scholarly journals On the competency-based human resources management at an IT company

2016 ◽  
Author(s):  
Tatyana Yuryevna Baklanova ◽  
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Competency Based

scholarly journals The design of a sustainable competency-based human resources management : A holistic approach

2010 ◽  
pp. 278-292 ◽  
Keyword(s):  
Human Resources ◽  
Job Performance ◽  
Management Strategy ◽  
Human Resources Management ◽  
Holistic Approach ◽  
Learning Technologies ◽  
Holistic Model ◽  
Learning Society ◽  
Resources Management ◽  
Competency Based

Human capital is a key source of innovation and competitive improvement. Exploiting its potential and boosting its value to the organization involves a systematic process to determine the competencies that are fundamental to achieve enhanced job performance. However, why do organizations often fail to successfully cope with the main challenges of the knowledge and learning society, and to identify the consequences for learning technologies? This paper discusses a holistic model for human resources management strategy required to technologically support the organization toward a forceful and comprehensive solution. By applying a step-wise approach, the components that organizations should consider are identified, along with their interrelationships, and the increased need for a harmonizing world-wide standardization in this application field.

scholarly journals Competency-based approach to human resources management

2013 ◽  
Vol 59 (No. 11) ◽  
pp. 496-504 ◽  
Author(s):  
S. Lišková ◽  
P. Tomšík
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Work Performance ◽  
Human Resources Management ◽  
Resources Management ◽  
Competency Models ◽  
Competency Based

 The paper deals with the competency approach to human resources management. The approach is seen as one of the possibilities to effectively manage work performance. The paper focuses on defining the term competency, components of competency, types of competencies, and on identification of competencies. The paper also focuses on the competency models, their types, approaches to them, and the procedures of their creation. Finally, the paper summarizes the possibilities of the use of the competency approach in various spheres of management of human resources, and it describes the connection of the competency approach with the strategic management.  

scholarly journals Management of Primary Teachers according to the Approach of Competency-based Human Resources Management

2021 ◽  
pp. 93-116
Author(s):  
Tien-Hung Nguyen
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Primary Teachers ◽  
Primary Teacher ◽  
Policy Framework ◽  
Ministry Of Education ◽  
Resources Management ◽  
Competency Based

This research focus on how to ensure primary teacher’s management according to an approach of competency-based human resources management in theories as well as how to apply in the Van Ho District, Son La Province of Vietnam as a case study. Nine criteria and 48 indicators were identified according to the dimensions of human resources management A) Planning; B) Managing the plan; C) Monitoring/assessing the results and providing feedback for improvement. To obtain the data, five hundred people participated in the survey and seventy-seven people were involved in focus groups. The case study focuses on three human resource issues: 1) The primary teacher’s professional standard, which was used in primary teacher’s management in Van Ho (mainly based on professional standards regulated by the Ministry of Education and Training of Vietnam); 2) The policy framework for motivating and encouraging primary teachers regarding the teaching policies of Vietnam; and 3) How the processes of primary teacher professional development could be carried out in the Van Ho context. The results show the human resource potential solutions for resolving the issues.

scholarly journals Implementation of Performance Management in Inspectorate General of the Ministry of Law and Human Rights

2017 ◽  
Vol 8 (1) ◽  
pp. 125
Author(s):  
Joko Martanto ◽  
Hady Efendy
Keyword(s):  
Human Rights ◽  
Human Resources ◽  
Performance Management ◽  
Management System ◽  
Human Resources Management ◽  
Performance Management System ◽  
Resources Management ◽  
Efficient Performance ◽  
Competency Based ◽  
A Company

This research is conducted on the basis that the success of achieving the goals of a company required an effective management, efficient and have the competitiveness in managing human resources owned. Through implentasi good performance management, the company can manage the performance of human resources owned so that it can work optimally and can achieve the desired goals. Efforts Inspectorate General of the Ministry of Law and Human Rights in order to create effective and efficient performance management, which is competitive and can support productivity is by applying a competency-based performance management system. The purpose of this research is to explain the implementation of the competency-based performance management system in the Inspectorate General of the Ministry of Human Rights, and to analyse and explain the supporting factors and inhibiting the implementation of competency-based performance management system in the Inspectorate General of the Ministry of Law and Human Rights. The research method used in this research is descriptive qualitative. The results of this study indicate that the implementation of competency-based performance management system in the Inspectorate General of the Ministry of Law and Human Rights is included in the pattern of management of Human Resources Management Based on Competence (MSDMBK).

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

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