High level competence: a tool for coping with organizational change
ABSTRACT Purpose – The purpose of this paper is to find out and understand the different competence development needs of managers and their ways of learning. The examined managers work in middle management in Finnish information and communication technology sector (ICT) and paper business sector. Design/methodology/approach – The research was qualitative by nature and the used research method was focused interview. The research group included 15 managers from three ICT companies (the ICT managers worked in software development projects) and 15 managers from three paper companies (the paper companies in this research produce pulp, paper and paperboard). Also three directors from both sectors were interviewed. Findings – Changes in organizations force managers also to change. New demanding duties and technological development require continuous training and updating of knowledge. Business sector and previous career path of a manager direct his/her further training need. Managers were responsible themselves for updating their competence. Various learning practices existed. Research limitations/implications – Only two Finnish business sectors were included in this study and the target group was in the middle management level in organizations. Therefore the study is not comprehensive. Practical implications – Useful information concerning training needs of managers generally and specially in ICT and paper business sectors. Originality/value – Provides information concerning the role of competence in changing work environments.
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ABSTRACT: Purpose – The main aims of this paper are to determine the extent to which experienced traders in investment banks based in London are learning by informal methods, which methods are to the fore, and whether HRD staff are providing support for informal learning. It also seeks to find evidence that such investment banks were attempting to become learning organisations. Design/methodology/approach – Empirical research was conducted involving in-depth semi-structured interviews with experienced traders, line managers of traders, and HRD professionals involved in the training of traders in London based investment banks. Findings – Most of the ongoing learning conducted by traders was informal, and on-the-job in nature. This informal learning was ad hoc, poorly recorded, and limited in scope. Support of line managers to learning by their subordinate traders was patchy, with little accountability. HRD professionals were almost entirely concerned with organising formal training courses, and had little knowledge of, or involvement with, informal learning by traders. There was very little evidence of investment banks striving to become learning organisations. Research limitations/implications – The research study was limited to those investment banks willing to take part in the study, and by the banks selecting those to be interviewed. Practical implications – Investment banks have become a powerful component of the UK economy, and the ways in which their traders learn, or could learn, effectively in terms of competence improvement is key to the performance of these banks. Originality/value – Informal learning by traders in investment banks in the UK has been little researched to date. This paper addresses this inadequacy.Journal of European Industrial Training 03/2011; 35(2):154-175.
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ABSTRACT: Social media have enriched the communication profession with new and immediate ways of stakeholder interaction. Along with new possibilities also come challenges – as professionals are engaging in real-time conversations with their audiences on Facebook, Twitter, blogs and the like, they have to learn to mentally cope with an oversupply of possibly relevant information, with an invasion of work matters into the private domain and with changing work contents and structures. This paper proposes a measurement routed in the technostress and overload research to assess these challenges brought to communication workforces by social media. These data were collected in a quantitative survey among 2,579 marketing and communication professionals. Based on an exploratory factor analysis, we demonstrate that being literate in an age of social media encompasses not only knowing how to retrieve and process information appropriately in various social settings, but also – and maybe more importantly – to mentally cope with overload, invasion and uncertainty.Information Communication and Society 01/2012; · 0.70 Impact Factor
Conference Paper: Competency of Shariah Auditors in Malaysia : Issues and Challenges[Show abstract] [Hide abstract]
ABSTRACT: Over the last decade since the inception of the first Islamic bank in Malaysia in 1983, Malaysia saw an increasing demand for Islamic banking services from consumers. Whilst the need for highly trained and skilled manpower in the Islamic banking industry is well established, the main challenge is really a mismatch of talent pool between what is required by the banks and what is offered by the market. Thus, this paper argues for a competency framework for shariah auditors in Malaysia. Prior research reveals that the competency requirements for shariah auditors were still not developed even though there is a need for it. A more recent empirical study reveals that most shariah auditors are either trained in shariah or auditing discipline. There is indeed an urgent need to draft the competency requirements which will include the knowledge, skills and other characteristics (KSOC) requirements to ensure adequate supply of competent shariah auditors to meet the expanding market demand. This paper proposes a new KSOC model as a basis for competency framework for shariah auditors that can uphold their effective functioning in our Islamic banking system.2nd Asean International Conference on Islamic Finance, Yogjakarta, Indonesia; 11/2014