Competency

Resumen Objetivo: determinar el perÞl de formación del residente de Medicina Interna en Colombia. Método: estudio descriptivo, de corte transversal, desarrollado a partir de encuestas a los programas de posgrado de Medicina Interna activos al año 2005. Resultados: ...

Résumé/Abstract In 2000, the Society of Critical Care Medicine (SCCM) and the American College of Clinical Pharmacy (ACCP) published a position paper that defined critical care pharmacy services as fundamental, desirable, and optimal. A task force was developed ...

บทคัดย่อ
การวิจัยครั้งนี้มีวัตถุประสงค์เพื่อกำหนดสมรรถนะพนักงานตำแหน่งโปรแกรมเมอร์ บริษัท ฟิวชั่นโซลูชั่น จำกัด โดยบริษัทฯได้เห็นความสำคัญของการกำหนดสมรรถนะพนักงานในตำแหน่งโปรแกรมเมอร์ เนื่องจาก บริษัท ฟิวชั่น โซลูชั่น จำกัด เป็นบริษัทที่ให้บริการด้านการพัฒนาซอฟต์แวร์ตามความต้องการของลูกค้า พนักงานโปรแกรมเมอร์มีส่วนสำคัญในการพัฒนาซอฟต์แวร์และส่งมอบให้กับลูกค้า จึงควรมีการกำหนดสมรรถนะเพื่อสร้างมาตรฐานในการทางานให้กับพนักงานโปรแกรมเมอร์ การวิจัยครัง้ นี้ได้ศึกษาข้อมูลจากแหล่งข้อมูลต่าง ๆ เกี่ยวกับสมรรถนะที่ใช้ในการทำงานตำแหน่งโปรแกรมเมอร์ และสัมภาษณ์เชิงลึกผู้บริหารและพนักงานโปรแกรมเมอร์ในบริษัท ฟิวชั่น โซลูชัน จำกัด เพื่อค้นหาทักษะ ความรู้ และคุณลักษณะส่วนบุคคลที่เหมาะสมในการทางานตำแหน่งโปรแกรมเมอร์ และนำข้อมูลที่ได้จากการสัมภาษณ์ไปกำหนดสมรรถนะโดยใช้การวิเคราะห์งาน (Job Analysis) เพื่อให้ได้สมรรถนะที่เหมาะสมในการทางานในตำแหน่งโปรแกรมเมอร์ บริษัท ฟิวชั่น โซลูชั่น จำกัด

ผลการวิจัยพบว่ามีการกำหนดสมรรถนะในการประเมินมาตรฐานอาชีพโปรแกรมเมอร์โดยสถาบันคุณวุฒิวิชาชีพไว้ 6 สมรรถนะ และสมรรถนะที่เหมาะสมในการทำงานตำแหน่งพนักงานโปรแกรมเมอร์ของบริษัท ฟิวชั่น โซลูชั่น จำกัดมี 17 สมรรถนะ สาเหตุที่มีความแตกต่างกันเนื่องจากสมรรถนะที่ใช้ในการประเมินมาตรฐานอาชีพนั้น เป็นการกำหนดโดยทำการสำรวจจากจากบริษัท ซอฟต์แวร์และผู้ที่เกี่ยวข้องทำให้ได้สมรรถนะที่เป็นสมรรถนะเฉพาะตามตำแหน่งงาน ซึ่งเป็นสมรรถนะตามตำแหน่งงานที่เป็นมาตรฐานโดยทั่ว ไป ไม่ได้มีการเฉพาะเจาะจงลงไปในสายอาชีพนั้น ๆ ผลการวิจัยชี้ให้เห็นว่าในการกำหนดสมรรถนะควรกำหนดสมรรถนะที่เฉพาะเจาะจงไปในงานนั้น ๆ จึง จะสามารถนาสมรรถนะที่กา หนดขึ้นมานั้นใช้เป็นมาตรฐานในการทา งานในตำแหน่งนั้นได้

