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Dissertations / Theses on the topic 'Management competency'
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Hamchaoui, Lara. "A systemic approach to competency management." Thesis, City University London, 2001. http://openaccess.city.ac.uk/7598/.
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Changes in the business environment have in recent years exceeded expectations and challenged the way organisations manage their businesses. Increased concentration in the marketplace following significant changes to the barriers to entry has resulted in organisations seeking to deliver competitive advantage in different ways. Some organisations have tried to strip away at non-core capabilities, redesign their processes and acquire competitors fiercely. Ultimately most of these changes have impacted the employees within the organisations. This systems science research explores the competency approach to employee management. It identifies the environmental changes that have led to such an approach including those within the field of Human Resource Management and discusses the impact of these changes on managing the performance of employees. The thesis explores the recent trend of adopting a competency strategy to concentrate employee behaviour on specific organisational capabilities. The research surveyed Human Resource directors in the UK to gauge their opinion of the difficulties and successes associated with adopting a competency strategy. A Systemic Competency Framework was developed which was initially validated with two case studies. The Systemic Competency Framework proposes a five-stage process that guides Human Resource practitioners through the design, implementation and management of a competency strategy both in an evaluative and design context.
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Ley, Tobias [Verfasser]. "Organizational Competency Management – A Competence Performance Approach : Methods, Empirical Findings and Practical Implications / Tobias Ley." Aachen : Shaker, 2006. http://d-nb.info/1170529062/34.
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Tintěrová, Markéta. "Competence Management a jeho využití v HRM." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-5343.
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This thesis is introducing the main specifics of practical use of Competency Management in any firm or corporation. The Paper is providing answers to following questions: What is the crucial difference between Competency Management and traditional human resource management approach? What is the novelty of Competency Management? What are the main advantages of Competency management in practise?
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Köykkä, S. (Sari). "Use of job evaluation in competency management." Master's thesis, University of Oulu, 2015. http://urn.fi/URN:NBN:fi:oulu-201501291044.
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Primary objective of this research is to study how job evaluation can be utilized in competency management in a contemporary knowledge-intensive organization. The subject of the study lacks recent research since job evaluation dates back to era of scientific management. The problem is studied from team managers’ perspective because they are key users of job evaluation and most influential actors in daily competency management activities. The research aims to bring understanding and new viewpoints on using job evaluation in a modern organization.
Theory of the research builds on theories of competency management and job evaluation. The proposed theoretical framework studies the practice of job evaluation in the context of competency management. The framework recognizes different viewpoints of top management and employees, placing team managers in the middle. Theory of competency management studies both the managerial perspective and employee needs.
The research is conducted in action research method. During the research the researcher is actively involved in a development project of a job evaluation system. Research data is gathered along the project and in one additional research interview, which focuses on team managers’ use of job evaluation in competency management. The research follows the structure of action research process including three separable research cycles.
Job evaluation does provide valuable information for competency management practices such as recruitment, career planning, and performance appraisal. However, recognition of these possibilities is still rather weak among team managers. The research proves the importance of team manager involvement in job evaluation and confirms the existence of contradictory expectations of managers and employees. Employees’ needs for appreciation and justice are highlighted, which requires attention from management.
Contemporary use of job evaluation requires change in attitudes and awareness, which can be achieved through cultural change. Team managers are key users of the system and top management should actively manage team managers’ experience to gain acceptance. Besides pay determination, job evaluation provides a tool for communicating job expectations and evaluating performance.
Reliability of the research is assisted in paying attention to possible bias and errors caused by the contribution of the researcher. Validity of the research is supported by a detailed description of the three research cycles and fulfilling seven validity criteria.
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Moreno, María Teresa, and Gonzalo Cobo. "Competency-based curriculum management and university teaching." En Blanco y Negro, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/117302.
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Competency-based approaches are expanding ever more broadly in the academic world. The present article briefly describes the history and evolution of such approaches, and theorizes on how they are currently being regarded at our university. Finally, it presents the main consequences of a competency-based approach to curricula in university teaching.En el mundo universitario se extienden cada vez con mayor amplitud los enfoques curriculares por competencias. El presente texto describe brevemente la evolución histórica de estos enfoques. Asimismo, se formulan algunas ideas acerca de cómo se está comprendiendo en la PUCP el enfoque curricular por competencias. Finalmente, se presentan las principales implicancias de un enfoque por competencias para la docencia universitaria.
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MITCHELL, LUIS HENRIQUE RAJA GABAGLIA. "COMPETENCY-BASED PEOPLE MANAGEMENT AT THE AULANET ENVIRONMENT." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2004. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=4809@1.
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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICOFUNDAÇÃO PADRE LEONEL FRANCA
Colaborar, essencial para o sucesso no mundo globalizado e conectado, exige comunicação, coordenação e cooperação entre os trabalhadores, cujas atividades se dão em grupos freqüentemente multidisciplinares, dinâmicos e geograficamente dispersos. Em resposta à necessidade de aprendizagem permanente, iniciativas em e-learning tem papel de destaque. E a conseqüente contínua evolução das competências pessoais enseja a adoção da gestão de pessoas para permitir, por exemplo, a localização de especialistas, a formação de grupos, a orientação do desenvolvimento individual e o planejamento estratégico da empresa. Unindo colaboração, educação à distância via Web e gestão de pessoas por competências, esta dissertação contém a pesquisa da extensão de um ambiente para a aprendizagem colaborativa (Ambiente AulaNet) com ferramentas de gestão por competências. É apresentado um embasamento teórico que esclarece vários conceitos da área, apresenta as três dimensões de uma competência e contrasta a gestão de conhecimento com a gestão de pessoas, informando também que tipos de perguntas esta última pode responder. Em seguida, explica-se em detalhes o modelo de competências desenvolvido para o AulaNet e como os diversos atores do ambiente podem se valer destas novas funcionalidades. Finalmente, apresenta-se um experimento realizado em 4 turmas de graduação da PUC-Rio utilizando o modelo proposto, bem como a conclusão tirada de seus resultados.
Collaboration, key for the success in the connected globalized world, demands knowledge workers to communicate, coordinate and cooperate in dynamic, multidisciplinary and geographically dispersed groups. E-learning rises as an important answer to the pressing need of non-stop learning. And the resulting continuous evolution of personal competencies calls for the use of competency management practices to aid activities such as expert location, group formation, career services and strategic company-wide planning. Uniting the collaboration, e-learning and competency management fields, the present work encloses the research on the extension of a collaborative learning environment (the AulaNet) with competency management tools. The theory guiding this research clarifies many of the concepts of the area, introduces the three dimensions of a competency and compares knowledge management with competency-based people management while lists the questions competency management can address. Then, details of the competency model developed for the AulaNet Environment are explained, as well as how the actors playing their roles in the environment can benefit from its new features. The document finishes by presenting the conclusion drawn from an experiment using the competency model, carried out in 4 editions of disciplines at undergraduate courses at PUC-Rio.
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Copithorne, Kevin. "Case study of a competency-based performance management system." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq64931.pdf.
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Demarks, Fanniel. "An Operational Management Competency Model for Online Education Administrators." Diss., NSUWorks, 2018. https://nsuworks.nova.edu/gscis_etd/1036.
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Despite the steady rise in online education and increasingly empirical studies on related learning technologies and technology support, there is considerable evidence that the field has not kept the pace with studies related to online education administrators (OEAs). Further investigation was needed into OEAs’ practice of day-to-day administration of their programs. Therefore, this study examined OEAs’ perceptions of their areas of responsibility, tasks to be accomplished and skills and knowledge needed for them to get the job done. A three-round Delphi research technique was employed as a structured group communication method between five participants to answer three research questions. The protocol consisted of anonymous participants using online surveys to respond to several rounds of questioning. The research concluded with a group consensus. The results produced nine functional areas, 12 operational tasks and 14 competencies of skills and knowledge for OEAs. Based on the findings, it was now possible to illustrate an operational management competency model as a resource for the administrator in charge of an online education program. After conclusions were drawn, the study provided recommendations for future research.
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Pettersson, Martin. "Competence management in Swedish companies : Design & Implementation." Thesis, KTH, Skolan för teknikvetenskaplig kommunikation och lärande (ECE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-142639.
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Ronn, Harald. "Complexity and leadership : conceptual and competency implications." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/17889.
