Proposal of a Framework for Innovation Competencies Development and Assessment (FINCODA)

Abstract

In this article we propose a model of innovation competence of people, based on the existing literature to integrate and complement the existing models. The main contribution of this work consists in demonstrating the differences and similarities of current models and in providing a conceptual definition for each model element. In this way, both researchers and people in charge of Human Resources in companies can obtain a framework to design measuring instruments to assess the innovation competence, whichcan fulfil the twofold demand requirement of validity and reliability.

Exploring Skills and Competencies of Innovation: the Case for a Qualitative Methodology

“…The items of the interpersonal component, in green, present two groupings, except item 8 which is isolated. On one hand, the grouping (7,4,6,17) shows a clear approach to items 14 and 19 which belong to the networking component. On the other hand, a second grouping (3,15,22) which is associated to item 23 of the individual component.…”

“…[7] is a summer of 44 papers collected from different reviews. They found 12 innovations models that present a different degree of specified development and validation.…”

“…They found 12 innovations models that present a different degree of specified development and validation. Therefore, there is not one exclusive classification to group the different capabilities or characteristics that make up innovation [4], [7], [8], [9] and there is much debate on the instrument used in order to identify and validate the acquisition of innovation skills, which means a lack of knowledge on the efficiency of teaching and learning methods.…”

Analisis del grado de consistencia entre diferentes modos de evaluar las competencias transversales de creatividad, pensamiento crítico, liderazgo y trabajo en equipo/red

“…En la literatura existen algunas rúbricas o herramientas de diagnóstico que intentan mejorar la fiabilidad o validez de la calificación de las competencias transversales de creatividad/innovación (Marin-Garcia et al, 2016a;Villa Sánchez & Poblete, 2007), pensamiento crítico (Marin-Garcia et al, 2016a;Villa Sánchez & Poblete, 2007); trabajo en equipo (Marin-Garcia et al, 2016a;Perello-Marin et al, 2016;Pratten et al, 2014;Villa Sánchez & Poblete, 2007) y comunicación (Marin-Garcia et al, 2017b;Marin-Garcia et al, 2008;Villa Sánchez & Poblete, 2007). Adicionalmente, en la Universitat Politècnica de València (UPV) se han propuesto unas rúbricas como orientación para la evaluación de esas competencias (http://www.upv.es/contenidos/COMPTRAN/)…”

How has been assessed the innovation competency in companies and universities?

“…Las competencias son reconocibles, evaluables y relevantes para el desempeño del trabajo y, por otra parte, las competencias pueden desarrollarse, aprenderse y pueden describirse en diferentes niveles Labordeta y Giménez, 2012;Marin-Garcia et al, 2016;Watts et al, 2012). Es por ello que las empresas deben definir las competencias que requieren de sus trabajadores para poder alcanzar el éxito.…”