Modelos de Gestão por Competências: Um estudo longitudinal em uma empresa automobilística

Knapik, Janete; Fernandes, Bruno Henrique Rocha; Sales, Synara Sepúlveda

doi:10.17652/rpot/2020.3.19713

Cited by 5 publications

(5 citation statements)

References 12 publications

(16 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Como a gestão do conhecimento dedica atenção especial ao estudo da dimensão cognitiva, pode-se dizer que ela promove o desenvolvimento de competências. (KNAPIK et al, 2020). A competência, uma vez desenvolvida, faz nascer novas necessidades, incentivando a criação de novos conhecimento.…”

Section: Desenvolvimentounclassified

Abordagens à luz da administração

Santos¹

2023

View full text Add to dashboard Cite

Os autores desta obra: 1. Atestam não possuir qualquer interesse comercial que constitua um conflito de interesses em relação ao artigo científico publicado; 2.Declaram que participaram ativamente da construção dos respectivos manuscritos, preferencialmente na: a) Concepção do estudo, e/ou aquisição de dados, e/ou análise e interpretação de dados; b) Elaboração do artigo ou revisão com vistas a tornar o material intelectualmente relevante; c) Aprovação final do manuscrito para submissão.; 3. Certificam que os artigos científicos publicados estão completamente isentos de dados e/ou resultados fraudulentos; 4. Confirmam a citação e a referência correta de todos os dados e de interpretações de dados de outras pesquisas; 5.Reconhecem terem informado todas as fontes de financiamento recebidas para a consecução da pesquisa; 6. Autorizam a edição da obra, que incluem os registros de ficha catalográfica, ISBN, DOI e demais indexadores, projeto visual e criação de capa, diagramação de miolo, assim como lançamento e divulgação da mesma conforme critérios da Atena Editora. DECLARAÇÃO DA EDITORA A Atena Editora declara, para os devidos fins de direito, que: 1. A presente publicação constitui apenas transferência temporária dos direitos autorais, direito sobre a publicação, inclusive não constitui responsabilidade solidária na criação dos manuscritos publicados, nos termos previstos na Lei sobre direitos autorais (Lei 9610/98), no art. 184 do Código Penal e no art. 927 do Código Civil; 2. Autoriza e incentiva os autores a assinarem contratos com repositórios institucionais, com fins exclusivos de divulgação da obra, desde que com o devido reconhecimento de autoria e edição e sem qualquer finalidade comercial; 3. Todos os e-book são open access, desta forma não os comercializa em seu site, sites parceiros, plataformas de ecommerce, ou qualquer outro meio virtual ou físico, portanto, está isenta de repasses de direitos autorais aos autores; 4. Todos os membros do conselho editorial são doutores e vinculados a instituições de ensino superior públicas, conforme recomendação da CAPES para obtenção do Qualis livro; 5. Não cede, comercializa ou autoriza a utilização dos nomes e e-mails dos autores, bem como nenhum outro dado dos mesmos, para qualquer finalidade que não o escopo da divulgação desta obra. DEDICATÓRIAÀs e aos administradores (as) que consideram a justiça social tão relevante como a eficiência e a eficácia.

show abstract

Section: Desenvolvimentounclassified

Abordagens à luz da administração

Santos¹

2023

View full text Add to dashboard Cite

show abstract

“…In his paper, Otoo (2020) examined the mediating role of employee competencies in the association between HRM practices and the organizational effectiveness of the pharmaceutical industry. Knapik, Fernandes, and Sales (2020) analyzed such issues in the implantation and subsequent revisions of a competency management model in their work. In his article, Zupančič (2020) highlighted the importance of investments in competencies.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The Influence of Determination of the Required Competencies on the Business Performance of Small and Medium Enterprises