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Thesis (PhD)--Stellenbosch University, 2011.ENGLISH ABSTRACT: Globalisation, rapid changes in technology, and demographic trends are all important factors that contribute to conditions that require adaptive capacity in military organisations. The context of a majority of military operations is often asymmetric with blurred boundaries, and military organisations are expected to master a wide range of operations from humanitarian disaster relief to more regular warlike situations in a joint- and multinational framework. The complexity of the challenges facing military leaders in contemporary and future operations makes it relevant to develop a meta-competency model for leadership in complex military systems, which is the main purpose of this dissertation. A Complexity Approach represents a shift from a set of conservative laws to a perception of the world as an open and highly dynamic system, and some characterise complexity as a bridge between modernism on the one hand and post-modernism on the other. Complexity and complex systems have a number of characteristics, some of them being a large number of short-ranged interactions that are dynamic, non-linear and fairly rich. Another significant feature of complexity is the emphasis on emergent patterns that are codetermined through a dynamic process between the history of the system and the interaction with its local environment. Leadership in complex systems might be described by the dynamics of emergence, not merely by incremental influence, and increasingly considered to be a collective social phenomenon. A complexity-oriented leader acts as an enabler of a rich identity interacting in richly constrained play of difference, facilitating “bounded” individual and systemic adaptive capacity. The reigning paradigm in military organisations, however, are closely linked to an autocratic and bureaucratic structure and a fundamental quest for control, equilibrium and stability, all of which are deeply embedded in Newtonian Principles of linearity, reductionism and determinism. The investigation of empirical research on Norwegian Military Officers and the Norwegian Armed Forces reveal a considerable amount of homogenous force substantiating stability and control, at the same time as complexity and uncertainty are acknowledged. This dissertation argues that the definition of competencies as “an underlying characteristic of an individual that is causally related to effective and/or superior performance in a job or situation”, is not suitable for a complexity understanding and proposes competencies to be defined as “interconnected underlying characteristics of an individual or system, which through a dynamic and non-linear process of interaction between local agents and the environment contribute to the emergence of identifiable or unidentifiable patterns of individual or systemic behaviour”. Based on a synthesis of a non-empirical literature study, empirical research and a modelbuilding study, this dissertation suggests that heterogeneity of degree, androgynousity, cognitive flexibility, ethical reasoning, cross-cultural competence, intuition, identity and courage, are necessary meta-competencies for leadership in complex military systems. It is further argued that these meta-competencies must be interpreted as interconnected and interdependent, and the metaphor of a cloud is therefore presented as a suitable image of the intricate dynamics of complexity.
AFRIKAANSE OPSOMMING: Globalisering, vinnige veranderinge in tegnologie en demografiese tendense is belangrike faktore wat bydra tot toestande wat aanpassingsvermoë in militêre organisasies vereis. Die konteks waarin ’n meerderheid militêre operasies hul bevind is dikwels asimmetries met onduidelike grense, en daar word van militêre organisasies verwag om ’n wye verskeidenheid krygsverrigtinge van humanitêre rampverligting tot meer gereelde oorlogsugtige omstandighede in ’n gesamentlike en multinasionale kader te bemeester. Die kompleksiteit van die uitdagings waarvoor militêre leiers te staan kom in huidige en toekomstige krygsverrigtinge is dit gepas om ’n meta-bevoegdheidsmodel vir leierskap in komplekse militêre stelsels te ontwikkel, wat die belangrikste doel van hierdie tesis is. ’n Kompleksiteitbenadering verteenwoordig ’n verskuiwing van ’n stel konserwatiewe wette na ’n waarneming van die wêreld as ’n oop en hoogsdinamiese stelsel, en kompleksiteit word soms gekenmerk as ’n brug tussen modernisme aan die een kant en die post-modernisme aan die ander. Kompleksiteit en komplekse stelsels het ’n aantal kenmerke, waarvan sommige van hulle ’n groot aantal kortafstandinteraksies wat dinamiese, nie-lineêre en redelik ryk is. Nog ’n belangrike kenmerk van kompleksiteit is die klem op die ontluikende patrone wat vasgestel word deur middel van beide ’n dinamiese proses tussen die geskiedenis van die stelsel en die interaksie met die plaaslike omgewing. Leierskap in komplekse stelsels kan beskryf word deur die dinamika van verskyning, nie net deur inkrementele invloed nie, en al hoe meer beskou as ’n kollektiewe sosiale verskynsel. ’n Kompleksiteitgeoriënteerde leier dien as ’n instaatsteller van ’n ryk identiteit wat wisselwerking uitoefen in streng beperkte verskilspel, wat “begrensde” individuele en sistemiese aanpassingsvermoë fasiliteer. Die huidige paradigma in die militêre organisasies word egter nou gekoppel aan ’n outokratiese en burokratiese struktuur, en ’n fundamentele soektog vir beheer, ewewig en stabiliteit, waarvan almal diep in Newtoniaanse Beginsels van lineariteit, reduksionisme en determinisme vasgelê is. Die ondersoek van empiriese navorsing oor die Noorse Militêre Offisiere en die Noorse Weermag openbaar ’n aansienlike aantal homogene mag wat stabiliteit en beheer staaf, terselfdertyd as wat kompleksiteit en onsekerheid erken word. Hierdie tesis is van mening dat die definisie van vaardighede as “’n onderliggende eienskap van ’n individu wat oorsaaklik verwant is aan doeltreffende en/of superieure prestasie in ’n beroep of situasie”, nie geskik is vir ’n kompleksiteitbegrip nie en stel voor dat vaardighede gedefinieer word as “onderling verbinde onderliggende eienskappe van ’n individu of stelsel, wat deur middel van ’n dinamiese en nie-lineêre proses van interaksie tussen plaaslike agente en die omgewing bydra tot die verskyning van identifiseerbare of nie-identifiseerbare patrone van individuele of sistemiese gedrag”. Gebaseer op ’n sintese van ’n nie-empiriese literatuurstudie, empiriese navorsing en ’n bou van modelle studie, stel hierdie tesis voor dat die heterogeniteit van graad, androgienisme, kognitiewe buigsaamheid, etiese beredenering, kruis-kulturele bevoegdheid, intuïsie, identiteit en moed, nodige meta-vaardighede vir leierskap in komplekse militêre stelsels is. Dit voer verder aan dat hierdie meta-vaardighede vertolk moet word as onderling verbinde en onderling afhanklik is, en die metafoor van ’n wolk word dus voorgestel as ’n geskikte beeld van die ingewikkelde dinamika van kompleksiteit.
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Prinzing, Karin [Verfasser]. "Selected essays on team competency and on teamwork / Karin Prinzing." München : Verlag Dr. Hut, 2018. http://d-nb.info/1156510384/34.
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Cochran, Graham Ralph. "Ohio State University Extension competency study developing a competency model for a 21st century extension organization /." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1243620503.
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Sneed, Phyllis Jean. "Work experience as evidence of competency in credentialing dietary managers /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487260135354435.
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Oehley, Anne-Marguerite. "The development and evaluation of a partial talent management competency model." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2110.
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Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007.This study was driven by a need that was identified within a large telecommunications organisation to establish the Talent Management competencies required of line managers, and to provide HR managers with a measure to constructively, rationally and purposefully manage the Talent Management performance of line managers. In an attempt to address the above research needs, the study set about to 1) identify the Talent Management competencies required by line managers in order to successfully implement the organisation’s Talent Management strategy; 2) formulate these competencies within a model, and 3) determine what the desired Talent Management outcomes are and how these relate to line managers’ Talent Management competencies. The initial part of this study describes the development of a Talent Management competency 360° evaluation questionnaire. This objective was achieved by means of a literature search, followed by the Critical Incidents Technique (CIT) of interviewing. The questionnaire consists of 8 dimensions and 43 items. The sample consisted of 123 leadership development candidates within this organisation. A total of 357 questionnaires were obtained. A comprehensive Talent Management competency model was developed that defines and describes the line manager behaviours required in order to successfully carry out the Talent Management strategies within an organisation. These competencies were evaluated against the outcomes of Job Satisfaction, Affective Commitment and Intention to Quit that the Talent Management competencies are meant to affect. Item analysis and dimensionality analysis were performed on each of the subscales, using SPSS. Thereafter, confirmatory factor analysis was performed on the relevant measurement model data sets, using LISREL. The results indicated in all cases satisfactory measurement model fit. Subsequently, the comprehensive Talent Management competency structural model was tested using LISREL. Reasonable to good model fit was indicated for the structural model. Ten of the 24 stated hypotheses in this study were corroborated. A notable unique result of this research presented itself in the significant positive relationships uncovered between the exogenous latent variable, Talent Management Mindset, and the endogenous latent variables of Attracts and Recruits Talent, Builds and Maintains Relationships, Provides Meaningful and Challenging Work, Remunerates and Rewards Fairly and Manages Work-life Balance. These significant positive relationships provide empirical evidence for the first time of the importance of instilling a Talent Management mindset within the line managers. Additional significant links established between Affective Commitment and Intention to Quit, between Attracts and Recruits Talent and Organisational Job Satisfaction, and between Organisational Job Satisfaction and Intention to Quit corroborates previous research findings.
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Lynch, Ronald. "Effects of Implementing a Competency-Based Performance Management System on Measures of Sales Performance." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2463/.
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Use of competency models has exploded in recent years. Unfortunately, the empirical research to validate such systems is scarce. This study explores the relationship between Competency-based Performance Management Systems and sales performance to determine whether the use of these systems increases performance. Performance data from sales representatives in a medical products company were examined to determine changes in performance following the introduction of the Competency-based Performance Management System (N=64). Correlations with performance were obtained for each competency dimension to determine if any factors were highly correlated with performance and if state-factors were more positively correlated with performance than trait-factors (N=66). The study found no significant relationship between implementation of a Competency-based Performance Management System and sales performance. Also state-factors were not more positively correlated with sales performance than trait-factors.
