describe the institutional environment as ‘thick and coherent’. As such, the regional space of Dresden has experienced an agglomeration of ICT and can be regarded as more successful than Adelaide, where institutions and state initiatives are fragmented and incoherent.
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Tagesson, Torbjörn, and Peter Öhman. "To be or not to be – auditors’ ability to signal going concern problems." Journal of Accounting & Organizational Change 11, no. 2 (June 1, 2015): 175–92. http://dx.doi.org/10.1108/jaoc-04-2013-0034.
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Purpose – This paper aims to chart Swedish auditors’ likelihood of issuing going concern warnings (GCWs), and to investigate the relationship between formal auditor competence, audit fees and audit firm, respectively, and the likelihood of issuing GCWs. Design/methodology/approach – The empirical data are based on annual reports and audit reports for 2,547 limited companies that went bankrupt in 2010 in the wake of the financial crisis and had filed a financial statement in the year before the bankruptcy. Findings – The findings indicate that Swedish auditors seldom issue GCWs. Moreover, there is a positive relationship between audit fee level and the likelihood of issuing GCWs, and Big 4 auditors being more likely to issue such warnings than other auditors. However, the analyses identify differences between audit firms (within the group of Big 4 firms and within the group of other audit firms) in terms of their predictions of client bankruptcies. This suggests a need for further investigation of firm-specific differences. Contrary to what was predicted, authorized auditors are not more likely to issue GCWs than approved auditors. Research limitations/implications – This paper did not investigate the impact of audit experience and tenure or the possibility that auditors may signal survival problems by resigning. Practical implications – Levying appropriate audit fees creates opportunities for thorough audits, but auditors’ formal competence based on training and qualification is not a factor that enforces audit quality. Based on the findings, the authors also suggest some clarifications of existing standards to reduce ambiguity regarding the reporting of survival problems. Originality/value – The Swedish setting is a context in which most companies are small, creditor interest in accounting and auditing is strong and auditors must issue a modified audit opinion if half of the shareholders’ equity is spent. This setting offers a unique research opportunity because the formal competence differs between Sweden’s two categories of certified auditors, and it allows exploration beyond the dichotomy of Big 4 versus other audit firms.
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Parwanto. "KEEFEKTIFAN SEKOLAHDILIHAT DARI DELAPAN STANDART NASIONAL PENDIDIKAN DI WILAYAH EKS KARESIDENAN SURAKARTA." Jurnal Penelitian Kebijakan Pendidikan 2, no. 2 (October 16, 2018): 199. http://dx.doi.org/10.24832/jpkp.v2i2.11.
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Abstrak:Penelitian ini bertujuan untuk mengetahui gambaran keefektifan sekolah dilihat dari delapan standar nasional pendidikan. mengetahui tingkat ketecapaian keefektifan sekolahdilihat dari delapan standar nasional pendidikan dan mengetahui dari kedelapan standartnasional pendidikan butir mana disetiap standart yang masih perlu mendapatkan perhatiansecara serius. Metode penelitian yang digunakan adalahmetode survai yakni upayamengumpulkan informasi dari responden yang merupakan contoh dengan menggunakankuesioner yang terstruktur. Populasi dari penelitian ini adalah jumlah satuan pendidikanSekolah Mengengah Pertama (SMP) sebanyak 349 sekolah yang bersatatus sekolah negeriyang menyebar di wilayah eks karesidenan Surakarta. Sampel diambil sebanyak 172 sekolahdengan pendekatan area probability sampling. Instrumen yang digunakan dalam penelitian inimerupakan kuesioner tertutup dengan skala likert. Setelah data terkumpul kemudian dianalisisdengan pendekatan kuantitatif secara deskriptif. Hasil penelitian menunjukkan bahwa dilihatdari standar isi; standar proses; standar kompetensi kelulusan; standar pendidikan dan tenagakependididkan; standar sarana dan prasarana ; standar pengelolaan; standar pembiayaan; danstandar penilaian sudah cukup baik. Ketercapaian delapan standar nasional pendidikan seluruhsekolah sampel sudah mencapai tingkat yang cukup tinggi yakni di atas 90%, kendati masihada beberapa dari sub butir standart yang masih perlu lebih diperbaiki Abstract:The aim of this research is to discover the school effectiveness seen from eightcomponents of standards of national education. From these eight components, we will find outwhich components still need to be regenerated. This research is using survey method bystructured questionnaire to gather information from respondents. The population is 349Government Junior High Schools in a region of ex Surakarta Residence. Total of samples frompopulation is 172 schools, using area probability sampling approach. To collect the data, weused closed questionnaire with Likert scale as the instrument. After all data collected, then weanalyze it descriptively with quantitative approach. The result shown that all the componentsof standards of national education, including content standards; process standards;competence of graduates standards; educational standards and human resource standards;facilities standards; management standards; funding standards; and assesment standards arefairly good. The achievement of eight standards of national education from all sample schoolsalready achieved high level, i.e. above than 90%. But still there are several sub componentsneeds to be regenerated.
