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Competence (human Resources)
Competence is the set of demonstrable personal characteristics or KSAOs (Knowledge, Skills, Abilities, and Other characteristics) that enable job performance at a high level with consistency and minimal difficulty. Competency in human resources is a series of knowledge, abilities, skills, experiences and behaviors, which leads to effective performance in an individual's activities. Competency is measurable and can be developed through training. It can also be broken down into smaller criteria. Some scholars see "competence" as an aspect that can be developed through training because it is a combination of practical & theoretical knowledge which involves cognitive skills, behavior, and values used to improve performance. Competency is the state or quality of being adequately or well qualified, possessing the ability to perform a specific, measurable job. For instance, competency needed for management, depending on the sector, might include system thinking and emotional intellig ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Performance
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance, which are higher-level variables. Features There are several key features to Campbell's conceptualization of job performance which help clarify what job performance means. Outcomes First, Campbell defines performance as behavior, which is something done by an employee. This concept differentiates performance from outcomes. Outcomes result partially from an individual's performance, but they are also the result of other influences. In other words, there are more factors that ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
United Nations Industrial Development Organization
The United Nations Industrial Development Organization (UNIDO) (French: Organisation des Nations unies pour le développement industriel; French/Spanish acronym: ONUDI) is a specialized agency of the United Nations that assists countries in economic and industrial development. It is headquartered at the United Nations Office at Vienna, UN Office in Vienna, Austria, with a permanent presence in over 60 countries. As of October 4,2024, UNIDO comprises 173 member states, which together set the organization's policies, programs, and principles through the biannual General Conference. UNIDO was established in 1966 by the UN General Assembly to promote and accelerate the industrialization of developing countries, which were Decolonization, emerging from decolonization in record numbers and with little to no industrial base. In 1979 it became one of the 15 specialized agencies of the UN, with its new constitution coming into force in 1985. Since its founding, the organization has res ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Core Competency
A core competency is a concept in management theory introduced by C. K. Prahalad and Gary Hamel.Prahalad, C.K. and Hamel, G. (1990)The core competence of the corporation", Harvard Business Review (v. 68, no. 3) pp. 79–91. It can be defined as "a harmonized combination of multiple resources and skills that distinguish a firm in the marketplace" and therefore are the foundation of companies' competitiveness. Core competencies fulfill three criteria: # Provides potential access to a wide variety of markets. # Should make a significant contribution to the perceived customer benefits of the end product. # Difficult to imitate by competitors. For example, a company's core competencies may include precision mechanics, fine optics, and micro-electronics. These help it build cameras, but may also be useful in making other products that require these competencies. Background A core competency results from a specific set of skills or production techniques that deliver additional ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Dreyfus Model Of Skill Acquisition
The Dreyfus Model of Skill Acquisition (or the "Dreyfus Skill Model") describes distinct stages learners pass through as they acquire new skills. It has been used in fields such as education, nursing, operations research, and many more. History Brothers Stuart and Hubert Dreyfus originally proposed the model in 1980 in an 18-page report on their research at the University of California, Berkeley, Operations Research Center for the United States Air Force Office of Scientific Research. The model was elaborated in more detail in their book ''Mind Over Machine'' (1986/1988)''.'' A more recent articulation, "Revisiting the Six Stages of Skill Acquisition," authored by Stuart E. Dreyfus and B. Scot Rousse, appears in a volume exploring the relevance of the Skill Model: ''Teaching and Learning for Adult Skill Acquisition: Applying the Dreyfus and Dreyfus Model in Different Fields'' (2021)''.'' The contributions to this volume attest to the wide variety of domains in which the Skill M ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Empowerment
Empowerment is the degree of autonomy and self-determination in people and in communities. This enables them to represent their interests in a responsible and self-determined way, acting on their own authority. It is the process of becoming stronger and more confident, especially in controlling one's life and claiming one's rights. Empowerment as action refers both to the process of self-empowerment and to professional support of people, which enables them to overcome their sense of powerlessness and lack of influence, and to recognize and use their resources. As a term, empowerment originates from American community psychology and is associated with the social scientist Julian Rappaport (1981). In social work, empowerment forms a practical approach of resource-oriented intervention. In the field of citizenship education and democratic education, empowerment is seen as a tool to increase the responsibility of the citizen. Empowerment is a key concept in the discourse on promot ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Learning Organization
