Developing competency models to promote integrated human resource practices

Rodriguez, Donna; Patel, Rita R.; Bright, Andrea; Gregory, Donna; Gowing, Marilyn K.

doi:10.1002/hrm.10043

Cited by 244 publications

(207 citation statements)

References 3 publications

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“…Van der Heijde and Van der Heijden (2006) privileges occupational expertise as an important prerequisite for employability. Additionally, employability requires more generic social and adaptive competences (Rodriguez et al 2002;Wright and Snell 1998). Employees need to proactively screen the environment and prepare themselves for potential changes in job and career requirements and conditions (i.e., anticipation and optimization) and adapt to them (i.e., personal flexibility) (Fugate et al 2004).…”

Section: Competence-based Employabilitymentioning

confidence: 99%

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Froehlich

Beausaert

Segers

2015

Vocations and Learning

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Employees in countries with advanced industrial economies need to continuously develop their competences to sustain their employability -that is, to have a set of competences that enables them to maintain or find an adequate job. But how should efforts to enhance employability progress in the context of the demographic shift? Previous research suggests that employees' perspective about their future working life may influence their motivation to engage in learning activities. The study reported and discussed here investigates how employees' perceptions of the future as a time of opportunities and limitations affects their engagement in learning from others and, in turn, their employability. We tested our model empirically in two Austrian consultancies (n=167). We find that focus on opportunities in the future explains engagement in learning from others and, subsequently, differences in employability. The informants' perspectives about the future may be a helpful alternative to the measurement of chronological age, which is problematic from a conceptual point of view.

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Section: Competence-based Employabilitymentioning

confidence: 99%

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Froehlich

Beausaert

Segers

2015

Vocations and Learning

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“…This study is likely to verify the validity of the measurement tool construct and the extraction of adequate items by factor analysis and reliability analysis. The ratio of sample size to number of measurement items (11:1) was above the minimum (10:1) ratio suggested for factor analysis by previous literature (Kerlinger, 1978;Rodriguez, Patel, Bright, Gregory, and Gowing, 2002). The items indicating above a criterion value by a factor analysis were selected because they were www.intechopen.com closely related to each other, and all the items were thought to be the measures of the same construct.…”

Section: Methodsmentioning

confidence: 99%

Design of a Measurement System of End-User Information Competency with a Case Study

Yoon¹

2010

Advances in Measurement Systems

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“…A competence set of personal knowledge was developed to reduce the performance gaps of components (called attributes or criteria) between learning and doing. The value of competency models is their whole-person assessment or holistic approach in examining competencies within a given occupation, and such information has been used successfully for human resource development in various applications within the workforce [1].…”

Section: Behavior Competencymentioning

confidence: 99%

“…Human resource policies that align the development of employee capabilities with the company's competitive advantages are critical in the strategic allocation of human resources [1,2]. Consequently, many companies have begun adopting employee competency models as predictors to identify and leverage employee capabilities.…”

Section: Introductionmentioning

confidence: 99%

“…A competency model is a descriptive tool for identifying the competencies a person requires to function in a specific occupation [3][4][5][6][7][8]. The value of competency models to companies can be demonstrated from the following three perspectives: (1) alleviating the influence of an information technology and knowledge-based business environment, a competency model can be used for reforming and improving human resource management and talent development; The decision-making trial and evaluation laboratory (DEMATEL) technique can be used to detect complex relationships and construct an influential network relation map (INRM) from tangible and intangible dimensions or attributes (i.e., a competence set). We used the basic concept of the analytic network process (ANP), which is an extension of the analytic hierarchy process (AHP), was adopted in the present study to overcome problems of dependence and feedback from the influence relation matrix in the DEMATEL technique [21].…”

Section: Introductionmentioning

confidence: 99%

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New Hybrid Multiple Attribute Decision-Making Model for Improving Competence Sets: Enhancing a Company’s Core Competitiveness

Huang

Tzeng

2016

Sustainability

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A company's core competitiveness depends on the strategic allocation of its human resources in alignment with employee capabilities. Competency models can identify the range of capabilities at a company's disposal, and this information can be used to develop internal or external education training policies for sustainable development. Such models can ensure the importation of a strategic orientation reflecting the growth of its employee competence set and enhancing human resource sustainably. This approach ensures that the most appropriate people are assigned to the most appropriate positions. In this study, we proposed a new hybrid multiple attributed decision-making model by using the Decision-making trial and Evaluation Laboratory Technique (DEMATEL) to construct an influential network relation map (INRM) and determined the influential weights by using the basic concept of the analytic network process (called DEMATEL-based ANP, DANP); the influential weights were then adopted with a modified Vise Kriterijumska Optimizacija I Kompromisno Resenje (VIKOR) method. A simple forecasting technique as an iteration function was also proposed. The proposed model was effective. We expect that the proposed model can facilitate making timely revisions, reflecting the growth of employee competence sets, reducing the performance gap toward the aspiration level, and ensuring the sustainability of a company.

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Developing competency models to promote integrated human resource practices

Cited by 244 publications

References 3 publications

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Design of a Measurement System of End-User Information Competency with a Case Study

New Hybrid Multiple Attribute Decision-Making Model for Improving Competence Sets: Enhancing a Company’s Core Competitiveness

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