The purposes of this study were: to investigate the physical education teacher's need of learning management competency development by using online social network; to create a model of learning management competency development by using... more
The purposes of this study were: to investigate the physical education teacher's need of learning management competency development by using online social network; to create a model of learning management competency development by using online social network; and to investigate the effectiveness of learning management competency development by using online social network. This study comprised three stages. The first stage was designed to investigate the physical education teacher's need of learning management competency development by using online social network. The constructed questionnaire was used for collecting the data from 79 samples by simple sampling method. The second stage contained analyzing and synthesizing the results from the first stage, doing focus group of 10 experts in physical education and information technology, and conducting model quality assessment by a panel of 15 experts. The third stage was to study the results of learning management competency development by using online social network. This stage was conducted with the experimental group of 35 physical education teachers. The data were then analyzed by mean, standard deviation and t-test. The results of this study revealed that the physical education teacher's need of learning management competency development by using online social network in Institute of Physical Education was found in a highest level. The components of competency development model consisted of 1) investigating competency development need, 2) planning competency development, 3) developing competency, and 4) evaluating competency development. The efficiency of this model was found at 81.20/82.67 which was higher than the given criterion. The physical education teacher's competency after training was higher at the significant difference level of .05, and their satisfaction was found at a highest level.
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... more
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.
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... more
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 telecom technology has evolved significantly over the last decade. In fact, over the last few years several path breaking innovations have changed the face and architecture of the telecommunication industry. In an age of unprecedented... more
The telecom technology has evolved significantly over the last decade. In fact, over the last few years several path breaking innovations have changed the face and architecture of the telecommunication industry. In an age of unprecedented business and economic turmoil an organization’s ability to sustain and consolidate will depend on creating a harmony among its intellectual and capital assets. The telecom environment calls for increased agility of its manpower to rapidly adapt to the changing technological landscape. In this scenario, certification of employees has renewed importance and demonstrates expertise within job roles. Certification process helps in identifying the knowledge gaps and provides an objective validation of an individual’s competencies. It enables individuals to move step up their productivity, move up the corporate ladder faster while positively impacting network performance and quality. This paper empirically links the certification process to enhanced competency development of the employees through primary research data garnered over a period of two years localized to the telecom industry
Teacher competencies, defined as the knowledge, skills and attitudes that a teacher should have in order to fulfill the teaching profession effectively and efficiently (MoNE, 2006), are of great importance in the teaching and learning... more
Teacher competencies, defined as the knowledge, skills and attitudes that a teacher should have in order to fulfill
the teaching profession effectively and efficiently (MoNE, 2006), are of great importance in the teaching and
learning process. The aim of this study is to identify the core competencies required for sucess for teachers who
teach at three different levels (primary, middle-school and high school) in a prominent private K-12 school in
Istanbul, Turkey. A focus group discussion using the card sort technique is employed in this study. A
representative sample of 17 teachers (six from each of the primary and high school levels and five from the
middle school level) comprise the study participants. The teachers, in three separate focus groups, chose the top
five roles they fulfilled most from the role cards handed to them. After a discussion, they identified their top six
indispensable roles and were then introduced to the competencies that were related with these roles. At this
stage, all teachers separately rated each competency’s importance and ranked it’s priority as a success factor.
From the focus groups; eight competencies were derived for the primary school teachers and seven competencies
each for the middle and high school teachers as key elements of success. Three of the competencies were shared
by all levels. This study’s value lies in its defining the competencies required for success at the different levels of
K-12 teaching. The identified competencies provide valuable criteria which can be used in teacher selection,
performance evaluation, training and career development purposes.
The objective of this study is to examine the competency of professional lawyers in Lao People's Democratic Republic (Lao PDR) nowadays and present the competency model of professional lawyers in the Lao People's Democratic Republic (Laos... more
The objective of this study is to examine the competency of professional lawyers in Lao People's Democratic Republic (Lao PDR) nowadays and present the competency model of professional lawyers in the Lao People's Democratic Republic (Laos PDR) in order to support the ASEAN Economic Community. The population who are informants consists of 2 groups which are the group of people giving information about the competency of professional lawyers in Lao PDR and the group of people giving examination and certification of competency model of professional lawyers in order to support the ASEAN Economic Community. Data were collected by using questionnaires as an in-depth interview tool. The results show that the competency model of professional lawyers in order to support the AEC consists of the core competency, professional competency and AEC perspective competency of professional lawyers. All 3 types of competencies will be an important pattern for the development of professional lawyers in Lao People's Democratic Republic (Lao PDR) to be ready and able to develop themselves appropriately, being in accordance with the needs and necessities as well as being able to professionally work as a lawyer both in the country and in the ASEAN region.
Today, competency development, career satisfaction, job performance and perceived employability concepts are among the important concepts in organizational behavior literature. Knowing these concepts and the relationships between these... more
Today, competency development, career satisfaction, job performance and perceived employability concepts are among the important concepts in organizational behavior literature. Knowing these concepts and the relationships between these concepts guides managers and employees at all levels of the business in matters related to how organizational and individual development should be. It is important to examine the relationship between these concepts and as a result of the review in the literature, it was found that no study was conducted to investigate the mediation effect in the relations between these concepts. The aim of this study is to investigate the effect of competence development on career satisfaction and job performance, and whether the perceived employability of individuals evaluated as mediators in this relationship may be mediated. Data were collected from 178 lecturers and civil servants working in 9 universities, 6 of which were state and 3 were foundations. In this study, sampling and questionnaire methods were used. R programming language were used for the analysis of the data collected at the end of the questionnaire. The validity and reliability of the scales were tested by factor analysis and reliability test. The hypotheses were examined by correlation and regression analysis and Sobel tests and the findings obtained at the end of the study were interpreted. At the end of the study, it has been found that competency development is important in increasing job performance, but it is not effective in increasing career satisfaction. In addition, it was concluded that self-perceived employability had no mediation role in the relationship between competency development and career satisfaction, and that there was a partial mediation role in the relationship between competence development and job performance.