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Yeritsyan, Sargis. "Just Culture Consulting, LLC| Cultural Competency Services for Healthcare Providers." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10839096.
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The U.S. healthcare industry seeks to improve patient satisfaction as the national trend of increasing diversity and ethnic representation continues. The provision of culturally sensitive health care will not only increase patient satisfaction and outcome metrics but also allow healthcare organizations to thrive financially by meeting patient needs and payer requirements. Just Culture Consulting, LLC. is a start-up, for-profit healthcare consulting firm that will provide cultural competency and language training services for healthcare professionals. Just Culture Consulting, LLC. aims to build a regionally and potentially a nationally recognized brand in specialty healthcare consulting by capitalizing on the growing need for culturally competent providers in healthcare. The Firm will retain a large client base through aggressive marketing and by leveraging the skills of its multicultural staff who possess significant career and native exposure to language, cultural sensitivity, healthcare delivery, and administration.
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Bezuidenhout, Charl. "The elaboration and empirical evaluation of a partial talent management competency model." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85737.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to talented employees’ intention to quit, and what organisations can do to ensure the retention of such talent. Difficulties regarding the retention of talented employees have become a worldwide challenge. The retention of talented individuals has become a primary source of gaining a competitive advantage. The increased focus on talent management practices has become a wide spread phenomenon worldwide, including South Africa. History, cultural heritage, politics and the economic environment are but only a few factors that collectively now shape the nature and complexity of the South African labour market. A context, notorious and respected for its diversity and the struggles that have sprouted from it, poses formidable challenges for organisations competing in the global market. A multitude of factors, controllable and uncontrollable, contribute to increased levels of employee turnover in all sectors and organisations in South Africa. Organisations and top management can position themselves, by implementing action plans and organisational structures, to identify and coordinate such controllable factors. Strategies and processes can be implemented to address the increasing challenges regarding the retention of valuable talent. The implementation of structural talent management programmes have proven to address and overcome retention challenges. The crucial role of line management in implementing and fostering a culture of talent retention has also been proven. The foundation of a talent management competency model, for the purpose of addressing and solving this issue, has been laid down. Additional research has been done in order to reevaluate and elaborate on the existing knowledge of such a competency model. This study aims to once again re-evaluate the originally proposed model as well as any extensions that may have been developed by other researchers. The primary objective of the current study consequently was to expand on the existing model as proposed by Oehley (2007) and Smuts (2011). Factors external to the organisational environment were added to the model in order to gain a more comprehensive understanding of the complexity underlying the determinants of intention to quit. Only a subset of the hypothesised intention to quit structural model was then empirically tested. In the initial model only nine of the nineteen paths were empirically corroborated. The initial reduced model was subsequently revised by deleting various paths that were found to be statistically insignificant (p > .05) and by adding various paths suggested by the modification indices. The final model produced exact fit. Seven of the nineteen paths in the final model were not empirically corroborated. Suggestions for future research are made by introducing additional variables that could be included into a future model.
AFRIKAANSE OPSOMMING: Hierdie navorsing vind oorsprong uit die dringende behoefte om die faktore te bepaal wat talentvolle werknemers noop om te bedank en te probeer verstaan wat organisasies kan doen om die dienste van werknemers te behou. Die uitdaging om die dienste van hierdie katagorie van werknemers te behou, blyk 'n internasionale vraagstuk te wees. Die behoud van talentvolle individue in die werksplek het 'n primêre bron van kompeterende voordeel vir organisasies geword. Die toenemende fokus op talentbestuur het 'n wêreldwye fenomeen geword. Die geskiedenis, kulturele erfenis, politiek en die ekonomiese omgewing is maar net 'n paar van die faktore wat gesamentlik die kompleksiteit van die Suid-Afrikaanse arbeidsmark beïnvloed. 'n Werklikheid wat veelbesproke is, maar gerespekteer word vir sy diversiteit en die meegaande probleme wat daaruit voortspruit, bied buitengewone uitdagings vir organisasies wat moet meeding in die internasionale sakewêreld. Verskeie faktore waarvan sommige beheer kan word, maar ander nie, dra by tot die toenemende verhoging in die arbeidsomset in alle sektore en organisasies in Suid-Afrika. Organisasies en topbestuur kan hulself bemagtig deur verskeie pro-aktiewe benaderings en organisatoriese strukture in plek te stel om sodoende beheerbare situasies te kan identifiseer en koördineer. Strategieë en prosesse kan geïmplimenteer word om die toenemende hoeveelheid uitdagings met sukses aan te pak en dus die waardevolle talent van werknemers te behou. Die toepassing van strukturele talentbestuurprogramme het as sulks bewys dat dit met sukses gebruik kan word om die dienste van werknemers te behou. Die belangrike rol wat lynbestuur vervul in die toepassing en implementering van die proses om talentvolle werknemers te behou, is al deeglik bewys. Die basis van 'n talentbestuur en bevoegdheidsmodel om die probleem aan te spreek en op te los is op sigself al bewys. Addisionele navorsing is alreeds uitgevoer om die huidige model te her-evalueer en daarop uit te brei. Die huidige studie het dit ten doel om die oorspronklike model en teorieë wat vorige navorsers ontwikkel het, te her-evalueer. The primêre oogmerk van die onderhawige studie was gevolglik om op die bestaande modelle soos voorgestel deur Oehley (2007) en Smuts (2011) uit te brei. Faktore ekstern tot die organisasie is tot die model toegevoeg ten einde ‘n meer volledige begrip te ontwikkel van die kompleksiteit wat die determinante van die voorneme om te bedank onderlê. Slegs ‘n subversameling van die gehipotiseerde bedankingsvoorneme-strukturele model is vervolgens empiries getoets. In die aanvanklike model het slegs nege van die negentien bane empiriese steun ontvang. Die aanvanklike gereduseerde model is vervolgens hersien deur verskeie statisties onbeduidende (p > .05) bane te verwyder en deur ‘n aantal bane wat deur die modifikasie-indekse voorgestel is tot die model toe te voeg. Die finale model het presiese passing getoon. Sewe van die negentien bane in die finale model kon egter nie empiries bevestig word nie. Voorstelle vir verdere navorsing word gemaak deur addisionele veranderlikes voor te stel wat moontlik in ‘n toekomstige model ingesluit sou kon word.
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Inga, Carol, Francois Ochoa, and Julio Farje. "Competency management model to resolve conflicts with external stakeholders in construction projects." Institute of Electrical and Electronics Engineers Inc, 2020. http://hdl.handle.net/10757/656410.
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El texto completo de este trabajo no está disponible en el Repositorio Académico UPC por restricciones de la casa editorial donde ha sido publicado.The real estate sector in Peru has been experiencing sustained growth during the last 10 years, however, due to the constant problems that occur during the development of a project, construction as an investment is increasingly far from being the best option in the market, generally reducing its opportunity cost compared to other more specific investments. To find out what these problems are, a survey was conducted of 25 real estate project managers in Lima, establishing that one of the most recurring problems in the construction sector is conflicts with external stakeholders, mainly with the neighbors surrounding the work, and how these tend to worsen due to inadequate management by project team members who are assigned to resolve the conflict situation.In this sense, this study focuses on knowing the competences that workers have within an organization and what they need to efficiently manage problems with neighbors, and then propose a management model by competences focused on improving the performance of workers of a construction company developing a set of strategies and activities that increase their competitiveness in the face of confrontation between both parts. The results obtained from a real estate construction project indicated that the proposed model manages to reduce or prevent conflicts with neighboring homes, improving the achievement indicators of the aforementioned project under analysis.
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Hinds-Smith, Sharmon. "Competency requirements of managers in hotels in Jamaica : the implications of soft skills /." Online version of thesis, 2009. http://hdl.handle.net/1850/12305.
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Cochran, Graham R. "Ohio State University Extension Competency Study: Developing a Competency Model for a 21st Century Extension Organization." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243620503.
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Rizvi, Farhan. "Integrating Competency Frameworks and Goal Setting in an Individual Development Plan Process." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10843466.
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The purpose of this study was to design an integrated goal and competency framework based individual development plan process. Interviews with eight employees who had been through the process were conducted. Competency frameworks have been shown in existing literature and this study to be an effective tool for leveraging for employee development and driving discussions that employees value. Findings showed that using competency frameworks provides more than enough benefits to justify people managers investing the time to understand it, socialize it within their teams, and use it as a core piece of this process. Future studies should look at multiple teams with different managers to explore that variable further.
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Mitchell, Lorianne D., and G. E. Boone. "Enhancing Business Students' Cultural Competency by Internationalizing OB Course Content." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/8329.
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Dement, Betty Antoinette. "Empowering Cultural Competency in Healthcare Providers." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10822211.
