Competence-based approaches in organizational and individual context

Abstract

With an increasing pace of digitalization, automatization, and robotization, firms need to quickly anticipate new consumer values, trends, and needs and adjust their production, thus requiring constant adaptation of competences and competence-based models. This review: (1) briefly outlines the development of competence-based models; (2) presents difficulties when defining and delineating differences between competences, skills, and abilities; (3) presents the main challenges of competence measurement; (4) presents recent findings of competence-based models in organizational and individual context; and (5) highlights challenges these models are likely to encounter in the future. To this end, a non-systematic literature review was carried out to summarize relevant published research studies and to define future research directions. Results show that further competence-based research should focus on generalizing the findings by looking at various groups of workers and industries, expanding the set of competences used in the analyses, using different definitions of key competences, and developing alternative models to assess their impact on performance. Such research would allow to better assess employees’ preparedness in terms of competence requirements, as well as to identify the most critical gaps and opportunities for the formal educational system and as part of on-the-job training.

Content Analysis of the Components of the Structure Professional Abilities of Students

“…В связи с расширением и появлением новых компетенций и навыков возникли трудности в определении модели компетенций. Соотношение компетенций (общие и индивидуальные), их связь и различия со способностями и навыками рассматриваются в работе Б. Шкриньвич [49] (Bruno Škrinjarić, 2022). По мнению автора разработка компетентностных моделей основывается на двух подходах: британском (общий для организации) и американском (индивидуальный).…”

Management of knowledge and competence through human resource information system—A structured review

“…The term “competency” was first used in the field of education to describe the actions of trainee teachers. It was then used in the management field in the United States to define the qualities that employees must have to carry out their duties effectively (Škrinjarić, 2022 ). Competencies are not viewed as job requirements, but rather as what makes workers effective in their roles (Mitchelmore and Rowley, 2010 ).…”

“…When put into practice, this refers to the labels that are used to classify knowledge databases. An ideal knowledge structure would faithfully reflect the knowledge's typical use (Venkitachalam and Willmott, 2015 ; Škrinjarić, 2022 ). Databases should be built with the expectation that they will undergo regular revision.…”

Methodological Competence Development of Preschool Teachers in the System of Continuous Education

“…One of the most urgent problems of education is the formation of competence. The idea of the competence approach allows you to answer the question about the necessary result of education for an individual in the context of professional training and lifelong learning (Skrinjarić, 2022). It is the competency-based approach aimed at updating the modern education system, which determines the objective requirements for the development of the education quality assurance system; normative indicators of the quality of education are, in particular, acquired capacities and competence (Bogush 2022).…”