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Competence at Work: Models for Superior Performance

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... Teori pertama berkaitan dengan kompetensi alumni mahasiswa berprestasi. Definisi kompetensi menurut Spencer & Spencer (1993) merupakan karakteristik yang mendasari seseorang dan berkaitan dengan kinerja unggul dalam pekerjaan atau situasi. Jika mengacu pada Iceberg model atau analogi gunung es Spencer & Spencer (1993), kompetensi knowledge dan skills cenderung terlihat dan relatif hanya di permukaan. ...
... Definisi kompetensi menurut Spencer & Spencer (1993) merupakan karakteristik yang mendasari seseorang dan berkaitan dengan kinerja unggul dalam pekerjaan atau situasi. Jika mengacu pada Iceberg model atau analogi gunung es Spencer & Spencer (1993), kompetensi knowledge dan skills cenderung terlihat dan relatif hanya di permukaan. Sedangkan self-concept, traits dan motives lebih tersembunyi, dalam, dekat dengan kepribadian seperti ilustrasi pada Gambar 2. ...
... Gambar 2. The Iceberg Model (Spencer & Spencer 1993) Dari Iceberg model, terdapat dua pembagian karakteristik dasar seseorang dalam berperilaku atau berpikir, menyamaratakan situasi dan bertahan untuk jangka waktu yang cukup lama, yaitu: 1. Visible Competence (kompetensi tampak) Karakteristik seseorang yang terlihat dapat diperoleh dari pendidikan dan pelatihan yang terdiri dari knowledge (pengetahuan) dan skills (keterampilan). ...
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Kementerian Pendidikan dan Kebudayaan menyelenggarakan Pemilihan Mahasiswa Berprestasi (PILMAPRES) tingkat nasional sejak 2004. Kompetisi ini mencakup aspek penilaian komprehensif yang meliputi kemampuan akademik, kemampuan berbahasa asing, capaian unggulan, kemampuan menulis ilmiah, dan kepribadian. IPB University merupakan perguruan tinggi yang memiliki reputasi baik dalam ajang tersebut. Penelitian ini dilakukan pada Direktorat Kemahasiswaan dan Pengembangan Karir IPB dengan tujuan untuk mengidentifikasi karakteristik, menganalisis kompetensi alumni berdasarkan kriteria PILMAPRES dan karir pascakampus, serta menganalisis pengaruh kompetensi terhadap kesuksesan karir alumni program PILMAPRES. Pendekatan yang digunakan adalah kuantitatif berupa survei dan studi dokumen dari berbagai hasil kajian yang relevan. Partisipan penelitian merupakan 45 orang alumni Mahasiswa Berprestasi yang mewakili semua fakultas dan sekolah di IPB. Pengumpulan data dilakukan dengan kuesioner yang diberikan melalui internet kepada responden. Data diolah dengan metode analisis deskriptif dan SEM PLS. Mayoritas alumni bekerja sebagai karyawan swasta dengan masa tunggu rata-rata empat bulan. Dari analisis SEM-PLS diketahui bahwa variabel capaian unggulan dan kepribadian berpengaruh signifikan terhadap kesuksesan karier, sedangkan kemampuan akademik, kemampuan bahasa asing dan kemampuan penulisan ilmiah tidak berpengaruh signifikan. The Ministry of Education and Culture has held National Outstanding Students Selection (PILMAPRES) since 2004. This competition covers comprehensive aspects such as academic abilities, foreign language skills, non-academic achievements, scientific writing abilities, and personality. IPB University has a good reputation in this event. This research was conducted at the Directorate of Student Affairs and Career Development of IPB with the objectives to identify the characteristics of outstanding student alumni, analyse alumni competencies based on PILMAPRES criteria and career, and analyse the influence of competence on career success. The approach used is quantitative with primary data from survey and secondary data from various relevant studies. Research participants were 45 outstanding student alumni representing all faculties and schools in IPB. Data collection was carried out by means of a questionnaire given via the internet to respondents. The data were processed using descriptive analysis and SEM-PLS. The majority of alumni work as private employees with a maximum average waiting period of four months. From the SEM-PLS analysis, it is known that the variables of achievements and personality have a significant effect on career success, while academic abilities, foreign language skills, and scientific writing abilities do not have any significant effect.
... (Madera, Dawson, Guchait & Belarmino, 2017;Sidharta, Priadana & Affandi, 2019) Competence exists or owned by individuals, namely motives, character, self-concept, and knowledge that can produce or produce predictable behavior, in this case, is the individual's skills or expertise. (Spencer & Spencer, 2008) From the expertise that an individual has, which results from his or her competence, it can predict that individuals' performance. Competence always contains goals and objectives, which are motive or trait drives that cause an action to obtain an outcome. ...
... Competence affects employee performance. (Spencer & Spencer's (2008) The higher the employee's competence and under the demands of the job role, the employee's performance will increase. Competent employees usually have the character of attitude and behavior, or willingness and ability to work that is relatively stable when facing a workplace situation formed from a synergy between character, self-concept, internal motivation, and contextual knowledge capacity can quickly overcome work problems. ...
... In the end, all of these things will improve employee performance in terms of both job factors and personal characteristics. This argument supports Spencer & Spencer's (2008) theoretical statement that intellectual, emotional, and social competence as part of the innermost personality of a person can predict or influence individual performance effectiveness. ...
Article
This study aims to determine competence, quality of work-life and employee performance in one of the hotels in the city of Bandung and to analyze the influence of competence on employee performance and the influence of the quality of work-life on employee performance and the influence of competence and quality of work-life together on employee performance. The method used in this research is a survey method with an associative explanation level. Respondents in this study were 95 employees. The data collection techniques used literature study, documentation study, and field study using interviews and questionnaires. The data analysis technique used is a quantitative analysis and statistical analysis. The quantitative analysis includes the respondent's score, while the statistical analysis uses path analysis. The finding shows there is a positive relationship between competence and performance of 0.418, there is a positive relationship between the quality of work-life and performance of 0.596. there is a positive relationship between competence and quality of work-life of 0.371 and epsilon (factors others not researched) of 0.286.
... Competence is theoretically defined by Spencer and Spencer (1993) as the fundamental characteristics of individuals that have a cause-and-effect relationship in achieving effective and/or superior performance in a particular job context or situation. There are three main keys to the concept of competence according to Spencer and Spencer (1993). ...
... Competence is theoretically defined by Spencer and Spencer (1993) as the fundamental characteristics of individuals that have a cause-and-effect relationship in achieving effective and/or superior performance in a particular job context or situation. There are three main keys to the concept of competence according to Spencer and Spencer (1993). The first is an underlying characteristic, which means that competence is the fundamental of personality that can predict how a person acts and thinks in various situations, tasks, or jobs, which include: motives, traits, self-concept, knowledge, and skills. ...
... According to Spencer and Spencer (1993), theoretically, competency is an underlying characteristic of an individual that has a cause-andeffect relationship to work results. Thus, auditor's competencies may be related to the tax audit quality. ...