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Racial and ethnic health disparities are highest in communities of color; providing culturally competent care could address these disparities. Culturally competent communication between the healthcare provider and the patient is an essential behavior that may improve health in racially and ethnically diverse women. A quality improvement project was completed with guidance from the 5 constructs of the Campinha-Bacote model as the conceptual framework, and the method used was the Consumer Assessment of Healthcare Providers and Systems survey. The perspective of 20 Mexican American and 20 African American women in El Paso, Texas between ages 45 and 72 with menopausal symptoms was surveyed to determine if culture had an impact on the presence or absence of communication with their healthcare providers. Results showed women’s perceptions of positive and negative communication behaviors with their healthcare providers was inconclusive; however, results showed that provider communication about health promotions, use of alternative medicine, and shared-decision making regarding health management needs improvement to promote adherence to medical regimen and feelings of mutual respect. Integrating cultural competence into existing evidence-based care can positively impact the delivery of services and help improve the quality of care. Healthcare providers can impact positive social change through the lessening of burdens associated with the lack of diversity in the workforce by including cultural competence training into the curriculum of nursing and medical schools.
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Zeng, Tian S. M. Sloan School of Management. "The competency model of movie producers for cross-cultural co-production projects." Thesis, Massachusetts Institute of Technology, 2020. https://hdl.handle.net/1721.1/126999.
Full textAbstract:
Thesis: S.M. in Management Studies, Massachusetts Institute of Technology, Sloan School of Management, May, 2020Cataloged from the official PDF of thesis.
Includes bibliographical references (pages 36-38).
Movie producers are the de facto managers and leaders of movie crews who demand a comprehensive set of communication skills to solve the hundreds of problems during daily productions. The recent rise of international co-production movies has created more and more workspaces with multicultural teams. This calls for additional cross-cultural communication skills for producers to resolve new intercultural conflicts and communication issues that have emerged in this new working environment. This paper examines the competency model of movie producers in the context of cross-cultural communication. This paper also presents a co-production case to illustrate the findings of cross-cultural communication competency theories.
by Tian Zeng.
S.M. in Management Studies
S.M.inManagementStudies Massachusetts Institute of Technology, Sloan School of Management
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Nosiri, Onyekachi Nneka. "Competencies and consultation delivery : service quality strategy of multinational management consulting firms in Nigeria." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/14720.
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This research studies the impact of consultancy competency and consultation mode on the service quality of management consulting firms in the emerging market of Nigeria – the largest economy in Africa. It explains the consultant competency and the adopted consultation approach of the ‘Big Four’ (PwC, Akintola-Deloitte, Ernest and Young, and KPMG) management consultancy firms from the resource based-view (RBV) and institutional theory of the firm. The conceptual framework of management consulting directing this study is generated from earlier research (Canavan et al., 2013; Jang et al., 1997, 1998; Patterson, 2000; Parasuraman, 1988; Kisang et al., 2012; Pugh et al., 1968; Oliver, 1980). Previous research has examined factors that are important for management consulting success, however, one of the remaining challenges is to investigate the associations among these factors. Furthermore, there seems to be a relative disregard for the associations between these management consulting factors and service quality. This study aims to advance the RBV and make theoretical contributions in several ways. First, it identifies and proposes that the professional and managerial competencies of the consultants are the key assets of the management consultancy firms needed to sustain and further their competitiveness in emerging markets. Specifically, we argue that these competencies are particularly valuable and have direct impact on management consultancy firms’ service quality. Also, from an institutional perspective, this study proposes that multinational management consulting firms must have the capacity to deliver quality in a consultation mode suitable to their various clients in different countries for sustainability. Specifically, we argue that the particular consultation mode adopted by the consulting firm impacts the quality of consultation service rendered to its clients in the Nigerian market, determining its firms’ client satisfaction levels. This study utilized a mixed methods approach (Creswell, 2003), which entailed the use of both qualitative and quantitative methods in assessing this research’s questions. 13 senior management consultants were interviewed, and survey data was collected from 311 business clients of these management consultancy firms situated in the three most industrious states in Nigeria, which are Abuja (North), Lagos (South-West), and Port Harcourt (South-South). The results of this study show that the service quality of well-established western management consulting firms is significantly influenced by their consultation mode, as well as both their professional and managerial capabilities, irrespective of their client’s organizational structure. This study also finds that client experience levels in dealing with management consultants considerably moderates the relationship between these firms’ service quality and their client satisfaction in this strategic context. Our study advances the RBV and institutional theories, highlighting that the consultation modes, professional competencies, managerial competencies and client experience levels are the key competitive factors of western management consulting firms in Nigeria.
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Parolia, Neeraj. "ESSAYS IN OUTSOURCED IS PROGRAM MANAGEMENT." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2134.
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IS vendor organizations are increasingly using program management practices to manage complex projects (Gierra 2004). The move to program teams is due to the realization that the management of many client projects and their underlying dependencies requires teamwork among project managers from different projects (Cooke-Davies 2002; Ferratt et al. 2006; Sanghera 2007). With two separate studies, first we extend the team competence framework and utilize organizational learning theory to understand the antecedents and outcomes of teamwork behaviors. Empirical results from the first study indicated that teamwork behaviors within the program team were significantly related to an increase in team competencies of personnel development, methodology development and dissemination and customer focus. Further, the three program team competencies were a significant predictor of program outcomes. In the second study, we investigate the outcomes of conflict resolution and their impact on program performance. The results indicated that conflict resolution can enhance the level of communication, mutual support and effort among IS program members Directions for practitioners and implications for future research are discussed.Ph.D.
Department of Management Information Systems
Business Administration
Business Administration PhD
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Adefe, Kalama. "A study of competency as a driver for business performance in Nigerian banks." Thesis, University of Sunderland, 2017. http://sure.sunderland.ac.uk/8550/.
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The Nigerian banking industry plays a critical role in its economy because of a number of jobs generated, contributing to financial stability due to the financial services provided by the banks. As Nigeria becomes tirelessly active in its pursuit of global economic integration and recognition, the entry of international banks in the Nigerian banking industry will increase, therefore, competition will, too. As a result, recognising the importance of competencies and competency frameworks to the bank's performance becomes important in improving the bank’s core competencies and competitiveness. A critical review of the literature reveals that many researchers lay emphasis on the importance of competencies on performance. However, there is a lack of empirical study on competence in Nigerian banks. Therefore, this study investigates the influence of competencies on the performance of Nigerian banks. In order to achieve this aim, the researcher conducted a field survey of ten Nigerian banks and the Central Bank of Nigeria (CBN) with the use of qualitative semi-structured interviews. The researcher conducted thirty-one interviews with the staff of the ten selected banks and the CBN. Consequently, the interview data collected was analysed using Nvivo in order to achieve the aim of the research. The findings revealed that Nigerian banks do use competencies which are influencing the performance of the banks. Findings from this research support the findings of other international research on competencies; therefore, suggesting the theory of competency and performance applies to Nigerian banks. This research contributes to existing literature, which highlights the strategic and operational importance of competencies on performance by focusing on Nigerian banks. In conclusion, this research proposes a wider sample size covering all the banks in Nigeria and using both qualitative and quantitative research methods to provide a more accurate finding on the influence of competency in Nigerian banks.
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Vilane, Nomcebo Serrah. "Assessing the impact of the Municipal Financial Minimum Competency Programme on expenditure management." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/77897.
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Municipal expenditure management is critical for leveraging the overall effective performance of the Department of Local Government. This research assessed the impact of the municipal financial minimum competency programme on expenditure managementin five local municipalities in the Bojanala Platinum District Municipality (Bojanala Platinum). These five local municipalities are: Moretele, Madibeng, Moses Kotane, Kgetlengrivier and Rustenburg. The study, which was based on the quantitative research approach, was conducted by using the prescribed financial ratios of the National Treasury (2014) to assess the impact of the municipal financial minimum competency programme on expenditure management in the five local municipalities in Bojanala Platinum. The research findings demonstrated some of the local municipalities striving to bring the ratios for their capital expenditure to total expenditure within the prescribed National Treasury’s (2014:1) norm of 10%–20%. Such quests were found to be accompanied by initiatives to control the ratios on the capital expenditure budget implementation indicator, as well as the operating expenditure budget implementation indicator within the National Treasury’s (2014:1) norm of 95%–100%. Findings further indicated significant efforts being made by some of the local municipalities to manage their current ratios. However, despite these improvements, it became evident that, even after the implementation of the municipal minimum competency programmes, most of the local municipalities are still grappling with the challenge of managing irregular, fruitless, wasteful and unauthorised expenditures. Higher rates of irregular, fruitless, wasteful and unauthorised expenditures were found to be exacerbated by poor budget implementation, resulting in either overspending or underspending. This view was echoed by signs of improvement in local municipalities, such as the Rustenburg Local Municipality, not being easily discernible – even after the implementation of the municipal minimum competency programmes. Incidents of over or underspending were still fully prevalent. Combined with the increasing difficulties of managing and maintaining the appropriate liquidity position, these situations affected the efficiency of municipal expenditure management and budget implementation. The analysis of the Auditor-General’s reports of the financial years 2007/2008, 2013/2014, 2014/2015 and 2015/2016 for all the local municipalities in Bojanala Platinum District attributed to some of the causes of the challenges in deficient internal control systems, inaccuracy of budgeting, poor governance, lack of leadership, oversight, poor working capital management and poor records management. These internal conditions have obviously affected the extent to which the implementation of the municipal minimum competency requirements in the Bojanala Platinum District Municipality has impacted on the improvement of the municipal expenditure management. To discern new strategies through which the implementation of the municipal minimum competency requirements in the Bojanala Platinum District Municipality can be improved, it is argued that the North West Provincial Treasury should consider developing effective internal control systems, as well as a centralised Bojanala Platinum District Municipality procurement system. These systems should be accompanied by the enforcement of the principles of good governance, so as to curtail corruption and unethical practices. Furthermore, the North West Provincial Treasury should emphasise the need for the municipal officials’ working capital management skills and competencies for upholding financial ethics, training and development. These skills sets should be accompanied by the development of the skills and competencies critical for edifying effective budget development and implementation. Future research can opt to explore the constraints involved in the implementation of the municipal minimum competency programmes.Dissertation (MAdmin)--University of Pretoria, 2019.
