ANALYSIS OF THE EFFECT OF KNOWLEDGE MANAGEMENT, COMPETENCY, AND INNOVATION ON EMPLOYEE PERFORMANCE

The conformity of employee competencies with their positions and innovation in work implementation is required by the presence of the Civil Servants (PNS) professional demands. Knowledge management is necessary to fulfill the knowledge needs of employees so that competence, innovation, and employee performance can be improved. This study aims to analyze the effect of knowledge management, competence, and innovation on employee performance. All employees in the Finance and Equipment Bureau of the Ministry of Agriculture were involved as the research object. The data were obtained using the census method of 103 Finance and Equipment Bureau employees, interviews with appraisal officials and personnel managers, and employee performance appraisals in 2019. The data processing uses Structural Equation Modeling - Partial Least Square (SEM PLS) analysis. This study indicates that knowledge management has a significant effect on innovation and competence, whereas innovation significantly affects performance. However, knowledge management and competence do not seem to have a significant effect on employee performance. Knowledge management indirectly has a significant effect on performance through innovation. Nevertheless, knowledge management does not seem to have a significant effect on performance through competence. The suggestion for further research is it shall be conducted in a work unit that requires special skills so that the employee competence is taken into consideration.

Management Competency Model: Predictive Neural Network Approach for Empirical Components of Construction Project Proficiency

Management competencies are skills that incorporate the understanding, proficiencies and qualities essential for successful performance. Individuals in the top of the organizational hierarchy presents himself being an effective leader by immersing to a readily difficult activity in the project. Molding the important management competencies was found to be hard since the efficacy of a competent construction manager is dependent on countless administrative aspects. The current study intended to offer a construction management competency for human resource development in construction companies. Utilizing this competency model, the company could increase its performance capacity and productivity. This study developed a competency theory and a hybrid predictive model with specific foci on construction managers. The Management Competency Framework Assessment Instrument was developed, following an approach through factor-item analytic mode. Furthermore, this research constructs a predictive performance model using Artificial Neural Network through the factors associated to successful management performance. A sensitivity analysis was also implemented to assess the relative importance of individual factors to the effective construction performance.

Developing contextualised literature-informed competency frameworks for middle managers in education

The role of a manager within any organisation is often complex and multifaceted. Overtime management theory has developed in an effort to appreciate these complexities and suggest frameworks from which managers should operate. However, should management and the role of a manager be considered generic? Or, instead should we appreciate the distinctions dependant on the context in which a manager is operating in? This paper focuses on education middle managers working in vocational education and training using the Further Education sector in England as a case study to investigate the role. Utilising systematic review the paper will discuss literature on management theory, competency theory and further education management. It considers a range of management theories such as scientific, human relations and open systems theory discussing how these have informed the development of competency theory and frameworks, highlighting the strengths and limitations of prior studies. Building from these studies, this paper creates a new way to develop management competency frameworks. This is illustrated by proposing a contextualised literature-informed competency framework for further education middle managers. Challenging the generic approach to management competency frameworks and providing a platform for empirical studies that develop frameworks contextualised to the external operating environment of the manager.