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One of strategies conducted by tax authority to fulfil its tax revenue target is improving audit quality. To do so, this research was designed to analyze the empirical evidence related to factors in the use of information technology, tax auditor’s competencies, task complexity, and time pressure that could potentially affect the quality of tax audit. The research was carried out by using an online survey followed by 96 tax auditors in Tax Offices in the Special Jakarta Region, with fifteen years of tax audit experience on average. The research data were analyzed by using Partial Least Square-Structural Equation Modeling procedures. The results indicate that the factors of information technology in terms of usefulness, ease of use of technology, and support of technological resources are positively associated with tax audit quality. Tax auditor’s competencies in the aspects of knowledge and skills also indicate positive relations. Meanwhile, the factors in time pressure that could deter the evaluation of evidence, implementing procedures, and detection of tax non-compliance have negative consequences on tax audit quality. The implications of these findings for tax authorities are the urgency in improving information technology that keeps pace with the latest business process to support tax audit, improving tax auditors’ competencies continuously, and managing tax audit time
... HE leaders need always to hone their skills in order to provide leadership qualities (Wallin, 2002), whereas (Spendlove, 2007) suggests that Competence plays an important role Leaders who come from academics often work part-time because they also concentrate on maintaining academic activities where at the end of their term, they will return to become academics/lecturers again. Competence is an ability based on intention (intent), which is realized by behavior that is found to be real or can be conserved in order to predict performance or the ability to solve problems in a particular situation Mc-Clelland, 1973;Spencer, 1993, Kusumastuti, 2018. ...
... The results of the interview with CBI data collection are processed to be described into a competency dictionary with a grouping of levels of behavioral indicators of each competency (Spencer, 1993, Kusumastuti, 2018. The results of the questionnaire data were carried out cluster analysis, namely a multivariate technique with a hierarchical method to classify cognate competency groups from study program leaders and university leaders. ...
... Succession planning is a program to select competent employees to hold critical positions sequentially in the organization. A match between positions and individual competencies needs to be identified before candidate selection (Spencer, 1993& Kandula, 2015. With the Job Competency requirement for talented HEI leadership, prospective leaders can be prepared through experience in occupying positions in higher education organizations, arriving in time to be ready to become competent leaders (Kandula, 2015; Kusumastuti 2020). ...
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Leadership is a factor in the success of Higher Education Institutions (HEIs) in preparing the nation's competitiveness through the quality of its graduates. This study aims to identify standards for HEI executive competency needs to achieve effective performance and as a succession planning framework. The method used with structured interviews is Competency Based Interviews and surveys using questionnaires. The sample used the Executives and Heads of Departments from 7 universities listed in the QS world rankings (Quacquarelli Symonds). Research findings show that Job Competency Requirement for the rector as executive many as 15
... HE leaders need always to hone their skills in order to provide leadership qualities (Wallin, 2002), whereas (Spendlove, 2007) suggests that Competence plays an important role Leaders who come from academics often work part-time because they also concentrate on maintaining academic activities where at the end of their term, they will return to become academics/lecturers again. Competence is an ability based on intention (intent), which is realized by behavior that is found to be real or can be conserved in order to predict performance or the ability to solve problems in a particular situation Mc-Clelland, 1973;Spencer, 1993, Kusumastuti, 2018. ...
... The results of the interview with CBI data collection are processed to be described into a competency dictionary with a grouping of levels of behavioral indicators of each competency (Spencer, 1993, Kusumastuti, 2018. The results of the questionnaire data were carried out cluster analysis, namely a multivariate technique with a hierarchical method to classify cognate competency groups from study program leaders and university leaders. ...
... Succession planning is a program to select competent employees to hold critical positions sequentially in the organization. A match between positions and individual competencies needs to be identified before candidate selection (Spencer, 1993& Kandula, 2015. With the Job Competency requirement for talented HEI leadership, prospective leaders can be prepared through experience in occupying positions in higher education organizations, arriving in time to be ready to become competent leaders (Kandula, 2015; Kusumastuti 2020). ...
Article
Full-text available
Leadership is a factor in the success of Higher Education Institutions (HEIs) in preparing the nation's competitiveness through the quality of its graduates. This study aims to identify standards for HEI executive competency needs to achieve effective performance and as a succession planning framework. The method used with structured interviews is Competency Based Interviews and surveys using questionnaires. The sample used the Executives and Heads of Departments from 7 universities listed in the QS world rankings (Quacquarelli Symonds). Research findings show that Job Competency Requirement for the rector as executive many as 15 competencies, namely Self Awareness, Teamwork, Planning, Self Management, Communication, Execution, Personal Mastery, Conflict Management, Improving Organization, Adaptability, Managing People & Coaching, HE Managing System, Creative Thinking, Self Confidence, Entrepreneurship. The practical implication is that HE leaders can © Kusumastuti et al. Licensed under Creative Common Page 134 use competencies to develop themselves and HEIs prepare succession plans for future leaders as well as develop policies in determining HE leaders from Election to Selection. Keywords: Competency, Leadership, Competency, Election, Selection, Succession Planning, Higher Education
... Secara teoritikal, penyelidikan ini umumnya telah memilih Model kompetensi IceBerg Spencer dan Spencer (1993) dan Model Prestasi Kerja Campbell (1990), menjadi asas utama sebagai panduan dan rujukan untuk diadaptasi dalam kerangka konseptual kajian ini. Kerangka teori kajian dibentuk berdasarkan model utama iaitu Model Kompetensi Bungkah Air Batu (Iceberg Competency Model) yang diperkenalkan oleh Spencer dan Spencer (1993). ...
... Menurut Boulter et al. (2003) kompetensi adalah ciri yang membolehkan seseorang berprestasi cemerlang. Spencer & Spencer (1993) juga menyatakan kompetensi adalah ciri seseorang yang secara langsung mempengaruhi prestasinya di tempat kerja. Lebih jelas dinyatakan oleh Sujana (2012), semakin tinggi kompetensi semakin tinggi prestasi kerja. ...
... Ia juga menepati aspek yang diberi penekanan dalam Model Kompetensi Bongkah Ais (Spencer & Spencer 1993) iaitu kompetensi yang merupakan sebahagian daripada ciri peribadi sebagai satu aspek yang meningkatkan prestasi kerja ketua panitia. Apabila prestasi kerja ketua panitia adalah tinggi, maka guru yang mempunyai ciri-ciri kompetensi yang tinggi juga dapat dibentuk serta profesionalisme perguruan juga dapat ditingkatkan. ...
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The performance of employees is highly emphasized by the school organization to improve the quality of superior and effective services. Competencies are given priority for each leader to achieve success in their work performance. Therefore, this study aims to identify the influence of competence on job performance. The survey method was used in this study by distributing questionnaires. A total of 278 committee heads from 163 national secondary schools in the state of Pahang were involved as respondents in the study. Sample selection is by strata sampling. Analysis of study data was using SPSS software version 23 and SmartPLS 3.0. Analysis using PLS-SEM found that there was a significant influence between competence and job performance. The findings of this study have practical implications for the MOE to assess competencies and abilities by including factors that contribute to the improvement of the work performance of the head of the committee. In conclusion, it was found that the head of the national secondary school committee in Pahang has high work competencies and can present the required characteristics in the context of employment.