Klepić¹,

Klepić²

2023

Tourism and Hospitality Industry

View full text Add to dashboard Cite

Purpose - Small and medium enterprises (SMEs) are very important from a social and economic point of view. They account for two-thirds of jobs in the private sector and are responsible for more than half of the total added value attained by companies in the EU. Competency management consists of three phases: determining the required competencies; determining current competencies and the competency gap; and undertaking activities to ensure and develop the necessary competencies. The required competencies determine the key activities and behaviors required in each key area of work. They represent the basis for the quality performance of other phases of competency management. The primary aim of this research is to determine whether and to what extent determining the required human resources competencies influence the business performance of small and medium enterprises. Methodology - The empirical research was conducted on 234 SMEs in the Federation of Bosnia and Herzegovina (FB&H) in January 2021. The percentage of processed SMEs reflects the real situation according to statistical data on the number of SMEs in the FB&H. An original questionnaire was created for the survey. Data collected by the conducted empirical research were analyzed using graphic representations; descriptive statistics; structural analysis; KolmogorovSmirnov test; Mann-Whitney U test; Kruskal-Wallis test; correlation analysis; factor analysis; and hierarchical multiple regression models. Findings - The research results showed the correlation between the studied variables and the influence of determining the required human resources competencies on the business performance of SMEs. The paper includes a comparison with similar research and recommendations for future research. Contribution - Given that very little research in this area is available in the literature, and that research has not been conducted in this way so far, the contributions of the paper are reflected in several achievements that have made a significant departure from other research on this issue. The same or similar research has not been conducted in Bosnia and Herzegovina so far. The subject of research has been set in a new and original way linking the determining the required human resources competencies and business performance of SMEs through the development of a theoretical model of the relationship between defined variables. An original theoretical and empirical model has been formed, the purpose of which is to determine the impact, direction, and intensity of the links between the first phase of human resources competency management and the business performance of SMEs. A model for measuring business performance has been developed using a balanced scorecard model that includes four perspectives (financial, customer, internal business processes, and learning and growth). Empirical verification of the defined model expanded and deepened the insight into the paradigm of modern business, the first phase of human resources competency management, and its development and affirmation in the field of management and business success.

show abstract

“…Organizations incorporate competencies as a management tool in the CBM model which, according to Redmond (2013, p. 771), "is a written and often graphically enhanced description of the desired competencies that are derived from the firm's strategy and are intended to facilitate organizational growth and change". CBM models are used to align people management practices (recruitment and selection, assessment, training and development, career, compensation, talent management) and relate them to strategy (Knapik, Fernandes, Sales, 2020;Sani et al, 2016;Audenaert, Vanderstraeten, Buyens, & Desmidt, 2014;Redmond, 2013). Considering that organizational competencies require unique resources to make strategies feasible, it is plausible to assume that the individual competencies elected for the composition of a CBM model reflect the uniqueness of the organization's strategies and competences (Salman, Ganie, & Saleem, 2020).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Career axes and work levels concepts are characteristic of modern CBM models (Knapik et al, 2020;Campion et al, 2011), insofar as that implies describing competencies in a differentiated manner, according to a professional's position, in contrast to traditional models that propose the same competencies for everyone, regardless of work process and career level. For example, Knapik et al (2020), when carrying out a longitudinal study in an automotive company that adopted several CBM models over time, with different conceptual bases, found that the model that prevailed and was adopted at the end of the period-due to its functionality -,, incorporated concepts of career axes, work levels and competencies as deliveries.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Modelos de gestão por competências em organizações líderes no Brasil

2021

Self Cite

View full text Add to dashboard Cite

Purpose: To investigate into the strategic alignment of competency-based management (CBM) models implemented in 95 Brazilian organizations, leaders in their respective segments.Design / methodology / approach: The study is a longitudinal, exploratory-descriptive study under a qualitative and quantitative approach.Findings: A great similarity was found in the competencies in the CBM models, both in terms of incidence of competencies and similarity of their descriptions.Research limitations / implications: The study reveals a trend towards a disconnection between individual competencies and organizational strategies and values, and suggests four possible propositions to be investigated in future studies: P1: Absence of conceptual rigor for competences; P2: Insufficient dedication of time to implement a model; P3: Dissemination of “off-the-shelf models”, and P4: Institutionalization of CBMs as a dominant practice for people management.Practical implications: The results point to the need for organizations, when building or updating their CBM models, to pay attention to the concept of competencies used, ensuring the incorporation of the organizational strategy into the model, and dedicating adequate time to its elaboration and implementation in order to customize the CBM model to their needs.Originality / value: It constitutes one of the few longitudinal surveys with a representative sample of existing CBM models in Brazil and worldwide; hence, it captured a phenomenon (homogenization of CBM) that has been difficult to be observed outside this research.

show abstract

Modelos de Gestão por Competências: Um estudo longitudinal em uma empresa automobilística

Cited by 5 publications

References 12 publications

Abordagens à luz da administração

Abordagens à luz da administração

The Influence of Determination of the Required Competencies on the Business Performance of Small and Medium Enterprises

Modelos de gestão por competências em organizações líderes no Brasil

Contact Info

Product

Resources

About