Pattern Analysis of Core Competency Model for Subcontractors of Construction Companies Using Fuzzy TAM Network

Objective: The Pandemic and All-Hazards Preparedness Act calls for establishing a competency-based training program to train public health practitioners. To inform such training, the Centers for Disease Control and Prevention and the Association of Schools of Public Health managed groups of experts to produce a competency model which could function as a national standard of behaviorally based, observable skills for the public health workforce to prevent, protect against, respond to, and recover from all hazards.Design: A systematic review of existing competency models generated a competency model of proposed domains and competencies.Participants: National stakeholders were engaged to obtain consensus through a three-stage Delphi-like process.Results: The Delphi-like process achieved 84 percent, 82 percent, and 79 percent response rates in its three stages. Three hundred sixty six unique individuals responded to the three-round process, with 45 percent (n = 166) responding to all three rounds. The resulting competency model features 18 competencies within four core learning domains targeted at midlevel public health workers.Conclusions: Practitioners and academics have adopted the Public Health Preparedness and Response Core Competency Model, some of whom have formed workgroups to develop curricula based on the model. Efforts will be needed to develop evaluation materials for training and education programs to refine the model as well as for future training and education initiatives.

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Core Competency Model Can Improve Searches

Women in Higher Education ◽

10.1002/whe.10016 ◽

2010 ◽

Vol 19 (2) ◽

pp. 7-8

Author(s):

Elizabeth Leigh Farrington

Keyword(s):

Core Competency ◽

Competency Model

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Development of a Core Competency Model for the Master of Public Health Degree

American Journal of Public Health ◽

10.2105/ajph.2007.117978 ◽

2008 ◽

Vol 98 (9) ◽

pp. 1598-1607 ◽

Cited By ~ 113

Author(s):

Judith G. Calhoun ◽

Kalpana Ramiah ◽

Elizabeth McGean Weist ◽

Stephen M. Shortell

Keyword(s):

Public Health ◽

Core Competency ◽

Competency Model ◽

Master Of Public Health

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Development of a core competency model of a head of sales for a woodworking enterprise

Forestry Engineering Journal ◽

10.12737/19972 ◽

2017 ◽

Vol 6 (2) ◽

pp. 147-152

Author(s):

Бурянина ◽

Oksana Buryanina

Keyword(s):

Personnel Management ◽

Management System ◽

Central Element ◽

Core Competency ◽

Competency Model ◽

Sales Manager ◽

Competence Model ◽

Preliminary Assessment ◽

Wood Processing ◽

Job Profile

The proposed approach involves building matching job profile on the basis of a preliminary assessment of the options to profile competencies. On the basis of the competency model, and the system of assessing the levels of a candidate, developed in this artide the author built a profile of competencies of a sales Manager of wood processing enterprises. The results of the study showed that the implementation of competence model in personnel management system allow you to create structural personnel policy of the organization, where the competency model is the Central element of the system of personnel management

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Core Competency Deficits in Failed Startup Teams: Towards a Startup-specific Behavioral Competency Model

10.20944/preprints202001.0338.v1 ◽

2020 ◽

Author(s):

Edit Szathmari ◽

Zoltan Varga ◽

Attila Molnar ◽

Gergely Nemeth ◽

Orhidea Kiss

Keyword(s):

Customer Service ◽

Information Seeking ◽

Critical Incident ◽

Core Competency ◽

Team Leadership ◽

Critical Incident Technique ◽

Competency Model ◽

Self Control ◽

Self Confidence ◽

Analytical Thinking

Purpose: There is limited research on the reasons behind startup failure, and none of the available studies use a competency approach. In this study we applied Spencer’s competency model to identify the competencies in startups which, according to their CEOs, contributed to failure. Methodology: Three coders analyzed the stories of 50 startup failures published online using modified Critical Incident Technique. Findings: Two salient competencies were identified playing a fundamental role in startup failures if missing: Information seeking and Customer service orientation. A network pattern of 9 more prevalent competency deficits was created: Technical/professional/managerial expertise, Analytical thinking, Flexibility, Self-control, Concern for order, quality and accuracy, Interpersonal understanding, Self-confidence, Team leadership and Teamwork and cooperation. Besides startup-specific behavior descriptions were added to Spencer’s competencies. Research implications: Competency approach and Critical Incident Technique method proved to be feasible to identify competency deficits in failed startups. Practical implications: The identified competency deficits offer relevant focus areas for the assessment and development of startup teams. Originality: The study provided research evidence to describe the competency deficits of startup teams that are connected to their failure.

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Competency Model of Software Developer in Thailand : A Qualitative Exploration

International Journal of Advanced Trends in Computer Science and Engineering ◽

10.30534/ijatcse/2021/061032021 ◽

2021 ◽

Vol 10 (3) ◽

pp. 1524-1532

Keyword(s):

Three Dimensional ◽

Core Competency ◽

Competency Model ◽

Software Developers ◽

Technical Competency ◽

Hands On ◽

Self Development ◽

Qualitative Research Methodology ◽

Qualitative Exploration ◽

Self Learning

This research study aims to investigate the competency model of software developers in Thailand using the qualitative research methodology. The findings reveal the following: 1) There are two career paths for software developers, namely as entrepreneurs and as employeesin various organizations, whose career development could lead to positions of executives or experts; 2) There are four competency clusters for software developers, namely Core Competency, Technical Competency, Business Competency and Teamwork Competency; 3) The assessment criteria set by workplaces for software developers are three dimensional incorporating software developers’ performance, teamwork behavior, and learning and self-development; and 4) The main method for software developers’ self-development is self-learning based on hands-on practices and supported by training, knowledge management and mentoring.

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