... Competency is de ned as a personal trait or set of habits that lead to more effective or superior job performance, and competencies can be used for translating strategy into job-related performance and individual behaviours [1][2][3]. Competency-based education (CBE) has been used in the graduate, postgraduate and continuing education to improve the education quality and teaching effect, which is an outcomes-based approach to design, implement, assess and evaluate education programs through a well de ned framework of competencies [4]. Therefore, developing a competency framework could be considered as a key step toward CBE [5]. ...
... Firstly, the competency framework in this study was designed for military nurses, and this framework re ected their dual roles and diverse responsibilities. Secondly, the competency framework in this study was developed based on the Onion Model of competency theory, which not only facilitate to include all the elements of competency model, but also help to clarify different elements of competency model [2]. When compared with the advanced nursing practice pillars for UK military and READI in USA military, it can be found out that the competency framework in this study covered most domains of the above two, such as clinical practice, operational nursing, management, research, education, soldier/survival skills [9,13]. ...
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Background As military nurses are required to maintain high level of clinical expertise and currency for short-notice deployments of global health missions, competency assessment and capability building is a basic paradigm of military nursing. However, research focusing on the competencies of military nurses is limited. Methods: A two-phased procedure was implemented. In phase 1, the competency framework was developed by scoping review and crosschecking the common used competency framework of nurses. During phase 2, two rounds of a Delphi process were carried out and a penal of experts used a 5-point Likert scale to rate their level of agreement with the competency statement. Results:Experts of military nursing and military medicine responded to the first round (n = 19), and the second round (n = 19). The final competency framework consisted of 67 competencies and was classified into five domains: clinical nursing knowledge and skills, military nursing knowledge and skills, professional ability, management ability, and comprehensive quality. Conclusion: The competency framework developed in this study lays solid foundation for competency-based education of a competent nursing team to play a significant role in the global health.
... Hal tersebut dapat didasari bahwa definisi kompetensi mengikuti alasan penggunaan dari definisi tersebut (Hoffmann, 1999 (Salman et al., 2020). Spencer & Spencer (1993), mendefinisikan kompetensi sebagai karakteristik dasar yang dimiliki individu yang berhubungan kausal dengan pemenuhan kriteria efektif dan atau kinerja yang superior dalam suatu pekerjaan atau situasi. Karakteristik yang dimaksud merupakan lima tipe kompetensi, yaitu motives, traits, self-concept, knowledge, dan skill. ...
... Model) Sumber: Spencer & Spencer (1993) ...
Article
The quality of the asset administrator influences the quality of the financial reports of The Government of Papua. Based on the results of the BPK RI (Badan Pemeriksa Keuangan Republik Indonesia) review, the findings of asset management are related to the management procedures conducted by the asset administrator in The Government of Papua. The mapping of asset administrator competencies will provide an overview of asset administrator competence gaps and development needs. Competence mapping can be carried out using Permendagri No. 38/2017 concerning the Competence Standards for ASN Positions consisting of three types of competence, namely technical competence, managerial competence and socio-cultural competence. Technical competence refers to Permendagri No. 19/2016, which outlines out all the duties, functions and authorities of asset managers. Asset administrator competence mapping can assist the Government of Papua in the planning of future asset administrator competence development in order to optimize asset management performance. The diverse educational backgrounds of asset administrator and the lack of training lead to a wide range of educational and training needs that can be applied.
... But the high risks are often followed by success because of the initiative they take. Spencer and Spencer (1993) mentioned that initiative is important because employees with initiative do things without being asked, improve work results, avoid mistakes, and find or create new opportunities. Initiative is the basis of other character traits, such as inventiveness, creativity, punctuality, responsibility, and lightheartedness. ...
... Initiative is the basis of other character qualities, such as inventiveness, creativity, punctuality, responsibility, and lightheartedness. This result supports those of Spencer and Spencer (1993) and Yasmeardi et al. (2020), who stated that results attained through hard work are a matter of pride and satisfaction for every employee. ...
Article
This research focuses on the main problem that employee job satisfaction in the departments, agencies, offices, and secretariats of Sumedang Regency, West Java, that deliver public services is less than optimal. This study thus investigates the reasons for employees’ lack of job satisfaction. It is based on the theoretical context of public administration science and applies the research method of quantitative analysis, while the population it studies are the structural officials who work in Sumedang. The research hypothesis is examined using the Partial Least Squares (PLS) approach to Structural Equation Modeling (SEM), supported by the Smart Partial Least Squares (SmartPLS) computer software program. The results of the study show that communication style, individual initiative, and the reward system together have a strong and significant influence on managerial support, which in turn affects employee job satisfaction in departments, agencies, offices, and secretariats in Sumedang. The study concludes that the concept of managerial support has a strong and definitive effect on employee job satisfaction. The findings suggest the need for further research on how communication style, individual initiative, reward systems, and managerial support can contribute to improving public services, especially from the perspective of public administration science. This study’s originality lies in how it highlights the need to adopt more flexible human resources management in the public sector, similar to that employed in the business sector.
... Terkait fenomena di Pengadilan Agama Banjarmasin, yang terindetifikasi bahwa masih adanya sebagian kompetensi pegawai belum sesuai dengan standar yang dibutuhkan organisasi misalnya kemampuan mengambil keputusan yang mencakup aspek pengetahuan, pengalaman, dan keterampilan, yang diperlukan dalam melaksanakan tugastugas jabatannya. Menurut Spencer dan Spencer (1993) hubungan antara kompetensi pegawai dengan budaya organisasi adalah sangat erat dan penting sekali, relevansinya ada dan kuat akurat, bahkan pegawai apabila ingin meningkatkan kinerjanya seharusnya mempunyai kompetensi yang sesuai dengan tugas pekerjaannya. Kompetensi dapat menyebabkan atau digunakan untuk memprediksi kinerja seseorang artinya jika mempunyai kompetensi yang tinggi, maka akan mempunyai kinerja yang tinggi pula. ...
... au melakukan suatu pekerjaan yang dilandasi atas keterampilan dan pengetahuan serta didukung oleh sikap kerja yang dituntut oleh pekerjaan tersebut. Kompetensi menunjukkan keterampilan atau pengetahuan yang dicirikan oleh profesinalisme dalam suatu bidang tertentu sebagai sesuatu yang terpenting, sebagai unggulan bidang tersebut (Wibowo, 2017:271).Spencer dan Spencer (1993) mengklasifikasikan dimensi menjadi tiga, yaitu kompetensi intelektual, kompetensi emosional dan kompetensi sosial(Irvianti & Liusman, 2016). Hasil penelitian ini konsisten dengan penelitian Agustin (2012), Bestari (2011) dan Marcahyono (2012) yang menyatakan bahwa motivasi berpengaruh sifnifikan terhadap kinerja pegawai.Gomes (2003) ber ...