School of Public Management and Administration (SPMA)
MAdmin
Unrestricted
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Goldman, Joshua L. (Joshua Lee). "Relationship of Leadership Importance Ratings and Leadership Competency Ratings Across Adjacent Management Levels." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277967/.
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Effective leadership can and does influence organizational performance. The Executive Success Profile, a multi-rater feedback instrument, was used to gather perception data on 51 executives and 310 senior managers of a large Fortune 500 electronics manufacturing company in regards to three critical leadership dimensions: visionary thinking, empowering others, and global perspective. Paired t-tests were run to compare the means of the two samples. Significant differences were found between executives and senior managers on the perceived importance of and ability to perform on the empowering others dimension. Additionally, correlational measures indicate a statistically significant relationship between importance and competence ratings on the empowering others and global perspective dimensions for executives, and on the empowering others dimension for senior managers.
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LEITE, ELIANE SANTOS. "KNOWLEDGE MANAGEMENT IN THE BRAZILIAN COMPANIES: RELATIONSHIP BETWEEN ENTERPRISE STRATEGY, COMPETENCY AND RESULT MANAGEMENT, AND IMPACTSON BUSINESS PERFORMANCE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2004. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=5020@1.
Full textAbstract:
No ambiente competitivo das empresas, os chamados ativos
intangíveis se configuram como fonte de inovação e criação
de novos patamares de valor. Neste contexto, a Gestão do
Conhecimento tem recebido cada vez mais atenção das
organizações. Elas têm buscado compreender seu significado
e encontrar formas de gestão que lhes garanta, em última
instância, impactos positivos no desempenho da empresa. A
revisão da literatura evidencia a importância das relações
entre Gestão do Conhecimento e a estratégia da empresa, a
gestão de competências e a de resultado para o conseqüente
desempenho superior do negócio. Sendo assim, o objetivo
principal deste trabalho foi identificar se nas empresas
brasileiras existe relação entre Gestão do Conhecimento e
estratégia empresarial, gestão de competências e de
resultado e o impacto causado por estas relações nos
resultados de negócio. Deste modo, foi realizada uma
pesquisa de campo junto a aproximadamente 100 empresas
brasileiras que objetivou mensurar, em amostra
representativa de múltiplas indústrias, as relações
inerentes à Gestão do Conhecimento, verificando a
existência dessas relações e avaliando o impacto no
resultado destas empresas. Múltiplos métodos de análise
foram utilizados para fornecer uma ampla base para
interpretar e validar os dados. A partir dos resultados da
análise estatística e dos construtos de natureza
qualitativa, importantes generalizações foram sugeridas. A
conclusão principal deste estudo indica que um percentual
significativo de empresas brasileiras já estabelece relação
entre Gestão do Conhecimento e a estratégia empresarial,
a gestão de competências e de resultado e que essas
organizações estão se destacando em termos de desempenho de
negócio.In the competitive business environment, intangible assets represent a source of innovation and creation of new levels of value. In this context, Knowledge Management has received increasing attention from the organizations. They have tried to understand its meaning and to find management methods that ultimately ensure positive impacts on the company performance. Literature review demonstrates the importance of the relationship between Knowledge Management and firm strategy, competency and result management, for the consequent superior business performance. Thus, the main purpose of this study was to identify if Brazilian companies establish any relationship between Knowledge Management and firm strategy, competency and result management, and the impact produced by these relationships on business results. Therefore, a field survey was carried out about 100 Brazilian companies, with the intention of measuring, within a representative sample comprised of multiple industries, the relationships inherent to Knowledge Management, checking the existence of these relationships and assessing the impact on the results of these companies. Different analysis methods were employed to provide a broad basis to help understand and validate data. From the results of statistical analysis and qualitative constructs, important generalizations were suggested. The main conclusion of this study indicates that a significant percentage of Brazilian companies already establish a relationship between Knowledge Management and enterprise strategy, competency and result management, and that these organizations are excelling in terms of business performance.
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Macy, Robert Scott. "Knowledge competency acquisition in the knowledge economy : links to firm performance /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1196407371&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.
Full textAbstract:
Thesis (Ph. D.)--University of Oregon, 2006.Typescript. Includes vita and abstract. Study based on data derived from a sampling of 189 large U.S. law firms. Includes bibliographical references (leaves 90-101). Also available for download via the World Wide Web; free to University of Oregon users.
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Janse, van Vuuren Jaco. "The development of a partial school principal competency model." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97068.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: The unequal distribution of knowledge, skills, abilities, and other characteristics (KSAOs) across all South Africans is perhaps the most fundamental problem faced by South African organisations in terms of building sustainable human resource capacity. This inequality has a profoundly negative effect on the upward mobilisation of potentially competent employees within the labour market. Therefore, if the Human Resource Management and Industrial Psychology fraternity earnestly plans to earn the title of “strategic”, then both its academic and professional spheres need to get involved there where the fundamental cause of the problem originates: the lack of quality primary and secondary education in South Africa. Previous research found that the unequal distribution of the quality of primary and secondary schools in South Africa is to a large extent attributable to a lack of effective school leadership and management, with the school principal being the focal point (Van der Berg, 2007; van der Berg et al, 2011; Taylor, 2011). This finding leads to the research initiating question: why do some school principals outperform others in effectively leading their schools? The objective of this study is to offer an exploratory step towards explaining variance in school principal performance by studying the behaviours (competencies) associated with successful school principals. A comprehensive literature review was conducted to understand the context and identify broad categories of variables. This was followed by semi-structured interviews with a diverse sample of highly effective South African school principals (N=10). The qualitative analysis based on grounded theory principals, resulted in the refinement and expansion of the variables that were identified through the literature study. The final product culminates in a framework of eleven competency clusters, 32 School Principal Competencies (SPCs) and 173 behavioural examples. Similarly, the results yield two additional School Performance Outcomes (SPOs). Finally, a conceptual model is proposed that depicts the possible interrelationships between the School Principal Competencies and School Performance Outcomes. The study therefore contributes as a stepping stone in the path towards developing empirically-based human resource management instruments that in turn can lead to the improvement of the selection, development, and performance management of South African school principals. Due to the exploratory and qualitative nature of the study, follow-up studies are needed to develop and validate a School Principal Competency Questionnaire. This will enable future research to empirically test and validate a comprehensive school principal competency model.
AFRIKAANSE OPSOMMING: Die ongelyke verspreiding van kennis, vaardighede, vermoëns en ander eienskappe (KVVAe) is waarskynlik een van Suid-Afrika se grootste uitdagings in die proses tot die bou van ʼn volhoubare en gebalanseerde arbeidsmag. Hierdie ongelykheid veroorsaak ʼn negatiewe effek op die opwaartse beweging van potensieël bevoegde werknemers binne die arbeidsmark. Indien die Menslike Hulpbronbestuur en die Bedryfsielkunde gemeenskap dus werklik die titel “strategies” wil verdien, moet beide die akademiese en professionele terreine van hierdie funksie betrokke raak by die oorsprong van die probleem: die tekort aan kwaliteit primêre en sekondêre onderrig in Suid-Afrika. Vorige navorsing dui daarop dat ongelykheid in die kwaliteit van skole en onderwys grotendeels is as gevolg van swak leierskap en bestuur met die skoolhoof as die sleutelrolspeler. (Van der Berg, 2007; van der Berg et al, 2011; Taylor, 2011). Hierdie bevindinge lei tot die navorsingsinisiërende vraag: waarom presteer sommige skoolhoofde beter as ander in terme van die effektiewe leiding en bestuur van die betrokke skole? Die doel van hierdie studie is om ʼn verkennende stap tot die verklaring van variansie in die prestasie van skoolhoofde te bied deur middel van die bestudering van gedrag (bevoegdhede) wat met suksesvolle skoolhoofde geassosieer word. ʼn Omvattende literatuurstudie was uitgevoer met die doel om die konteks te verstaan en breë kategorieë van veranderlikes te identifiseer. Dit was opgevolg deur semigestruktureerde onderhoude met ʼn diverse steekproef (N=10) van hoogs-effektiewe Suid-Afrikaanse skoolhoofde gevoer. Die kwalitatiewe analise, gebaseer op gegronde teorie, loop uit op die verfyning asook die uitbreiding van die veranderlikes soos geïdentifiseer deur die literatuurstudie. Die eindproduk ontwikkel in ʼn raamwerk bestaande uit elf bevoegdheidsgroeperings, 32 Skoolhoof Bevoegdhede en 173 gedragsvoorbeelde. Twee addisionele Skool Prestasie Uitkomste spruit ook voort uit die analise. Ten slotte bied die studie ʼn konseptuele model wat die moontlike verwantskappe tussen die Skoolhoof Bevoeghede en Skool Prestasie Uitkomste uiteensit. Die studie bied dus ‘n waardevolle wegspringplek in die pad tot empiriesontwikkelde menslike hulpbronbestuur (MHB) instrumente wat op hul beurt weer kan lei tot die verbetering van die aanstelling, ontwikkeling, en prestasiebestuur van Suid-Afrikaanse skoolhoofde. As gevolg van die verkennende aard van die studie, is opvolgstudies nodig om ‘n Skoolhoof-bevoegdheidsvraelys te ontwikkel en te valideer en ten einde ‘n omvattende Skoolhoof-bevoegdheidsmodel empiries te toets en te valideer.