In business management, a learning organization is a company that facilitates the learning of its members and continuously transforms itself.Pedler, M., Burgogyne, J. and Boydell, T. 1997. ''The Learning Company: A strategy for sustainable development''. 2nd Ed. London; McGraw-Hill. The concept was coined through the work and research of Peter Senge and his colleagues.Senge, P. M. (1990). The art and practice of the learning organization. ''The new paradigm in business: Emerging strategies for leadership and organizational change'', 126-138. Retrieved from http://www.giee.ntnu.edu.tw/files/archive/380_9e53918d.pdf Learning organizations may develop as a result of the pressures facing modern organizations; this enables them to remain competitive in the business environment.O'Keeffe, T. 2002. Organizational Learning: a new perspective. ''Journal of European Industrial Training'', 26 (2), pp. 130-141. Characteristics There are many definitions of a learning organization as well as t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personal Development
Personal development or self-improvement consists of activities that develops a person's capabilities and potential, enhance quality of life, and facilitate the realization of dreams and aspirations. Personal development may take place over the course of an individual's entire lifespan and is not limited to one stage of a person's life. It can include official and informal actions for developing others in roles such as a teacher, guide, counselor, manager, coach, or mentor, and it is not restricted to self-help. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems offered to support positive adult development at the individual level in organizations. Overview Among other things, personal development may include the following activities: * Social entrepreneurship or civic engagement * Participating in festivals, conferences, or conventions * Improving self-awareness * Improvin ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Work Sampling
Work sampling is the statistical technique used for determining the proportion of time spent by workers in various defined categories of activity (e.g. setting up a machine, assembling two parts, idle...etc.). It is as important as all other statistical techniques because it permits quick analysis, recognition, and enhancement of job responsibilities, tasks, performance competencies, and organizational work flows. Other names used for it are 'activity sampling', 'occurrence sampling', and 'ratio delay study'. In a work sampling study, a large number of observations are made of the workers over an extended period of time. For statistical accuracy, the observations must be taken at random times during the period of study, and the period must be representative of the types of activities performed by the subjects. One important usage of the work sampling technique is the determination of the standard time for a manual manufacturing task. Similar techniques for calculating the standard ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Critical Incident Technique
The critical incident technique (or CIT) is a set of procedures used for collecting direct observations of human behavior that have critical significance and meet methodically defined criteria. These observations are then kept track of as incidents, which are then used to solve practical problems and develop broad psychological principles. A critical incident can be described as one that makes a contribution—either positively or negatively—to an activity or phenomenon. Critical incidents can be gathered in various ways, but typically respondents are asked to tell a story about an experience they have had. CIT is a flexible method that usually relies on five major areas. The first is determining and reviewing the incident, then fact-finding, which involves collecting the details of the incident from the participants. When all of the facts are collected, the next step is to identify the issues. Afterwards a decision can be made on how to resolve the issues based on various possibl ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Task Analysis
Task analysis is a fundamental tool of human factors engineering. It entails analyzing how a task is accomplished, including a detailed description of both manual and mental activities, task and element durations, task frequency, task allocation, task complexity, environmental conditions, necessary clothing and equipment, and any other unique factors involved in or required for one or more people to perform a given task. Information from a task analysis can then be used for many purposes, such as personnel selection and training, tool or equipment design, procedure design (e.g., design of checklists, or decision support systems) and automation. Though distinct, task analysis is related to user analysis. Applications The term "task" is often used interchangeably with activity or process. Task analysis often results in a hierarchical representation of what steps it takes to perform a task for which there is a goal and for which there is some lowest-level "action" or interaction ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Analysis
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job ''analysis'' provides information to organizations that helps them determine which employees are best fit for specific jobs. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. After this, the job analyst has completed a form called a ''job psychograph'', which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analys ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Culture
Organizational culture encompasses the shared norms, values, corporate language and behaviors - observed in schools, universities, not-for-profit groups, government agencies, and businesses - reflecting their core values and strategic direction. Alternative terms include business culture, corporate culture and company culture. The term corporate culture emerged in the late 1980s and early 1990s.Unlike many expressions that emerge in business jargon, the term spread to newspapers and magazines. Few usage experts object to the term. Over 80 percent of usage experts accept the sentence ''The new management style is a reversal of GE's traditional corporate culture, in which virtually everything the company does is measured in some form and filed away somewhere.''", The American Heritage® Dictionary of the English Language, Fourth Edition copyright ©2000 by Houghton Mifflin Company. Updated in 2009. Published by Houghton Mifflin Company. It was used by managers, sociologists, and o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