Article
Abstrak: Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh pengaruh kompetensi aparatur sipil negara dan komitmen organisasi terhadap kinerja pegawai melalui budaya organisasi pada Pengadilan Tinggi Agama Banjarmasin. Penelitian ini merupakan jenis explanatory research. Populasi dan sampel dalam penelitian ini adalah seluruh pegawai di Pengadilan Tinggi Agama Banjarmasin yang berjumlah 58 orang. Metode analisis yang digunakan adalah analisis jalur, dengan menggunakan Smart-PLS. Metode pengumpulan data dengan cara pembagian kuesioner sebanyak 58 pernyataan, wawancara dengan beberapa pertanyaan dan dokumentasi. Hasil penelitian membuktikan bahwa, kompetensi aparatur sipil negara dan komitmen organisasi berpengaruh terhadap budaya organisasi. Sedangkan, kompetensi aparatur sipil negara, komitmen organisasi dan budaya organisasi tidak berpengaruh terhadap kinerja pegawai pada Pengadilan Tinggi Agama Banjarmasin. Kemudian, terdapat pengaruh kompetensi aparatur sipil negara terhadap kinerja pegawai pada Pengadilan Tinggi Agama Banjarmasin melalui budaya organisasi sebagai mediasi dan tidak terdapat pengaruh komitmen organisasi terhadap kinerja pegawai pada Pengadilan Tinggi Agama Banjarmasin melalui budaya organisasi sebagai mediasi. Kata kunci: kompetensi, komitmen organisasi, budaya organisasi, kinerja
... a. Understanding of the work that needs to be done -critical reasoning, strategic capabilities, business know-how b. job completion -achievement drive, proactive approach, confidence, flexibility, concern for effectiveness, persuasion, influence c. taking others with you -motivation, interpersonal skills, attention to output, persuasion, influence. Spenser and Spencer (2008) argue that competence is the basic foundation of people's characteristics and identifies ways of behaving and thinking, equating situations, and supporting for long periods. This opinion emphasizes competence as a person's character capital in identifying how he behaves, thinks, and adapts. ...
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The era of globalization demands a change in the paradigm of public service in government characterized by clean government or what is known as good governance. This has become a concern for the local government. The effect is that the state civil apparatus, or ASN, is required to provide quality public services based on the principle of public service. For this reason, a strategy is needed to build ASN competencies that include knowledge, skills, and attitudes. Therefore, the research aims to analyze the competency development of the State Civil Apparatus in creating public service professionalism. This research uses a qualitative approach with descriptive methods. The results of the study show that the creation of public service professionalism is highly dependent on the development of ASN competencies related to public services. This is supported by performance, employee accountability, employee loyalty, and employee capabilities. In this study, the authors suggest 6 points that can create public service professionalism if ASN competence is increased, namely increasing accountability, strengthening a sense of nationalism, forming public ethics, fostering an anti-corruption attitude, creating quality commitment, and providing optimal public services.
... According to the Iceberg Model, knowledge and skill competencies are often visible, somewhat surface-level, and thus easily developed through training, which is the most cost-effective approach to secure these personnel talents. Self-concept, characteristic, and motivation competences, on the other hand, are more concealed and important to personality, making them more difficult to analyze and improve; yet, it is the most cost-effective approach to use those as project managers' recruiting criteria (Spencer & Spencer, 2008). ...
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In recent decades, several definitions of competency have been presented by prominent thinkersand scholars of this field, each of them deals with the competency from a certain angle andexpressed different dimensions. Furthermore, the competency approach in human resourcemanagement (HRM) is not a new trend, and the subject of competence is a very old subjectmatter. On the contrary, human resource competence is one of the most important issues of anyorganization, which includes diverse, attractive and, simultaneously, sophisticated topics. Today,due to the dramatic changes in the field of HRM and the trend of managers to meritocracy in theorganization, the planning of an organization based on competency has a special place. Differentstudies in this field show that the necessity to pay attention to the mission perspective, strategy,organizational goals and structure will be an integral part in the successful assignment of humanresources and, without regard to this, the organization's approach cannot be determined. The useof human resource competency models in multiple construction projects requires a majorparadigm, which in HRM literature refers to the competency-based human resource management(CBHRM), and changes the thinking of human resource managers across individuals andorganizations, generally. This competency-based management approach is a coherent approachfor managing human capital in the long term, based on a common set of competency modelsrelated to the macro strategies of each project in this field. In this paper, the researcher initiallyreviewed the diversity of conceptual frameworks and components of competency models inconstruction projects. Then, the competency models of the project manager, civil engineer, andconstruction foreman and worker are identified in project-oriented organizations. At the end ofthe research, a set of competencies of professional, ethical, cultural and social behaviour ispresented in a variety of competency models.
... The Spencer Competencies were defined as the basic characterisation of the individual associated with the highest achievement in the working situation (Spencer, Spencer, 1993). Appropriate competences have the potential to achieve objectives and growth opportunities. ...
... Competence is the basic foundation of personal traits that show behavior and thoughts, identify situations and provide long-term support (Izzatika and Lubis, 2016). Competence is also defined as the characteristics of an individual related to the results achieved in the company (Spencer, 1993). DPS members who are highly educated will be able to solve not only sharia problems but also economic problems (Rahma & Bukair, 2013). ...
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This study aims to examine the implementation of Islamic maqasid performance in Islamic banks by considering the influence of the aspects of Intellectual Capital (IC) and the Sharia Supervisory Board. This study uses a sample of Islamic banks in Indonesia that are registered with the Financial Services Authority. The number of observational data is 148 data during the 2008-2020 period. To test the research hypothesis used panel data regression model analysis. The analytical tests used in this study were the preliminary test (Breusch-Pagan, likelihood test, hausman test) , diagnostic tests (heteroscedasticity test and autocorrelation test) and hypothesis testing. Based on the results of the three preliminary tests in determining the panel data regression model, this study will use a random effect model . The results of the study reveal that Intellectual Capital (IC) has a positive influence on the performance of Islamic maqashid . Utilization of Intellectual Capital (IC) that is more optimal can improve the performance of higher Islamic banking maqashid sharia.
... Oleh sebab itu, guru pun diharapkan untuk memiliki kompetensi yang sesuai dengan kebutuhan pengajarannya di sekolah. Spencer & Spencer (2011) menguraikan hakekat kompetensi sebagai berikut: "Competency is underlying characteristic of an individual that is causally related to criterion-reference effective and/or superior performance in a job or situation". Kompetensi yang dimiliki oleh seorang guru, tentunya akan berbeda satu sama lain, tergantung pada karakter, pengalaman, serta kondisi dan latar belakang pendidikan masing-masing. ...
Article
Social interaction is an early foundation for children to learn recognizing their surrounding environment. This study aimed to examine the relationship and contribution of teacher social skill in interaction between children through language development, especially speaking in early ages. The research was conducted I Bandar Lampung as from September through October 2015. The research subjects were 30 early childhood teachers in Bandar Lampung, which was carried out through purposive sampling technique. The research method was conducted with a quantitative approaches-regression method. The data was collected through a questionnaire and was analyzed by using simple linear regression analysis. The results showed a regression coefficient between variables for 0,511, with a significance value of 0,003. Interaction performed deeply by teachers on children has a significant influence to the children’s speak development. Although the contribution has not been adequate, it indicates that the quality and quantity of interaction between teachers and children needs to be increased.