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Thackaberry, Alexandera. "Competency-Based Education Models: An Emerging Taxonomy." Kent State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=kent1491776906336325.
Full text
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Kendall-Gallagher, Deborah Leslie. "Preventing patient harm : the role of nurse competency /." Connect to full text via ProQuest. Limited to UCD Anschutz Medical Campus, 2008.
Find full textAbstract:
Thesis (Ph.D. in Nursing) -- University of Colorado Denver, 2008.Typescript. Includes bibliographical references (leaves 113-132). Free to UCD Anschutz Medical Campus. Online version available via ProQuest Digital Dissertations;
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LoPorto, Johanna. "Competency Development and Implementation among Direct Support Professionals in New York State." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6607.
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Direct support professionals (DSPs) serve an important function in the daily supervision and care of clients with intellectual and developmental disabilities (ID/DD) through standardization of technical, cognitive, and ethical competencies for all DSPs. It is not clear, however, how these DSPs and managers perceive the implementation process and utility of these competencies or whether implementation results in meeting the desired outcomes for clients. Using Donabedian's quality of care model as the foundation, the purpose of this qualitative case study in New York State to understand how DSPs perceived the implementation of the DSP core competencies under the direction of front-line managers. Data were collected through face-to-face interviews with 12 DSPs and front-line managers. Data were inductively coded then subject to Braun and Clarke's thematic analysis procedure. Findings revealed that DSPs and front-line managers implemented the core competencies inconsistently because of organizational perceptions and experiences. The implications for social change stemming from this study includes recommendations to the National Alliance of Direct Support Professionals to add a practicum component to the core competencies training which may benefit people living in community residential group homes diagnosed with ID/DD through hands-on approach training that would allow full implementation of the DSP core competencies in various, every day real life situations.
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Moore, Dale L. "A social network analysis of the National Materials Competency at Naval Air Systems Command." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02sep%5FMoore.pdf.
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Thesis (M.S. in Product Development)--Naval Postgraduate School, September 2002.Thesis advisor(s): Gail Fann Thomas, Mark E. Nissen. Includes bibliographical references (p. 175-180). Also available online.
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Atchley, Cindy J. "Exploring Linguistic Challenges and Cultural Competency Development in a Small Multinational Corporation." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2518.
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In 2016's global business landscape, the increase in workers moving across borders to find employment accentuates the language and cultural challenges for both employees and organizations. Employees working in a multinational environment need to have an understanding of language and culture to handle the complex nature of professional work in a multinational corporation (MNC). The purpose of this study was to explore what communication competencies employees in a small MNC needed to communicate across multicultural environments in the workplace. A dialectic approach of intercultural communication was used to explore these needs in one small MNC located in the Kingdom of Saudi Arabia using English as the corporate language. Data were collected from 9 employees of one data security firm using semistructured interviewing, the data was then coded into NVivo. Using interpretative phenomenology analysis, the themes of understanding, cultural sensitivity, pace, and fitting in emerged. Results of the study indicated a disconnect in the cultural mentality of Americanness versus Arabness in the business environment where societal factors and national identity reflected in how the employees think and act in the workplace. Lack of cultural knowledge in an MNC can impact the financial health of an organization in lost opportunities, reduced productivity, and long-term relationship damage with clients and partners. The results of this study could contribute to positive social change by providing small MNCs with the insight to enhance intercultural communication and intercultural awareness among employees in building a global workforce.
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Carstens, Jennifer Gytha. "2016-12-31 The influence of firm diversity management competency on diversity-related outcomes and firm performance." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/79847.
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Thesis (MComm (Psych))--Stellenbosch University, 2013.ENGLISH ABSTRACT: An emerging perspective of workplace diversity proposes that a well-managed diverse workforce holds inherent advantages for organisational performance. Little empirical evidence exists to support this view, which may partly be due to a lack of operational frameworks for diversity management at the firm level. This study aims to address two research gaps through (1) the development of a diversity management competency (DMC) framework which can guide diversity management efforts, and (2) the evaluation of the relationship between DMC, different diversity management outcomes (DMO), and firm performance. A mixed method approach was followed, which entailed an initial qualitative phase to explore the DMC construct and to develop a DMC measure. Next, a quantitative phase followed that tested (a) the reliability and validity of the instrument, as well as (b) the hypothesised relationships between DMC and important firm outcomes. Data were generated in the qualitative phase through interviewing managers (N = 12), using the Critical Incident Technique (CIT). Content analysis of the transcribed interviews culminated in distinctive diversity management competencies (DMCs), which represent clusters of diversity management practices, and a DMC measure which was subsequently content validated through both the Content Validity Ratio (Lawshe, 1975) and Cohen's (1960) approaches. The DMC questionnaire was then pilot tested on managers (N = 25) from three large companies to make final modifications. The final questionnaire consisted of eleven subscales (DMCs) and 98 items. The data for the quantitative phase were collected by administering on-line questionnaires measuring the study variables (DMC, DMO and firm performance) to managers (N = 77) from different medium to large companies (k = 33). The measures were item analysed and the hypotheses tested through correlation analysis, using SPSS. The measures indicated high internal consistency. A firm-level analysis of the research data showed that DMC, DMO and firm performance were strongly and significantly correlated, as hypothesised. This study makes three major contributions. First, it develops a firm-level DMC framework that outlines specific clusters of diversity management practices expected to contribute to firm performance by means of enhancing key DMOs. Second, it develops and validates a DMC measure which, along with the DMC framework, has practical utility for diagnostic and developmental purposes. Last, the analyses revealed that DMC, DMO and firm performance are significantly and strongly correlated, which may indicate that diversity management has a significant influence on firm performance. Because of the limited sample size, the results of this study should be cross-validated in larger samples. However, the present research creates an agenda for further confirmatory and exploratory studies on the relationship between diversity management and important firm outcomes.
AFRIKAANSE OPSOMMING: ‘n Ontluikende perspektief van werkplekdiversiteit stel voor dat ‘n goed bestuurde werksmag inherente voordele vir organisasieprestasie inhou. Daar is egter weinig empiriese bewyse om hierdie siening te staaf, wat gedeeltelik onstaan as gevolg van ‘n tekort aan operasionele raamwerke vir diversiteitbestuur op die firma-vlak. Hierdie studie beoog om hierdie navorsingsgaping aan te spreek deur (1) die ontwikkeling van ‘n raamwerk vir diversiteitbestuursbevoegdheid (DBB) wat pogings tot diversiteitbestuur kan lei, en (2) die evaluering van die verwantskaptussen DBB, verskillende diversiteitbestuuruitkomste (DBU), en firmaprestasie. ’n Gemengde-metode benadering is gevolg bestaande uit ’n aanvanklike kwalitatiewe fase om die DBB konstruk te verken en om ‘n DBB metingsinstrument vir DBB te ontwikkel. Vervolgens het ‘n kwantitatiewe fase (a) die betroubaarheid en geldigheid van die meetinstrument bepaalen (b) die hipotetiese verwantskap tussen DBB en belangrike firma-uitkomste getoets. Data is in die kwalitatiewe fase gegenereer deur onderhoudvoering met bestuurders (N = 12) met gebruik van die Kritieke Insident Tegniek (KIT). Inhoudsanalise van die getranskribeerde onderhoude het in onderskeibare diversiteitbestuursbevoegdhede (DBB’e) gekulmineer wat groeperings van diversiteitbestuuurspraktyke verteenwoordig. ’n DBB metingsinstrument is gevolglik vir inhoudsgeldigheid getoets deur beide die Inhoudsgeldigheidverhouding (Lawshe, 1975) en Cohen (1960) se -benaderings te gebruik. Die vraelys het vervolgens‘n toetsloop by bestuurders (N = 25) van drie groot maatskappye ondergaan om finale aanpassings aan te bring. Die finale vraelys bevat elf subskale (DBB’e) en 98 items. Die data vir die kwantitatiewe fase is met behulp van aanlynvraelyste wat die konstrukte van DBB, DBU, en firmaprestasie meet, verkry, wat deur bestuurders (N = 77) van verskillende middelslag tot groot maatskappye (k = 33) ingevul is. Die metingsinstrumente het item-ontleding ondergaan en korrelasie-analise deur middel van SPSS is gebruik om die hipoteses te toets. Die metingsinstrumente het hoë interne bestendigheid getoon. ’n Firm-vlak analise van die navorsingsdata het getoon dat DBB, DBU, en firmaprestasie het sterk en beduidend met mekaar gekorreleer, ter ondersteuning van die navorsingshipoteses. Die studie lewer drie hoofbydraes: eerstens, ‘n firmavlak DBB-raamwerk is ontwikkel wat spesifieke groeperings van diversiteitbestuurspraktyke omlyn wat na verwagting tot die verhoging van belangrike DBU’e en uiteindelik ook firmaprestasie behoort by te dra; tweedens, ‘n DBB metingsinstrument is ontwikkel en gevalideer wat, tesame met die DBB-raamwerk, praktiese gebruikswaarde vir diagnostiese en ontwikkelingsdoeleindes het; en, laastens, het die analises getoon dat DBB, DBU en firmaprestasie beduidend en sterk met mekaar korreleer, wat moontlik aandui dat diversiteitbestuur ‘n beduidende invloed op firmaprestasie het. As gevolg van die beperkte steekproefgrootte, behoort die resultate van hierdie studie gekruisvalideer te word in groter steekproewe. Die belowende resultate van hierdie studie skep egter ‘n agenda vir toekomstige bevestigende en verkennende studies oor die verband tussen diversiteitsbestuurspraktyke en firmaprestasie.