ABSTRACT
This research aims to determine the competency of programmers at Fusion Solution
Co., Ltd. This company believes that it is important to determine the competency of its
programmers because the services that it provides consists of customized software
applications that based on customer’s requirements. The programmers play an important role in software development, as well as delivering products and services to customers. Therefore, programmers’ competency should be determined in order to set the working standard for all of the programmers in the company. This research is based on several sources of information related to the competency of programmers. In addition, in-depth interviews were conducted with Fusion Solution Co., Ltd.’s executives and senior programmers with regards to the knowledge, skills, and attributes that are appropriate for programmers. The data from the interviews was used to determine the competency of the company’s programmers through job analysis to determine the suitable competency for the position in the company.
This research found that the Thailand Professional Qualification Institute (TPQI) has
determined that programmers need to have six standard competencies, while the programmers at Fusion Solution Co., Ltd need to have 17 competencies. The reason for this difference is that the TPQI’s six competencies were defined based on its research with software development companies and related companies. These competencies consist of the common functional competencies for the overall job of a programmer. However, these competencies do not specify any particular role or position. According to this research, it is necessary to determine the competency of a programmer based on their role or position in a company. Therefore, the specified competency of programmers can use as a working standard for proper management in the company.

Chuchartpong, T. and Sorakraikitikul, M. (2018). The Identification of A Competency for Programmers at Fusion Solution Company Limited. MUT Journal of Business Administration. 15(2), 72-82.

This research was an applied research using mixed method design. In the qualitative approach, Delphi method is used
by referring to 20 academic and educational experts selected by purposeful method. In this study, 381 participants
were selected by stratified sampling method with appropriate allocation. Face validity is used for validation. Cronbach
alpha reliability coefficient was higher than 0.8, indicating high reliability of the research instrument .The results
identified 4 dimensions including; individual, communicative, organizational, professional, and 32 components for
competency model of Mashhad 7 districts educational managers. Also, the communicative dimension and conceptual
skill were determined as the most important ones .It was also revealed that the confirmed succession planning model
of educational managers of 7 districts of Mashhad Ministry of Education involved three dimensions of volunteer
evaluation, volunteer training and assessment of effectiveness with 6 components. Volunteer training dimension and
individual performance evaluation and process components are of utmost importance .In competency model of
Mashhad 7 districts educational managers based on a succession planning approach, competency plays an important
role of 58% in succession planning

In recent decades, several definitions of competency have been presented by prominent thinkers and scholars of this field, each of them deals with the competency from a certain angle and expressed different dimensions. Furthermore, the competency approach in human resource management (HRM) is not a new trend, and the subject of competence is a very old subject matter. On the contrary, human resource competence is one of the most important issues of any organization, which includes diverse, attractive and, at the same time, sophisticated topics. Today, due to the dramatic changes in the field of human resource management and the trend of managers to meritocracy in the organization, the planning of an organization based on competency has a special place. Different studies 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 human resources and, without regard to this, the organization's approach cannot be determined. The use of human resource competency models in multiple construction projects requires a major paradigm, which in HRM literature refers to the competency-based human resource management (CBHRM), and changes the thinking of human resource managers across individuals and organizations, generally. This competency-based management approach is a coherent approach for managing human capital in the long-term, based on a common set of competency models related to the macro strategies of each project in this field. In this paper, the researcher initially reviewed the diversity of conceptual framework and components of competency models in the construction projects. Then, the competency models of the project manager, civil engineer, and construction foreman and worker are identified in project-oriented organizations. At the end of the research, a set of competencies of professional, ethical, cultural and social behaviour is presented in a variety of competency models.

Competency can be defined as behaviors that were shown from employees who have the potential to work perfect consistently and effectively compared with the potential working averagely. PT. Aneka Regalin-do is a company engaged in manufacturing furniture which to develop a competency model that integrates with benchmark the competency development model in performing their duties and responsibilities effectively. The method of this study used is descriptive qualitative. The results of this study explains that the compe-tency development model based on performance orientation and team work can be identified, analyzed and then created a model of competency development relevantly and significantly to overcome the problems of human resources in the rattan unit of PT. Aneka Regalindo.

Industry 4.0 (I4.0) is creating a paradigm shift within the current industrial context. The study presented in this paper involved identifying and proposing the managerial competencies needed for a successful I4.0 environment. I4.0 is a complex phenomenon that spans multiple technologies and requires an extensive set of capabilities that managers and organizations need to develop in their functional and business contexts. Using the published literature on I4.0, we uncovered the key themes following a qualitative coding method that identified the managerial competencies most relevant to I4.0. We thus identify a set of 14 managerial competencies as crucial to I4.0. We further contribute to the literature by making an assessment of the significance of all these competencies and proposing a competency model with behavioral descriptors for each. We expect the findings in this paper to benefit business organizations, policy makers, academics, and other stakeholders engaged in developing the capabilities required for an I4.0 ecosystem.