... Com o avanço dos estudos sobre competências, o contexto vai assumindo maior ênfase ao representar a "competência" associada à ideia de compartilhamento, em rede, em processo de comunicação (Fleury & Fleury, 2001, 2004, Dutra, 2004, na integração e transferência de competências individuais referidas ao contexto profissional (Le Boterf, 2003). Nesse caminho, surge o interesse pela definição de 'competências gerenciais', definidas como as que envolvem conhecimentos, habilidades e atitudes esperados dos que exercem funções de administração/gestão (Borges-Andrade & Bittencourt, 2004, Spencer & Spencer, 1993, Freitas & Odelius, 2018, Alves Filho, Silva & Muzzio, 2019, pela compreensão de sua influência no desempenho de equipes de trabalho e, consequentemente, sobre os resultados da organização (Brandão et al., 2012) Por se referir às práticas gerenciais, essas competências situam a capacidade de mobilização de conhecimentos, habilidades, atitudes e valores, como recursos (tangíveis e intangíveis) na obtenção de resultados (Alves Filho, Silva & Muzzio, 2019), considerando o contexto, os recursos disponíveis e a estratégia da organização (Freitas & Odelius, 2018). As competências gerenciais mais reconhecidas na literatura são: orientação para resultados; habilidade com pessoas e equipes; liderança, coordenação e motivação; habilidade com mudanças, inovações e capacidade de adaptação situacional; comunicação; planejamento; atitudes e valores; gestão do conhecimento e da aprendizagem; conhecimentos e habilidades técnicas; e organização, alocação e mobilização de recursos (Freitas, 2016). ...
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Objetivo: identificar fatores associados às competências gerenciais favoráveis ao Desenvolvimento Sustentável. Referencial teórico: Para tanto, recorreu-se ao levantamento de categorias realizadas por Bizarria et. al. (2020), em estudo qualitativo desenvolvido com base em entrevistas com administradores e gestores organizacionais inseridos no mercado de trabalho. Método: Seguindo as categorias apresentadas; Relações interpessoais, Inovação sustentável, Análise multidimensional, Decisão sustentável, Estratégias sustentáveis e Racionalidade-filosofia, realizou-se a elaboração de um questionário, que obteve como respondentes 207 profissionais atuantes em empresas brasileiras como administradores/gestores de unidades de trabalho ou organização. Resultados e conclusão: Com a escala inicial de 36 itens, a Análise Fatorial Exploratória (AFE), em 5 momentos, resultou em 25 itens, analisados por meio da Análise Fatorial Confirmatória (AFC), que, em três etapas, resultou em 18 itens distribuídos em 6 fatores em um modelo com ajustes moderadamente satisfatórios. Implicações da pesquisa: Foram observados ajustes satisfatórios na maioria dos índices de ajustamento (absoluto, relativo e de parcimônia): os parâmetros de χ2 [(196,422, p 0,00), ajustado, pois < 3], RMSEA [(0,056), ajuste aceitável, pois < 0,08], CFI [(0,881), ajuste aceitável, pois > 0,8], TLI [(0,846) ajuste aceitável, pois > 0,8], NFI [(0,759), ajustado, pois < 0,8], PRATIO [(0,771), ajustado, pois >0,6], PCFI [(0,680), ajuste aceitável, pois > 0,6], PNFI [(0,585) ajuste moderadamente aceitável, pois < 0,6], AIC [309,226], menor valor entre os modelos, então, mais ajustado. Originalidade/valor: Por fim, foram definidas 6 categorias (Estratégias, Orientação para Resultado, Inovação, Análise, Liderança e Valores, todos na perspectiva do Desenvolvimento Sustentável) com seus respectivos temas presentes em 18 variáveis do instrumento, representando o modelo final.
... The quality of lecturers can be seen from their competence. Competence is the ability of a person (lecturer) to carry out their duties well [92], such as being able to develop new products and market opportunities, building an innovative environment, initiating investor relationships, defining core purpose, coping with unexpected challenges, and developing critical human resources. We argue that entrepreneurial self-efficacy is central to mediating the effect of perceived lecturers' entrepreneurial competency on entrepreneurial attitude orientation. ...
Article
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Sustaining youths interest in entrepreneurial education is important to cultivating future entrepreneurs. This study examines factors influencing entrepreneurial attitudes among youth using 334 respondents within the context of Indonesian institutes of higher learning. The findings show that in entrepreneurial education, both perceived educator competency and perceived social support are important drivers for the creation of self-efficacy in youth. However, only perceived social support is directly related to increased entrepreneurial attitude orientation. On the other hand, when self-efficacy is introduced as a mediating variable, both perceived educator competency and perceived social support show influence on youths entrepreneurial attitude orientation. From these findings, the research proposed both its theoretical and managerial implications.
... After that, competency as a group of special kinds of ability that will lead to excellent performance is independent from other ability research. L.M. Spencer and S.M. Spencer published their book Competence at work: models for superior performance in 1993, which gave a complete definition of competence [8]. In the book, based on the accumulation of nearly two decades of competency database, a competency dictionary with good internal logic is proposed, and various competency factors obtained from research are collected. ...
Article
This article adopts a comparative text analysis method, uses the iceberg model to analyse, encode and compare the differences in competency requirements of different levels in the United Nations. This articles selects two levels (entry-level and senior-level) of United Nations professional employees as the research objects to explore the competency requirements of major positions in supranational organizations. This article finds that the lower the level of positions, the higher the requirements for competency in the above-water dimensions of knowledge, skills, and motivation; meanwhile, the higher the level of positions, the higher the requirements for competency in the three underwater dimensions of social role, selfconcept, and personality traits. Moreover, the characteristics of competency requirements iceberg model corresponds to the 3 core values and 8 Core competencies and 6 management competencies as proposed in the Future Competence by the United Nations, and the iceberg model of supranational organization competency requirements proposed in this article can be used as a supplement to the Future Competence.
... Katz (1974) discovered that the talents required to be a good manager fall into three categories: technology, people, and ideas. From an industrial standpoint, Spencer and Spencer (1993) describe competitiveness as a core personal attribute of an individual that leads to great performance in a specific setting. Technical skills connected to technical and administrative needs, which typically comprise the development of broad knowledge and skills relating to human, personal, and interpersonal conduct, were advocated by Rainsbury et al., (2002). ...
Article
Customer retention and satisfaction are the most important objectives and indicators of a company's success in today's world, and monitoring them is one of the most important management jobs. The modified SERVQUAL model was used to examine service quality and its impact on customer satisfaction and retention in the Ghanaian shipping industry. The study used a quantitative research approach and a non-probability sampling method. The demographic data was evaluated using frequencies and percentages, while the measurement and structural model were evaluated using Partial Least Square in Smart PLS 3.2.9. Assurance and responsiveness both have a detrimental influence on customer satisfaction. Customer satisfaction has also been demonstrated to influence customer retention. Empathy, reliability, and tangibility were shown to have a beneficial impact on customer satisfaction. Customer satisfaction was unaffected by the delivery service's quality or the personnel's competence. The study adds to the body of knowledge on customer service quality, as well as customer satisfaction (CS) and customer retention (CR). Examining the many parts of the SERVQUAL model and their impact on CS and CR is critical for the establishment of an effective organization, especially in the shipping sector, as this study illustrates the main variables.