— Competency can be defined as behaviours that are shown from employees who have the potential to work consistently and effectively compared with the working average. PT. Aneka Regalindo is a company engaged in manufacturing furniture... more
— Competency can be defined as behaviours that are shown from employees who have the potential to work consistently and effectively compared with the working average. PT. Aneka Regalindo is a company engaged in manufacturing furniture which seeks to develop a competency model that integrates with the benchmark competency development model in performing their duties and responsibilities effectively. This research was done using the descriptive qualitative method. The results of this study explain that the competency development model based on performance orientation can be identified and analysed to overcome the problem of human resources in the rattan unit of PT. Aneka Regalindo with mapping indicators.
The purpose of the study is to examine factors that contribute to the competency development of business education students. The aim is to develop a model wherein there are input factors of competency development and then relate them to... more
The purpose of the study is to examine factors that contribute to the competency development of business education students. The aim is to develop a model wherein there are input factors of competency development and then relate them to competency parameters. Study uses 77 statements on Likert scale as input dimensions. Factor analysis is used as a dimension-reduction tool. The outcome measures are three dependent variables such as Knowledge, Attitude and Skill-development of students that are captured through 18 statements on Likert scale. Descriptive statistical analysis, exploratory factor analysis and reliability analysis were also conducted. The results indicate the competency development among male and female genders during a 2 year programme from different respondents' perspective. Factor analysis generates seven input factors of competencies. Result also highlights that among different competencies, knowledge competency develops most followed by skills and the least development is in attitude in a 2 years business education. The results may be helpful for educational institutions to understand how stakeholders rate the B-school's role in competency development. Thus, the findings can be used as a guide for decision-makers to improve overall input to achieve desirable competencies among students.
The objective of this study is to examine the competency of professional lawyers in Lao People's Democratic Republic (Lao PDR) nowadays and present the competency model of professional lawyers in the Lao People's Democratic Republic (Laos... more
The objective of this study is to examine the competency of professional lawyers in Lao People's Democratic Republic (Lao PDR) nowadays and present the competency model of professional lawyers in the Lao People's Democratic Republic (Laos PDR) in order to support the ASEAN Economic Community. The population who are informants consists of 2 groups which are the group of people giving information about the competency of professional lawyers in Lao PDR and the group of people giving examination and certification of competency model of professional lawyers in order to support the ASEAN Economic Community. Data were collected by using questionnaires as an in-depth interview tool. The results show that the competency model of professional lawyers in order to support the AEC consists of the core competency, professional competency and AEC perspective competency of professional lawyers. All 3 types of competencies will be an important pattern for the development of professional lawyers in Lao People's Democratic Republic (Lao PDR) to be ready and able to develop themselves appropriately, being in accordance with the needs and necessities as well as being able to professionally work as a lawyer both in the country and in the ASEAN region.
The purpose of the study is to examine factors that contribute to the competency development of business education students. The aim is to develop a model wherein there are input factors of competency development and then relate them to... more
The purpose of the study is to examine factors that contribute to the competency development of business education students. The aim is to develop a model wherein there are input factors of competency development and then relate them to competency parameters. Study uses 77 statements on Likert scale as input dimensions. Factor analysis is used as a dimension-reduction tool. The outcome measures are three dependent variables such as Knowledge, Attitude and Skill-development of students that are captured through 18 statements on Likert scale. Descriptive statistical analysis, exploratory factor analysis and reliability analysis were also conducted. The results indicate the competency development among male and female genders during a 2 year programme from different respondents' perspective. Factor analysis generates seven input factors of competencies. Result also highlights that among different competencies, knowledge competency develops most followed by skills and the least deve...
In present competitive business environment, organisations are far more focusing on their employees. The workforce is undergoing tremendous transformation characterised by the influx of Gen Y employees, making them the significant segment... more
In present competitive business environment, organisations are far more focusing on their employees. The workforce is undergoing tremendous transformation characterised by the influx of Gen Y employees, making them the significant segment of the workforce. However, they are inherently different in attitude and work ethics from their predecessors, and have a strong tendency to switch jobs frequently. Thus, it is imperative to effectively retain this generation for organisational sustainability. Therefore, this study aims to explore certain human resource interventions for the retention of Gen Y employees. Furthermore, consistent with the extant literature, this study presents a conceptual model integrating mentoring and social media to retain Gen Y employees. The conceptual model is significant for scholars as well as professionals. It provides useful insights to assist management in bolstering the retention rates among Gen Y employees. Future avenues of research are also recommended...
Banks face a shortage of competent risk management professionals despite this function's increasing importance. Hence, banks need a more comprehensive approach to risk management competency development. However, extant literature is... more
Banks face a shortage of competent risk management professionals despite this function's increasing importance. Hence, banks need a more comprehensive approach to risk management competency development. However, extant literature is inadequate because they discuss specific banking technicalities, human capital and conceptual matters rather than competency development issues in a comprehensive and granular way. This paper addresses this gap by integrating three interrelated concepts (core competencies, dynamic competencies, and learning organisation), each of which focuses on one competency development area. This is done by first, identifying the operationalised indicators through risk management context literature review; and secondly, reaffirming the indicators from the interviews with ten leading Chief Risk Officers of banks in Malaysia. The analyses reaffirm the findings from literature and reveal further indicators, each of which illustrates at least one of the concepts' variables. These findings support the proposed approach and lay important groundwork for further empirical studies in an under-researched risk management context.
