Article

Skill and Competence Management as a Base of an Integrated Personnel Development (IPD) - A Pilot Project in the Putzmeister, Inc./Germany.

J. UCS 01/2003; 9:1381-1387.
Source: DBLP

ABSTRACT The knowledge and the competence of the firm members are substantial success factors in the world-wide competition. For a "Hidden Champion" like the middle-sized manufacturer of Top-Class Concrete Pumps and Plastering Machines, Putzmeister, Inc./Germany, a systematic and anticipating Competence Development System is essential. The article describes a pilot project started in spring 2002 to gain more specific knowledge about the implementation of a strategic computer aided, employee orientated Skill Management System in the Company. The main success factors found are first, an acceptance strategy, which includes the participation of motivated groups of pilots, the integration of the workers council, the support of the management as well as much information and transparency about the objectives and the purpose of the system. Especially a good co-operation with the workers council is from great importance. Finally enough personnel and organizational resources must be given to the project.

16 Followers
 · 
1,561 Views
  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose ‐ The aims of the article are to not only review existing competency models and offer a comprehensive performance-linked competency model towards sustaining competitive advantage, but also validate the proposed model in an Indian textile organisation. Design/methodology/approach ‐ The article operationalises the term "competency" and intends to develop a comprehensive performance-linked competency model after analysing the existing models with respect to competitive advantage; and the model has been validated empirically in an Indian textile company using data envelopment analysis (DEA), cross-efficiency DEA, and rank order centroid (ROC) methods. Findings ‐ It reveals that the comprehensive performance-linked competency model focuses on competency identification, competency scoring and aligning competency with other strategic HR functions in a three-phase systematic method which will subsequently help the organisation to sustain in the competition. It has further been shown how using DEA, cross-efficiency DEA and ROC, an organisation can align individual performances and their competencies in terms of efficiency. Research limitations/implications ‐ If the number of competencies get increased, DEA cannot be used. Practical implications ‐ This can be applied to industry for more efficient and effective performance measurement tool. Originality/value ‐ The paper enables organizations to systematically manage their employee competences to ensure high-performance level and competitive advantage.
    International Journal of Organizational Analysis 10/2013; 21(4). DOI:10.1108/IJOA-05-2011-0488
  • [Show abstract] [Hide abstract]
    ABSTRACT: This study examines indicators of measurement and relative weights on key competency in the financial profession. In addition, the study functions as a reference for training in economic, academic, and financial circles. The findings demonstrate that attitude is relatively the most important construct for professional core competency in the financial professions. Industrial and academic circles suggest that continuous learning is the most important indicator of measurement on key competency. According to industrial circles, secondary indicators are work experience and emotional stability; academia suggests that secondary indicators are emotional stability and problem solving skills.
    Expert Systems with Applications 03/2010; 37(2-37):1503-1509. DOI:10.1016/j.eswa.2009.06.042 · 1.97 Impact Factor
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Few studies attempt to measure organisational learning. Measurement is critical to evaluate relationships between initiatives to support learning and organisational performance. This paper proposes a theory-based tool kit for measurement of organisational learning. By tool kit we mean a collection of methods that each captures elements of the phenomenon 'organisational learning'. The paper clarifies the term and discusses requirements of theories and methods to be included in the tool kit. Some examples of theories with methods are given. Emphasis is placed on Kelly's Personal Construct Theory with the accompanying Role Construct Repertory Test to illustrate methodological requirements.

Preview

Download
98 Downloads
Available from