... In this sense, retrieval processes can be automatic, demanding a low level of awareness; analysis or utilization of knowledge requires thinking with a higher degree of awareness, as well as when establishing plans by the metacognitive system and much higher still, in the internal system (self), for example, for decision-making. Our model is based on the hierarchical taxonomy of learning domains [25,30]. Figure 1 situations [22,23]. The Generic approach identifies the most effective people [21], and through statistical analysis, the principal and generic characteristics of the most effective performers are defined. ...
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The growth of business intelligence and analytics (BI&A) and technological advancement is having an impact on business dynamics, implying that executives need to adjust their management skills to create value and a sustainable competitive advantage in agile environments. In this research study, a model (LDM–BI&A) consisting of knowledge and skills domains for BI&A leadership has been proposed to measure strategic leadership skills for BI&A business managers in Chilean SMEs. The skills were studied according to their demand (role requirements) and supply (university curricula in Chile). Factorial validity was determined using Confirmatory Factor Analysis, showing that the model satisfactorily fit the data. The instrument proves reliable, showing solid psychometric properties, and contributes to the literature as it has the design and empirical validation of an instrument that measures skills linked to business managers in Chilean SMEs. This will provide support to Human Resources managers on how BI&A leadership skills can be diagnosed, maintained, and developed.
... Tahapan sosialisasi ini bertujuan memberi pengetahuan kepada mahasiswa tentang kompetensi, pengakuan kompetensi dan strategi pemeliharaan kompetensi. Hal ini relevan dengan pendapat dari Spencer & Spencer (1993) yang menyebutkan lima karakteristik kompetensi yaitu pengetahuan, keterampilan, konsep diri dan nilai-nilai, karakteristik pribadi, dan motif. Pengetahuan sebagai salah satu unsur menjadi bagian yang penting karena mendasari unsur kompetensi lainnya. ...
Article
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Understanding of competence and maintaining competence is an important part of human resource development in Indonesia. Higher Education which is part of human resource development needs to ensure that students have the same understanding. The activity aims to provide an understanding of the importance of certification and competency maintenance. The activity was carried out by online method through the Zoom Room Meeting application, with 79 participants from various backgrounds. In collaboration with the Psychology Competency Test Center of Universitas Muhammadiyah Surakarta, the material presented for 60 minutes includes the understanding and elements of competence, recognition of competence, and strategies for maintaining competence. The success of the activity was assessed by measuring the understanding of competence before and after giving the material (pre-test and post-test), with the results showing an increase in the average value of pre-test and post-test although not statistically significant. The next event is recommended to use a more practical method regarding the same material.
... Among the factors that are taken into account to identify teacher challenges are knowledge level, skill level, and attitude. The components of teacher competency considered in determining the challenges teachers face in the IEP implementation process are consistent with Spencer and Spencer's (1993) Iceberg Competency Model. Referring to Spencer and Spencer's Competency Model, there are seven categories of competencies which can be divided into two groups. ...
Article
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This study identified teacher challenges in the implementation of the individualized education plan (IEP) for special educational needs (SEN) children with learning disabilities (LD). A systematic literature review (SLR) was conducted to identify and synthesize the literature on this topic. Twelve studies met the inclusion criteria and were included in the analysis. Most of the findings indicated that teachers face challenges in all three aspects of competency challenges, that is knowledge, skill, and attitude challenges. Lack of knowledge on criterion-referenced tests (f = 3; 42%) can be considered as the biggest knowledge challenge faced by teachers. The biggest skill challenge was also found in the evaluation process, with teachers being less efficient in carrying out the evaluation process (f = 4; 57%). In terms of attitude challenges, the lack of motivation (f = 4; 66%) in implementing the IEP for LD children is the most common challenge encountered by teachers. Therefore, the results of the analysis and research carried out can serve as a guide and reference for educators, the Ministry of Education (MOE), and future researchers in an effort to solve teachers’ competency challenges in the IEP implementation process. However, additional high-quality research or an empirical study should be conducted to verify the validity of the conceptual framework formed by conducting a survey study in Malaysia.
... Cependant, la diffusion de dictionnaires de compétences génériques (Spencer & Spencer, 1993) et, de façon plus contemporaine, les logiciels conçus pour faciliter leur gestion, reposant sur des processus de généralisation et de quantification, ne font que renforcer le caractère opaque et implicite de ce que recouvrent la notion de compétence (Bouteiller & Gilbert, 2009). Force est alors de constater que cette notion est peu opérante pour traiter de la question des contenus et des situations de formation. ...
Thesis
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Inscrite dans le cadre de l’analyse de l'activité comme préalable à la conception de formation, cette thèse est réalisée avec des selliers-formateurs de l’Institut Français du Cheval et de l’Équitation au cours d’un processus participatif, collaboratif et itératif. Nous mobilisons les outils et concepts de la didactique professionnelle pour co-élaborer avec les professionnels des graphes de fluences afin de saisir les organisateurs des gestes professionnels. Ceux-ci sont appréhendés grâce au concept de schème, qui permet d’analyser les différentes dimensions du geste et leur organisation en intégrant des questions de performance et de santé au travail. Pour cela, nous confrontons les selliers-formateurs à des traces de l’activité professionnelle, aux différentes versions des graphes et à notre questionnement pour identifier des composantes de leurs schèmes, à partir desquelles les graphes sont co-élaborés. Nous montrons d’une part que ces graphes peuvent nous permettre d’identifier des organisateurs de l’activité qui jouent un rôle dans la prévention des risques de troubles musculosquelettiques et d’autre part qu’au cours du processus, ces représentations externes deviennent des objets intermédiaires de conception. Porteurs de systèmes de médiations dont se saisissent les différents utilisateurs, ils remplissent différentes fonctions : instruments visant de futures formations, aide à la sélection des extraits des données vidéographiques pour la production de vidéos destinées à la formation, grille de leur analyse lors des séances de vidéoformation. Les choix, actions et interactions interindividuelles organisant la conduite du projet sont des marqueurs de la construction sociale, épistémologique et pragmatique de la conception.
... We address differences in research by presenting a conceptual model of the effect of competence on business performance. This research follows the theory of Spencer (1993), describing that ability is measured through technical ability, relationship ability and customer service ability. This research used competency indicators in Christiana's (2014) research, namely technical ability financial ability and relationship ability as well as marketing ability, especially customer service ability. ...