Competency of people determines the fate of the organizations in any endeavor. This study assessed the levels of competencies of people involved in a conservation strategy in the form of a marine protected area (MPA) and a Bantay Dagat (BD) networks in the Province of Batangas. It aimed to formulate a capacity development program that is tailor-fitted to needs assuring the success of this strategy. The study used purposive sampling method in the conduct of survey, key informant interviews (KII) and focus group discussion (FGD) with seventy-nine (79) respondents, sixteen (16) are senior managers, thirteen (13) are skilled workers, forty (40) are MPA stakeholders and 10 are technical specialist respectively. The study used statistical tools such as frequency distribution, percentage, weighted mean and Chi-square. Findings revealed that Level of competencies of all MPA managers and BD in planning and communication are high while the level of competencies of some MPA managers and BD are low to moderate in financing, enforcement and monitoring and evaluation. Stakeholders were satisfied in the competencies of MPA managers and BD in terms of planning and communication and moderately satisfied in terms of financing, enforcement and monitoring and evaluation (M&E). Difference on the level of competencies of MPA manager and BD in knowledge in enforcement and M&E was significant when grouped according to their age. Problems, issues, and challenges fall under: Fiscal

Objective To determine whether lower levels of empathy among a sample of medical students in the United States are associated with personal and professional distress and to explore whether a high degree of personal well-being is associated with higher levels of empathy. Design Multi-institutional, cross-sectional survey. Setting All medical schools in Minnesota (a private medical school, a traditional public university, and a public university with a focus in primary care). Participants A total of 1,098 medical students. Measurements Validated instruments were used to measure empathy, distress (i.e., burnout and symptoms of depression), and well-being (high quality of life). Results Medical student empathy scores were higher than normative samples of similarly aged individuals and were similar to other medical student samples. Domains of burnout inversely correlated with empathy (depersonalization with empathy independent of gender, all P < .02, and emotional exhaustion with emotive empathy for men, P = .009). Symptoms of depression inversely correlated with empathy for women (all P ≤ .01). In contrast, students’ sense of personal accomplishment demonstrated a positive correlation with empathy independent of gender (all P < .001). Similarly, achieving a high quality of life in specific domains correlated with higher empathy scores (P < .05). On multivariate analysis evaluating measures of distress and well-being simultaneously, both burnout (negative correlation) and well-being (positive correlation) independently correlated with student empathy scores. Conclusions Both distress and well-being are related to medical student empathy. Efforts to reduce student distress should be part of broader efforts to promote student well-being, which may enhance aspects of professionalism. Additional studies of student well-being and its potential influence on professionalism are needed.

In today’s fast changing environmental conditions are transforming the ways of conducting business for individuals and organizations. Such a fast changes together with ups and downs in the economy increase the uncertainty in the business world. Adapting to these conditions requires different approaches and abilities. Since the past experience and success stories can be trivial to sustain in this transition periods. Furthermore being a competent person, having excellent leadership skills and other superior performance characteristics of a business professional can be insufficient to achieve successful outcomes. Such a major changes refers “New World Order” for every piece of business life. Effects of the environmental changes on the individuals bring more risks and different responsibilities. It also accelerates the necessity of adapting new situation. At this point the arising question mark is which individual characteristics are vital to gather successful outcome for today and for the future in the conditions of uncertainty and change.  In this study effect of the environmental sources as external influencing factors to the individual’s competencies which is effective to gather the successful outcome at workplace searched and proposed in a new competency set. In addition various definitions, approaches, methods and stages of competency modeling and the relationship with human resource management functionalities explained at the beginning of the study.

Competencies have been used as valid predictors of superior on-the-job performance in business organizations over the last 40 years. An abundant of empirical evidence has suggested that competencies play important roles in human resource management (HRM) practices for different types of organizations. However, the important roles of competency have not been fully integrated into the business world, creating a gap between theory and practice. There seems to also appear a number of misperceptions with regards to the use of the term ‘competency’ in the literature. This paper intends to trace the origins of competency and document various definitions and concepts of competency proposed by different scholars. In addition, the paper also aims to shed light on the processes, guidelines, and techniques for developing competencies pragmatically for a particular job or profession as well as the importance of competency-based assessment in organizations for today’s HRM practices.