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Sottolano, Donn Charles. "Group parent training : experimental and behavioral analysis of two methods for training child management skills." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/514204.
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The purpose of the study was to assess the differences between two; methods for training parents in child management skills. Group I, the educational training group, consisted of seven parents, while Group II, the competency-based training group, bad five participants. Two dependent measures, time-out and instruction giving, were assessed during simulations with a confederate. Probes were also taken during analogue situations between the parent and child. Follow-up probes were conducted at six- and twelve-weeks for the EFTG, and at 8-weeks for the CBTG.Data was subjected to an analysis of covariance (ANCOVA) to determine statistical differences between groups. A multiple baseline across skill domains was also used to assess clinical changes between groups and within individuals.Findings Parents trained in the CBTG performed significantly better, in both time-out and instruction giving skill domains, than did parents trained within the educational format. All five CBTG parents achieved a mastery level of 90% or higher. Parents trained through the traditional educational methods were unable to achieve mastery in either, skill domain. Subsequent to the introduction of competency training, all but one of the EFTG parents were able to reach mastery. The parent who was unable to reach mastery, was unable to do so in either skill domain.All parents were satisfied with service delivery regardless of treatment received. Parents also reported similar changes in their child's behavior throughout the course of the training program.Conclusions Competency-based training methods were far superior to the more traditional educational approach in shaping parents behavior (i.e., time-out and instruction giving skills). Parent perceptions of changes in their own behavior are a poor indicator of measured change.Parent's reported satisfaction is a poor prognosticator for termination of treatment services.
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Campbell, Kurt (Kurt A. ). "A core competency model for aligning information technology with business objectives." Thesis, Massachusetts Institute of Technology, 2007. http://hdl.handle.net/1721.1/39586.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division; in conjunction with the Leaders for Manufacturing Program at MIT, 2007.Includes bibliographical references (p. 97-98).
Advances in Information Technology and Information Systems delivery over the past decades have restructured industries and created enormous value. Interestingly however, research shows companies traditionally have a very difficult time capturing the value from their investment. Any surplus created by these improvements is often competed away and given back to customers. Wall Street's irrational exuberance of the late 1990's has given way to a far more conservative and critical view concerning IT investment. Decision makers are focused on demonstrating that Information Technology expenditures result in positive net returns to the company. IT managers are faced with a fundamental question: How does the organization use Information Technology to create sustainable competitive advantage and capture value in its industry? This thesis proposes a framework, the Core Competency Model, to help companies think about Information Services strategy and Information Technology deployment. Instead of seeking to create competitive advantage through IT investment alone, it introduces the concept of core competencies. IT resources can be quickly duplicated by competitors, as has been shown in the research.
(cont.) Core competencies, the complex blending of unique resources and capabilities, are much more difficult to duplicate and form the basis for true sustainable competitive advantage. At its heart, the Core Competency Model suggests that the role of the IS group is to support the formation and enhancement of the organization's core competencies. It further identifies several capabilities and resources that the IS group must possess to fully support the core competencies of the enterprise. This model, if truly utilized, would change the nature of a company's internal dialog on IT spending. Debate over which business units should get which IT resources would be replaced with discussion of the strategic direction and core competencies of the company. Decisions concerning IS resource allocation and IT spending would follow very naturally from this discussion. The Core Competency Model provides a framework for this dialog, beginning with the strategic identification of core competencies, and ending with the tactical analysis of the Information Systems group's capabilities and resources. The final chapter presents some recommendations aimed at helping BMC West successfully develop a set of core competencies, the first step toward creating sustainable competitive advantage in their industry.
by Kurt Campbell.
S.M.
M.B.A.
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Weinland, Jeffrey T. "Taming the competencies of timeshare management| A competency domain cluster analysis for the timeshare industry." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3603276.
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The first timeshare resorts were created in the 1960s. Since then, the concept of vacation timesharing has spread around the world. Despite significant growth in the last 30 years, little academic research exists concerning the competencies required to manage timeshare resorts. This study provides new perspective on competency domain clusters within the timeshare industry. Three hundred thirty one property-level timeshare managers were asked to rate the importance and frequency of use of each competency domain cluster. The data gathered from the survey reveals a relationship between the types of resort a manager manages and the importance and frequency ratings of each competency's domain cluster. Further, a surprising result was the discovery of a lack of industry certification among the respondents. These results may be useful in training and development strategies for timeshare resort managers.
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Hunt, P. Dwight Willhelm Stephen T. "Developing a core competency model for Information Systems Management Officers in the United States Army." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA380792.
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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, June 2000."June 2000." Thesis advisor(s): Haga, William ; Barrett, Frank J. Includes bibliographical references (p. 73-74). Also available online.
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McNeill, Matthew, and n/a. "Approaches to the development of human resources management competency standards in the Australian Public Service." University of Canberra. Professional and Community Education, 1996. http://erl.canberra.edu.au./public/adt-AUC20061013.142754.
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This thesis is derived from a work project, the consideration of approaches to the
development of Human Resource Management competency standards for the Australian
Public Service. The thesis is a vehicle for examining and exploring a complex Human
Resource Development strategy, through dealing with the details of the project. This
project was undertaken from 16 January to 13 April 1995. The project occurred in a
turbulent environment with limited resources.
The decision whether or not to develop Human Resource Management competencies was
an important step in the implementation of the National Training Reform Agenda by the
Australian Public Service, being influenced by a number of changes in the national
environment as well as having to accommodate a number of factors internal to the
Australian Public Service. Factors included: the impact of changes to vocational
education and training at the national level such as the introduction of the Australian
Qualifications Framework; the impact of a devolved management structure; the differing
needs of stakeholders; the need to accommodate industrial relations issues; and the impact
of resource constraints (including time).
The thesis explains the context and conduct of the project. It critically examines the
development of action plans and progress made over the course of the project. It explains
the process and content of project activities and provides comments on them. This allows
insights into the development of Human Resource Development policy in the public
sector. In particular it shows how the nature of the project changed from its anticipated
focus on competency identification to its final focus on preparing advice to the Joint
Australian Public Service Training Council. That advice recommended that separate
Human Resource Management competency standards should not, after all, be identified.
It concluded that they should be integrated with the core competency standards for the
Australian Public Service.
The thesis reflects on key aspects of the project including its subject matter, processes,
and outcomes. Some of these concern the impact of the systemic, conceptual and
structural changes in the National Training Reform Agenda on strategic Human Resource
Development. In addition the thesis reflects on the many roles of the project officer in
strategic Human Resource Development activities, suggesting that the project officer
should act as a consultant rather than servant. To illustrate this point the thesis describes
how the project officer was able to facilitate processes during this project that resulted in
management accepting outcomes that differed from their expectations but better met their
needs. The work of Lippitt and Lippitt (1986) is found to be helpful in identifying the
project officer's roles.
Finally the thesis considers the outcomes of the project in the light of the publication of the
Karpin report (1995) and finds that the outcome is consistent with the thrust of that
report.
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Hunt, P. Dwight, and Stephen T. Willhelm. "Developing a core competency model for Information Systems Management Officers in the United States Army." Thesis, Monterey, California. Naval Postgraduate School, 2000. http://hdl.handle.net/10945/9276.
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As DoD and the Army move into the 21st Century, the technologies that abound are increasing not only volume but also in complexity. In order to manage and leverage these technologies, a clear vision needs to be articulated starting at the very top of DoD. With this vision, it will then become the responsibility of the Army's System Automation Officers (FA 53) to implement that vision. The challenge then becomes, what exactly are the core competencies, or more plainly put, what knowledge, skills and attributes must these officers possess, in order to be successful in carrying out the Army's overarching plans. Once these competencies are identified, how do we ensure our officers' success by training them in these competencies in Army and civilian institutions? This thesis examines these questions and, through use of core competency modeling (specifically, the Customized Generic Model Method), will identify the core competencies of a systems automation officer and explore avenues to improve the efficiency of the FA 53 education.
