An Adaptive Model for Competences Assessment of IT Professionals

Bohlouli, Mahdi; Ansari, Fazel; Kakarontzas, George; Angelis, Lefteris

doi:10.1007/978-3-319-15898-3_6

Cited by 6 publications

(5 citation statements)

References 18 publications

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“…The items of the questionnaire were rated on a five-point Likert scale (1 to 5), and a number of items were set for each variable. Given that the Likert scale varied within 1-5, the numerical range of all variables must also vary in this range (1)(2)(3)(4)(5). As presented in Table 2, all variables were scored within the range of 1-5, signifying that the data were entered correctly.…”

Section: Describing the Studied Variables And Questionnaire Itemsmentioning

confidence: 99%

“…The management of employees' competencies should be based on the principles of valid competency management presented through the development of competency models and the use of different methods of competency assessment (4). Therefore, it can be argued that the development of competencies is a factor that helps organizations to successfully deal with changing environments (5).…”

Section: Introductionmentioning

confidence: 99%

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Designing a Model for Developing Key Human Resource Competencies in the Red Crescent Society of the Islamic Republic of Iran

Nouri

Yaghoubi

Haddadi

et al. 2020

jorar

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INTRODUCTION: In recent years, competency has emerged as a major issue which plays a significant role in responding to challenges facing organizational management in a rapidly changing environment. In this regard, the competency-based approach puts emphasis on individuals and highlights the importance of human resources to achieve organizational goals. The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization; that is to say, most of the services provided to the target communities rely on the capabilities of human resources. Therefore, the current study aimed to design a model for the development of key human resource competencies in the Red Crescent Society of the Islamic Republic of Iran. METHODS: This applied qualitative study was conducted based on an exploratory approach and used mixed-type data. Data collection was performed in two qualitative and quantitative phases. The first phase was conducted based on grounded theory, while a quantitative research method was used in the next phase. The statistical population of the study in the qualitative section included managers and human resource experts of the Red Crescent Society, as well as university professors and experts, who were selected using purposive sampling and were interviewed until saturation data (25 interviews). The statistical population of the quantitative section included 8,451 managers and employees of the Red Crescent Society of all provinces of Iran. The sample size was calculated at 361 cases using Krejcie and Morgan sample size determination table. FINDINGS: In the present study, among the seven principles of the Red Cross and Red Crescent Movement, the five principles of humanity, impartiality, neutrality, independence, and voluntary service were regarded as infrastructure requirements for the development of human resource competencies and were axially coded in causal conditions. Thereafter, the relationship between these principles and human resources competencies in the Red Crescent Society was determined using PLS software. CONCLUSION: As evidenced by the obtained results, the employment of appropriate strategies for evaluating and developing key human resource competencies resulted in the following consequences: human resource efficiency, provision of desirable social services, community health improvement, enhancement of human values, reinforcement of trust and public participation, and improvement of the financial capacity of the Red Crescent Society. The results indicated that competency development among Red Crescent staff is positively and significantly correlated with the principles of humanity, neutrality, impartiality, and independence.

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Section: Describing the Studied Variables And Questionnaire Itemsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Designing a Model for Developing Key Human Resource Competencies in the Red Crescent Society of the Islamic Republic of Iran

Nouri

Yaghoubi

Haddadi

et al. 2020

jorar

View full text Add to dashboard Cite

show abstract

“…Competency is a criterion that is commonly used for the evaluation of human resources in various organizations which makes it possible to evaluate and develop the capabilities of the employees that are important to the organization (4). Therefore, it can be said that the development of competencies and their functions can help the organization in the face of a changing environment (5).…”

Section: Introductionmentioning

confidence: 99%

Development a Model for the Evaluation and Improvement of Key Human Resource Competencies Using the Grounded Theory