The aim of this concept analysis paper was to critically analyze the practice inquiry competency of nurse practitioners as a concept using the Wilsonian approach.  The novelty of practice inquiry competency, one of the entry level nurse practitioner’s core competencies, is nascent. The Wilsonian approach of concept analysis provided the framework. Web searches using Google Scholar and databases from PubMed, CINAHL ScienceDirect, ProQuest, and Medline provided related literature from 1963−2013 to capture the evolution of the Wilsonian approach to concept analysis. The sample cases of the Wilsonian concept analysis process validated that the impetus of practice inquiry competency is greater when used in collaboration with healthcare professionals. The paucity of scholarly works on practice inquiry as a novel competency of nurse practitioners   makes this an opportune time for both nurse researchers and doctoral students in nursing to develop and analyze concepts toward building a stro...

Purpose - This paper reports the findings of a study examining the relationship between “Competency Based Human Resources Practices” and “Organisational Productivity”.

Design / Methodology / Approach - Competency Based HR Practices, Organisational Productivity were assessed in an empirical study based on a sample of 161 respondents in companies based in India having Leadership Competency practices.

Findings - The findings from Structural Equation Modelling (SEM) reveal that the competency models are influencing Human Resource Practices in Succession Planning, Capability Building, Superior Performance, Better Selection, and Assessment Centre. The direct relationship between competency Based HR practices and Organisational Productivity and Adaptability was found.

Practical Implications - The framework provided in this paper helps practicing managers using leadership competencies to effectively apply in Human Resource practices for specific strategic needs of the organisation. The paper also highlights the significance of Organisational productivity from competency based HR perspective.

Originality / Value – The relationship between “Competency based HR Practices” and “Organisational Productivity” were explored theoretically and tested empirically in an Indian context.

Keywords: Competency Model, Leadership Competencies, Organisational Productivity, Competency Based HR Practices.

In an increasingly competitive and uncertain business environment, recruiting employees with specialized skills isn't sufficient any longer. Over and above specialized capabilities, employees need to demonstrate essential business abilities to take empowered decisions that are consistent with the goals of their organizations. The objective of the present study is to identify the major employee competencies that are essential for the successful functioning of an organization and to understand how these competencies can affect the business performance. For this, the data was collected through in-depth interviews from 20 top executives of Indian infrastructure firms. The results of in-depth interview identified some major employee competencies which are essential in today's business environment. The study also identified different approaches followed by these organisations to narrow down the gap between required and actual competencies of an employee. This is the one of the first study in Infrastructure industry in Indian context that examined the important employee competencies required for the overall development and growth of the organization.

Dans les perspectives du constructivisme et de l’action située, une compétence se définit comme un pouvoir adaptatif à une famille de situations. Ce pouvoir adaptatif correspond à la réflexion en cours d’action et à la réflexion sur l’action. La réflexion en cours d’action renvoie à une conscience agissante qui opère en situation. La réflexion sur l’action renvoie à une conscience réflexive qui met à distance la situation d’action : elle opère hors situation. Le pouvoir adaptatif de la compétence est différencié en quatre pouvoirs : construire la situation, se positionner en situation, transformer la situation et prendre un recul réflexif. Les trois premiers pouvoirs relèvent de la réflexion en cours d’action et le quatrième de la réflexion sur l’action.

The U.S. Department of Energy has taken the initiative to establish a cybersecurity smart grid workforce project to identify a measurement method of the identified job skills for the purpose of developing a certification.  A smart grid cybersecurity certification will greatly help employers identify qualified cybersecurity professionals to protect and secure the national electric smart grid infrastructure.  Pacific Northwest National Laboratory, in partnership with the National Board of Information Security Examiners (NBISE), is leading this three-phase project. Phase I of the project was completed in June 2012. This report provides a brief review of Phase I activities and documents the results to date.

Competence is a complex, multidimensional construct which must be decomposed to fully understand. We review the prevalent problems with the term competency, a term that is essential to clarify if we hope to accurately assess the efficacy of competency-based education. We develop a glossary of terms that eliminate recursive definitions to bring clarity to competency-based instructional design. The proposed taxonomies suggest a framework for evaluating and organizing submissions for the new Cybersecurity Skills Journal.