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Schwertner, Stefan. "An activity based competency model for ANSP purchasing professionals : a case study at DFS Deutsche Flugsicherung GmbH." Thesis, University of Gloucestershire, 2015. http://eprints.glos.ac.uk/3433/.
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With the role of purchasing evolved from a paper pushing function to a strategic and value creating player in global businesses (Espich, 2004), the activities of purchasing professionals today are knowledge- and competence driven. The purpose of this study is to identify the competency needs of purchasing professionals at DFS Deutsche Flugsicherung GmbH (DFS), Europe’s largest Air Navigation Service Provider (ANSP). It also seeks to explore the role of implicit participant knowledge in the process of competency identification and model development. For these reasons, a mixed-method case study at DFS is conducted. After reviewing the literature, a purchasing competency model is developed from scratch through exploring the target population’s self-image on competency needs and by contrasting these results to the view of purchasing department’s internal customers and management. The so developed model is then verified through participant observations and the identification of the implicit knowledge of competency needs of purchasing professionals. The study contributes to business practice and the theory of competency modeling. It identifies competencies in an area where little is known about competency requirements and explores the need to consider implicit participant knowledge in the model development process. The research outcomes are valuable to solve a real-world problematic situation through developing an activity based, multi-perspective and future oriented competency model. The study provides an example of how the aspect of implicit knowledge can be integrated when studying competencies. Results from this case in Europe’s leading ANSP are likely to be transferrable to other companies in the industry.
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Cao, Suhua, and 曹素华. "An empirical analysis of project manager's competency, empowerment andlearning in agent construction management system in China." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B47179764.
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Open Policy has been implemented in China since 1979. A lot of measures have been adopted to improve the performance in different economic domains. Agent Construction Management (ACM) system was introduced in 2004. It is a new project management mode based on agency theory and empowerment theory. It is introduced in the construction industry to improve the performance of government funded projects.
This research aims to analyze how to improve project performance by improving the project managers‘ performance through competencies and empowerment based on organizational learning in ACM system. Local project managers‘ competencies are analyzed to find out the disparity between project managers in China and developed countries. The relationships between organizational learning, competencies of Chinese project managers and empowerment are also explored.
The competencies of Chinese local project managers are analyzed based on Royal Institution of Chartered Surveyors‘ (RICS) Assessment of Professional Competence (APC). A theoretical framework is developed based on the related literatures and theories. Three hypotheses are established to depict the causal relationships between learning, competency, and empowerment of project managers in ACM system.
A field study is carried out to quantitatively test the hypotheses by means of questionnaire elaborated theoretically and situationally. The survey subjects are “A” level project managers in construction consulting organizations in China. 194 valid questionnaires are randomly collected from 75 project management firms in China. SPSS and Structural Equation Modeling techniques (SEM) using AMOS are adopted to analyze the collected data.
Most of the hypotheses are supported by the empirical data collected in this research. The empirical data supports that competency level is positively related to learning orientation. The results show that a project manager‘s learning orientation has a significant influence on his/her competency level. While, empirical data shows that there is no direct and significant relationship between competency and job performance of project managers, while empowerment has significant effects on job performance.
Based on the understanding of the effects of learning, competency and empowerment on project managers‘ job performance, measures can be adopted to improve the competency and empowerment of project managers, hence leading to better job performance and project performance. Though job performance is not directly related to competency, competency is still a necessary of job performance and can not be neglected. Project management firms should create a learning culture in the firm, and improve the learning orientation of the employees, which will improve employees‘ competency. Empowerment is highly related to job performance which suggests that project managers should be empowered to improve job performance.published_or_final_version
Real Estate and Construction
Doctoral
Doctor of Philosophy
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Tang, Action Kuo-Lung, and 唐國隴. "Role-Competency Inside Knowledge Management Systems." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/13367513020178700634.
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碩士國立交通大學
資訊管理所
90
This thesis takes a role-competence approach. Role is the central idea of this approach. In organizations, members are assigned responsibilities of certain roles. An individual must have the competence demanded by the responsibilities of his assigned roles, in order to carry out his duty. This is called role competence, including know-how, skills, experiences, customer relations, and tacit knowledge. The role-competency approach to knowledge management will result in a knowledge base structured around the concept of role. In particular, learning-centric websites must be designed to store and exchange information that will help to develop and sustain role competence. Additional advantage of this approach is that intellectual knowledge can be better protected if the information system implements the role-based access control theory, which was recently adopted as a standard for control over access to information resources.
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Westerman, George, and Robert Walpole. "PFPC: Building an IT Risk Management Competency." 2005. http://hdl.handle.net/1721.1/18232.
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IT Risk management is becoming increasingly important for CIOs and their executive counterparts. Educators and managers have materials they can use to discuss specific IT risks in project management, security and other risk-related topics, but they have few resources they can use to have a holistic discussion of enterprise-level IT risk management. This case is intended to address the gap. It describes the IT risks facing a large financial services firm, PFPC, as a result of rapid growth, a large merger and distributed management of the IT function. The firm’s first enterprise-wide CIO, Martin Deere used risk management as a key pillar in a major revamp of the firm's applications and IT capabilities. The case is rich in detail on the firm's IT risks, the new risk management process, including examples of the firm's risk management tools. It also describes early lessons and outcomes in the implementation of risk management capabilities. The case has enough richness and potential controversy to engage students from the undergraduate through executive levels in an informative and interesting discussion of IT risk management.
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Kuei-lan, Lee, and 李桂蘭. "A Study of Financial Management Consultants’Key Competency." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/71003107154926308039.
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碩士國立臺灣師範大學
科技應用與人力資源發展學系人力資源碩士在職進修專班
99
SMEs are the important engine for Taiwan’s economic development and also the tool to maintain the country's social model. Still however, the Taiwanese enterprises can not solve themselves all the problems of management as they are in general small, they lack of professional human resources and information, have weak ability of raising the capital and lack of financing channels. The financial management consultants form their diagnosis from the financial point of view and assist enterprises to help them avoid finance & management problems. This is the essence of their work. However, these are the professional ability and skills of the consultants themselves which will at the end decide upon the success or the failure of their aid. The purpose for this paper is to define the core abilities which the financial consultants should possess in order to be able to assist the enterprises. Some theories aiming at structuring the concept of “ability” seem to indicate that the concept belongs to the three main fields i.e. “knowledge”, ”skill” and ”attitude”, which could be further split on 6 sub-fields of “professional finance and management knowledge”, ”general management skill”, ”consult & assist skill”, ”personal traits” and “ethical standards”. More detailed breakdown of those reaches 75 characteristics. Experts’ responses to the questionnaires prepared 3 times according to the modified Delphi methodology confirm the division of the abilities into 6 main sub-fields mentioned above but in further breakdown only 59 core abilities are highlighted. Moreover, if the importance factor is taken into account the latter number is reduced to merely 29 items. These are the core abilities that should be exercised with the financial management consultants or wannabes for their professional development and used as the point of reference for the institutions which train them and intend to hire them. It is important to realize that the financial management consultants are important for SMEs and they should have many abilities. Thus, this article can be a base for further research in this area.
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OU, HONG-WEI, and 歐虹葳. "Constructing the Competency of Property Management Managers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/s9ucts.
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碩士國立高雄應用科技大學
企業管理系碩士在職專班
106
The property management is more indispensable in the modern architecture in Taiwan. The current development trends of new buildings are the diversity of building format, the huge size of the buildings, the complex of facilities and equipment, the multiplicity of property rights, as well as the variety of usage. In addition, existing aged buildings are also facing some issues which like keeping its sustainability and functionality. This is the reasons that these challenges require professional advice, planning and implement by property management consultants.Therefore. This research investigated the competency of employees who is in charge of the property management in the Composite buildings, and it focused on essential characteristics and qualifications required for a manager conducting a Composite building from the property management points of view. According to literature review and expert interviews, the competency of employee can be categorized into 5 dimensions, 6 criteria, and 60 factors. The methodology of this study is using AHP method, and the property managers of complex buildings were aimed to fill out the questionnaires. The results of the study found that, for a property managers of Composite building, the importance of competency in 5 different aspects (dimensions) are fallowing. First, in the management competency, the disaster prevention of the environmental safety and health is the most important, and the teamwork of is secondary important. Second, in the core competency, the ability of customer relations management of the property management services is the most important, and the ability of providing and supporting high level leaving and commercial services is secondary important. Third, in the professional competency, the execution of the property and facility maintenance and repair contracts is the most important, and the ability of the property regularly inspection and maintenance is secondary importance. In addition to the self competency, the execution of the motivation is the most important, and the emergency responsibity of the characteristics is secondary important. The last of the general competency, the ability of management such as calling a meeting, connecting, taking the minutes, or tracing agenda …etc. in the general administration is the most important, and the ability of examination, supervising, budgeting in financial management is secondary important. The discussion were represented in the end, and the research conclusions will be provided for the property management industry reference.