Article
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The income of Micro and Small Culinary Businesses in Banjarbaru in 2015-2019 has increased. Business development can be influenced by entrepreneurial competence and external factors. The purpose of this study was to analyze the effect of individual characteristics and psychological characteristics on entrepreneurial competence, the influence of entrepreneurial competence and external factors on business performance, and the influence of external factors on entrepreneurial competence. This research was conducted using a survey technique. The data analysis tool used SEM. The sample in this study was in the amount of 210. The method of data collection was done by direct interviews and google form through whatssapp respondents. The results of the study showed that entrepreneurs who were tenacious and had high motivation were going to have high entrepreneurial competence. Entrepreneurs having high technical ability had high business performance. Entrepreneurs having many social networks had high business performance. The conclusion of this study was that individual characteristics and psychological characteristics had a positive effect on entrepreneurial competence, whereas entrepreneurial competence and external factors had a positive effect on business performance.
... A mandatory computer initiative is shown by the ability to collect and manage information, serve the company's and own well-being, have the option to set out and hold onto open doors, foster prescribed procedures and acceptable conduct constantly and have a carefully situated methodology. Spencer & Spencer (1993), performance is defined as the outcomes of a person or group's work function or activities that are influenced by a variety of factors to achieve organizational goals within a predetermined time frame. According to Augustina (2019), performance is defined as the outcomes of a person's or group's work function or activities that are influenced by a variety of factors to achieve organizational goals within a predetermined time frame. ...
... Competency refers to "an individual's demonstrated knowledge, skill, or ability" (Ulrich et al., 1995) that activates actual performance and employee potential (Luna Arocas and Morley, 2015). Spencer and Spencer (1993) identified five categories of competency characteristics, including motivation, characteristics, self-concept, knowledge, and skills. First, motivation is the thought that a person keeps thinking or wants to stimulate action. ...
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Introduction Based on the job demands-resources model, this study aims to explore the relationship between mindfulness in web editors, work performance, workplace spirituality, and digital competencies. Methods Online data from the Tencent Questionnaire Platform was used to examine the proposed research model. We distributed questionnaires to new media companies, and a total of 431 valid questionnaires were collected. Results and Discussion The results suggested that mindfulness in web editors can improve workplace spirituality, digital competencies, and work performance. In addition, workplace spirituality was found to act as a mediator between mindfulness and work performance. And, digital competencies did not play a mediating role between mindfulness and work performance, but workplace spirituality and digital competencies played a chain mediating role between mindfulness and work performance. The study explained the internal impact mechanism of mindfulness on work performance in web editors, and proposed methods to improve mindfulness, revealing the chain mediating role of workplace spirituality and digital competencies in the impact of mindfulness on work performance, which might provide new insights into existing research. It can provide a reference for new media companies to manage the team of web editors and improve the work performance of web editors.
... El instrumento para autoevaluar el perfil docente, considero 8 secciones dentro de las cuales, los primeros datos para la caracterización del perfil docente, un segundo para el consentimiento de la investigación y a partir del tercero se aplica, a partir del tercero se usó el cuestionario de Rojas et al, que consta de 31 variables, que fueron conformados por una revisión bibliográfica de autores [6], organizados en un modelo se aplica el modelo del Iceberg que exploran: conocimiento, habilidades, rol social, rasgos de carácter, valores y motivos, que consta de 28 ítems, contiene conceptos y variables basados en el modelo de competencias de Spencer y Spencer [9] considerando 22 aspectos descriptores. Autoevaluados en una escala de tipo Likert progresiva donde los valores van de 0 a 4, siendo 0 =Nunca, 1 =Casi nunca, 2 = A veces, 3 =Casi siempre, 4 =Siempre. ...
... Kemudian ini secara substansial mengalami perubahan dengan masuknya berbagai isu dan pembahasan mengenai konsep kompetensi dari berbagai literatur (Haryanto, 2021). Kompetensi menurut Spencer and Spencer (2008) adalah karakteristik dasar yang dimiliki seseorang yang berkaitan dengan kinerja orang tersebut dalam pekerjaannya. Karakteristik dasar tersebut berupa pengetahuan, kemampuan, keterampilan, perilaku dan konsep diri yang dimiliki seseorang yang dapat digunakan untuk menyelesaikan suatu jenis tugas atau jabatan tertentu yang menjadi pekerjaannya (Anwar et al., 2022). ...
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Penelitian ini bertujuan menguji pengaruh langsung partisipasi penyusunan anggaran, kompetensi dan helthy lifestyle terhadap kinerja aparatur pemerintah daerah dan pengaruh psychological capital sebagai variabel yang memoderasi hubungan antara partisipasi penyusunan anggaran, kompetensi dan healthy lifestyle terhadap kinerja aparatur pemerintah daerah. Penelitian ini menggunakan pendekatan kuantitatif. Penelitian dilaksanakan pada Pemerintah Daerah Kabupaten Kolaka. Objek yang diteliti adalah pegawai ASN yang bekerja di OPD Kabupaten Kolaka yang memiliki pemahaman dan pengetahuan tentang kinerja pemerintah daerah dan sudah memiliki pengalaman bekerja minimal selama satu tahun serta ikut dalam proses penyusunan anggaran. Data diperolah menggunakan metode survei. Instrumen yang digunakan berbentuk kuesioner. Sampel sebanyak 120 responden. Pengambilan sampel dilakukan secara purposif. Data dianalisis menggunakan metode Moderated Regression Analysis (MRA) yang diolah dengan Statistical Package for the Social Sciences (SPSS). Hasil penelitian menunjukkan bahwa partisipasi penyusunan anggaran, kompetensi dan healthy lifestyle berpengaruh signifikan terhadap kinerja aparatur pemerintah daerah. Psychological capital memoderasi pengaruh partisipasi penyusunan anggaran terhadap kinerja aparatur pemerintah daerah. Psychological capital tidak memoderasi pengaruh kompetensi terhadap kinerja aparatur pemerintah daerah. Psychological capital memoderasi pengaruh healthy lifestyle terhadap kinerja aparatur pemerintah daerah.
... The competency recharging scale is based onSpencer & Spencer's (1993) theory, which identifies five aspects of competence: knowledge, skills, self-concept & values, personal qualities, and motivations. The five dimensions are bundled into a competency-maintenance-focused item. ...
Conference Paper
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Using Smart PLS, this study analyzed the four primary criteria for recharging competence during a pandemic: social support, motivation, corporate culture, and self-awareness. Principally, the researcher employs a structural model to test these hypotheses. This study surveyed 105 employees with at least two years of competency or skill certification in Indonesia. Researchers examined the effects of organizational culture constructs on motivation, self-awareness, and social culture. The findings revealed that just one construct was significantly related to the three variables, notably result oriented. In particular, innovation and risk-taker ß=0.162; p<0.05), result-oriented ß=0.403; p<0.01), and team-oriented ß=0.235; p<0.05) are significant to self-awareness. Then only a result-oriented is relevant to motivation (ß=0.524; p>0.05) and social support (ß=0.434; p>0.01). The results of the model suggested that motivation, social support, and self-awareness can account for 67.2% of competence recharging. All of the model's path coefficients are given and explained. Social support has no significance on recharging competence (ß=0.080; p>0.05). In addition, motivation has significant and favorable benefits on recharging competence (ß=0.380; p<0.05). Self-awareness of recharging competence is also statistically significant (ß=0.414; p<0.05). Based on the results, a company should examine these concepts to increase employee motivation and self-awareness, which influences the recharging of skills.