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Parwanto. "KEEFEKTIFAN SEKOLAH DILIHAT DARI DELAPAN STANDART NASIONAL PENDIDIKAN DI WILAYAH EKS KARESIDENAN SURAKARTA." Jurnal Penelitian Kebijakan Pendidikan 2, no. 2 (July 10, 2018): 199–224. http://dx.doi.org/10.24832/jpkp.v2i2.17.
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Abstrak:Penelitian ini bertujuan untuk mengetahui gambaran keefektifan sekolah dilihat dari delapan standar nasional pendidikan. mengetahui tingkat ketecapaian keefektifan sekolahdilihat dari delapan standar nasional pendidikan dan mengetahui dari kedelapan standartnasional pendidikan butir mana disetiap standart yang masih perlu mendapatkan perhatiansecara serius. Metode penelitian yang digunakan adalahmetode survai yakni upayamengumpulkan informasi dari responden yang merupakan contoh dengan menggunakankuesioner yang terstruktur. Populasi dari penelitian ini adalah jumlah satuan pendidikanSekolah Mengengah Pertama (SMP) sebanyak 349 sekolah yang bersatatus sekolah negeriyang menyebar di wilayah eks karesidenan Surakarta. Sampel diambil sebanyak 172 sekolahdengan pendekatan area probability sampling. Instrumen yang digunakan dalam penelitian inimerupakan kuesioner tertutup dengan skala likert. Setelah data terkumpul kemudian dianalisisdengan pendekatan kuantitatif secara deskriptif. Hasil penelitian menunjukkan bahwa dilihatdari standar isi; standar proses; standar kompetensi kelulusan; standar pendidikan dan tenagakependididkan; standar sarana dan prasarana ; standar pengelolaan; standar pembiayaan; danstandar penilaian sudah cukup baik. Ketercapaian delapan standar nasional pendidikan seluruhsekolah sampel sudah mencapai tingkat yang cukup tinggi yakni di atas 90%, kendati masihada beberapa dari sub butir standart yang masih perlu lebih diperbaiki Abstract:The aim of this research is to discover the school effectiveness seen from eightcomponents of standards of national education. From these eight components, we will find outwhich components still need to be regenerated. This research is using survey method bystructured questionnaire to gather information from respondents. The population is 349Government Junior High Schools in a region of ex Surakarta Residence. Total of samples frompopulation is 172 schools, using area probability sampling approach. To collect the data, weused closed questionnaire with Likert scale as the instrument. After all data collected, then weanalyze it descriptively with quantitative approach. The result shown that all the componentsof standards of national education, including content standards; process standards;competence of graduates standards; educational standards and human resource standards;facilities standards; management standards; funding standards; and assesment standards arefairly good. The achievement of eight standards of national education from all sample schoolsalready achieved high level, i.e. above than 90%. But still there are several sub componentsneeds to be regenerated.