Nouri

Yaghoubi

Haddadi

et al. 2019

jorar

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INTRODUCTION: The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization. Therefore, the competencies of its employees must be improved to make it possible for them to have their best performances. In this regard, the present study aimed to investigate and identify the factors that affect the development of key human resource competencies in the Iranian Red Crescent Society and design an appropriate model for its evaluation. METHODS: The present applied qualitative research used an exploratory approach. The statistical population of this study consisted of managers and experts in the field of human resources of the Red Crescent Society who were selected using the snowball sampling method. Moreover, the required data were collected through semi-structured in-depth interviews and we reached saturation after 26 interviews. The collected data were analyzed using the Straussian version of grounded theory. Finally, the collected data were analyzed in the MAXQDA software (version 10). In total, 72 concepts, 568 sub-concepts, and 19 categories were identified in this research. FINDINGS: Five out of the seven fundamental principles of the Red Crescent Society and the International Committee of the Red Cross, including the principle of humanity, voluntary service, neutrality, impartiality, and independence are among the foundational factors and necessities of the development of human resources competencies and were axially coded in causal conditions. Improvement and development of individual, organizational, social, and professional competencies were the four main categories of this research that were selected as the main strategies for the development of human resource competencies. CONCLUSION: According to the results of data analysis, employing appropriate strategies for the evaluation and development of key human resources competencies can have beneficial consequences. More specifically, these categories include human resource efficiency, provision of desirable social services, enhancement of the community health, improvement of human values, increase of public trust and participation, and improvement of the financial position of the organization.

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“…As part of the TECH project, students from the universities of Seville and Malaga presented the improvement of their competences of collaborative work, efficient use of time, management of online resources and others by carrying out collaborative work in mixed groups on the online learning platform [12]. ComProfits is a project financed by the EU which analyzes the concept of a profile platform of adaptive competences where its main objective is to (i) strengthen the analysis of competences and (ii) improve the quality of staff selection and work performance in the field of IT [13]; another innovative concept for teaching competences with entrepreneurial spirit is open educational practices that work jointly with a StarUp model and seeks to identify the competences that a person has obtained by carrying out the analysis of open educational resources (OER) that have been used through a recommendation system [14]. Another approach applies KIPSSE, which is a self-reporting instrument to be used in the evaluation of competences of projects developed by university students that take part in online learning projects, which tries to identify knowledge integration skills, project skills and self-efficacy based on the results of the qualitative and quantitative analysis of interviews with the project consultants [15].…”

Section: Introductionmentioning

confidence: 99%

CREAMINKA: An Intelligent Ecosystem for Supporting Management and Information Discovery in Research and Innovation Fields in Universities

Guerreo¹,

Pulla-Sánchez²,

Galán-Mena³

et al. 2018

Management of Information Systems

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This chapter presents a new proposal for supporting the management of research processes in universities and higher education centers. To this aim, the authors have developed a comprehensive ecosystem that implements a knowledge model that addresses three innovative aspects of research: (i) acceleration of knowledge production, (ii) research valorization and (iii) discovery of improbable peers. The ecosystem relies on ontologies and intelligent modules and is able to automatically retrieve information of major scientific databases such as SCOPUS and Science Direct to infer new information. Currently, the system is able to provide guidelines to create improbable research peers as well as automatically generate resilience graphics and reports from more than 17,000 tuples of the ontological database. In this work, the authors describe in detail an important aspect of support systems for research management in higher education: the development and valorization of competences of students collaborating in research process and startUPS of universities. Furthermore, a knowledge model of entrepreneurship (startUPS) as well as an analyzer of general and specific competences based on data mining processes is presented.

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An Adaptive Model for Competences Assessment of IT Professionals

Cited by 6 publications

References 18 publications

Designing a Model for Developing Key Human Resource Competencies in the Red Crescent Society of the Islamic Republic of Iran

Designing a Model for Developing Key Human Resource Competencies in the Red Crescent Society of the Islamic Republic of Iran

Development a Model for the Evaluation and Improvement of Key Human Resource Competencies Using the Grounded Theory

CREAMINKA: An Intelligent Ecosystem for Supporting Management and Information Discovery in Research and Innovation Fields in Universities

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