... 30 As part of NCC Montenegro, we used the basic principles according to which, under the term com-31 petence, we combine professional knowledge and skills on the one hand, while on the other hand, the 32 1 Both authors contributed equally to the study. of technical knowledge and skills and the latter, which is more social, mental and cultural in nature. 48 Spencer and Spencer definition from 1993: Competencies are motives, traits, self-concepts, attitudes or 49 values, content knowledge, or cognitive or behavioral skills -any individual characteristic that can be 50 measured or counted reliably and that can be shown to differentiate significantly between superior and 51 average performers, or between effective and ineffective performers [4]. 52 In addition to the starting points related to competences, the first part of the work will identify the 53 points that led to the definition of certain core competences, on the development of which the activities of 54 NCC Montenegro should be focused. ...
Article
Background: Absorptive capacity is the ability to absorb new knowledge and adopt new technologies. This capacity of an economy is measured through a series of indicators, however, the most important among them are precisely those elements related to the competences required for the adoption of new technologies, as well as their structure. Objective: This paper provides an overview of the concepts and systems needed to develop the competencies needed to implement modern technology such as High-Performance Computing (HPC) in Montenegro. Method: In this research paper competencies are viewed holistically. This paper will elaborate the defined competencies related to the HPC technology environment, identified during the implementation of the EuroCC project in Montenegro, but also based on market analyses, combined with the identified indicators of absorption capacity, generally at the national level. Result: By identifying the innovative and business potential of representatives of the public, academic and economic sectors, with special reference to small and medium-sized companies and the IT cluster that make up the dominant segments in the structure of the market sample, as generators and accelerators of innovation, smart growth and the digital economy, we got a clear picture regarding the development of necessary competencies within the NCC team but also at the national level. Conclusion: Yhere must be a systemic approach and sustainable, dynamic projects and tools for the development of human resources in the development of competences.
... In order to escape the limitations of traditional agricultural profitability, which is squeezed by the "cost floor" and "price ceiling", the competency model of agricultural managers should emphasize rural love and entrepreneurial traits more than the generic competency model of managers [47]. Spencer believed that competence should be specific to different work environments and should help companies identify the best in different job types [48]. They defined the above-water portion of the iceberg model as the Threshold Competencies, and the belowwater portion as the Differentiating Competencies. ...
Article
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As an effective talent selection and performance management method in enterprises, can the competency model also play an essential role in farm cooperatives? Limited research currently focuses on improving farm cooperatives’ performance through agricultural managers’ competency. Our study takes the initiative to create the “agricultural manager competency model,” which includes five competency dimensions: knowledge and technology, personal capabilities, career orientation, personality traits, and intrinsic drive. On this basis, the multiple competencies are analyzed by the fuzzy set qualitative comparative analysis(fsQCA). We found that agricultural managers improve the performance of farm cooperatives. There are four paths to generate high performance, which summarize three types of agricultural managers: technical career, managerial career, and integrated entrepreneurial.
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This study was conducted to analyze the test effect of competence to employee performance at BPJS Employment Office of Sulawesi, Maluku, to analyze the effect of human resource development to employee performance at BPJS Ketenagakerjaan Office of Sulawesi, Maluku, to analyze the influence of organizational culture influence on employee performance BPJS Ketenagakerjaan Regional Office Sulawesi, Maluku, to analyze the more dominant variables affect the performance of employees at the Regional Office of the BPJS Ketenagakerjaan Sulawesi, Maluku. This study uses data questionnaire, literature study and interviews with quality test data analysis techniques, classic assumption test, multiple linear regression analysis and hypothesis testing. The study found that the results of the regression equation obtained results for the regression coefficient for the competence of 0.343 and has a value ρvalue of 0.002, so it can be concluded that the competency has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, the results of the regression equation to variable human resource development at .290, and has a value ρvalue amounted to 0,018, so that it can be concluded that the development of human resources has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, based on the results of data processed regression coefficient of the obtained regression coefficients for the variables Organizational culture of 0.724 and has value ρvalue = 0,000 so it can be concluded that organizational culture has a positive and significant influence terahdap employee performance on BPJS Ketenagakerjaan Office of Sulawesi Maluku, from h Regression test regression then it can be concluded that the organizational culture variable is the dominant variable affecting the improvement of employee performance on BPJS.
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Tidak bisa di pungkiri bahwa kualitas pekerja cukup rendah dimana tenaga kerja kita masih kalah bersaing dengan tenaga kerja yang berasal dari Malaysia, Singapura dan Thailand Apalagi untuk lulusan SMK,dibutuhkan sebuah pengakuan pentingnya keahlian bagi lulusan yaitu melalaui Sertifikasi Kompetensi. Karena sertifikasi kompetensi merupakan sebuah pengakuan terhadap tenaga kerja yang mempunyai keterampilan dan keemampuan yang mumpuni sesuai dengan standar kerja yang sudah ditetapkan. Sasaran sertifikasi kompetensi salah satunya dilakukan pada lulusan SMK karena lulusan SMK memang di persiapkan untuk langsung kerja. Untuk itulah Lembaga Sertifikasi Profesi (LSP) sangat diperlukan dilingkungan SMK dan siswa nantinya dapat di uji komptensinya.Dengan paparan di atas penting untuk di pahami terkait apa saja persiapan pendirian LSP yang salah satunya dokumen mutu.rak ditulis dalam bahasa Indonesia yang terdiri dari minimal 150 kata dan maksimal 250 kata. Abstrak dan isi naskah ditulis dengan jenis huruf Calibri Light ukuran 11 dan spasi 1. Abstrak harus jelas, deskriptif dan memberikan gambaran singkat pengabdian yaitu memuat tujuan pengabdian, metode pelaksanaan pengabdian, hasil dan kesimpulan.
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Objective: This article aims to discuss the configuration of the competence approach in a multinational company that manufactures high-tech medical devices. It analyzes the managerial competences related to the production managers.Method: A descriptive Case Study of the company was carried out. As for data collection, it involved a semi-structured interview and document analysis. The data obtained were submitted to Content Analysis with determination of thematic categories.Originality/Relevance: The study carried out is justified by the possibility of contributing to the debate, illuminating aspects inherent to the Production area, in an innovative sector.Results: The research revealed an oxymoron. Although Valvmed is a multinational company that manufactures high-tech medical devices and operates in a dynamic sector, the competence approach is still configured in a traditional way. Although the area is characterized by its mechanistic and technical nature, it was possible to identify the demand for relational and behavioral competences that point out the relevance of the social content of the work.Social / management contributions: The research contributes to the managers who work in this field, insofar as it stimulates reflections about the complexity inherent to production management and the need for the company to make efforts to improve management competences that enhance human interaction.Theoretical/methodological contributions: Regarding the competence approach, the need to deepen the understanding of the dynamics adopted in the Production area in a high-tech medical company should be considered.
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