Competences as resources in firms

Nordhaug, Odd; Gr⊘nhaug, Kjell

doi:10.1080/09585199400000005

Cited by 105 publications

(84 citation statements)

References 27 publications

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“…An overview of the theoretical framework is given, elucidating our competence-based approach as an extension of the resource-based view of the firm (Barney, 1991;Nordhaug & Grønhaug, 1994;Wright, McMahan, & McWilliams, 1994). This perspective enables us to align two different theories on employability: the one from Fugate et al (2004) and the one from Van Dam (2004).…”

Section: Measurement Of Employability C L a U D I A M Va N D E R H mentioning

confidence: 99%

A competence‐based and multidimensional operationalization and measurement of employability

Heijde

Heijden

2006

Human Resource Management

749

385

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Employability is a critical requirement for enabling both sustained competitive advantage at the firm level and career success at the individual level. We propose a competence‐based approach to employability derived from an expansion of the resource‐based view of the firm. In this contribution, we present a reliable and valid instrument for measuring employability. This measure is based on a five‐dimensional conceptualization of employability, in which occupational expertise is complemented with generic competences. Two sources of raters (employees and their immediate supervisors) are involved in developing and testing the measure. Since the five dimensions of employability explain a significant amount of variance in both objective and subjective career success, the predictive validity of the tool is promising. This instrument facilitates further scientific HRM research and is of practical value in light of job and career assessments, recruitment, staffing, career mobility, and development practices. © 2006 Wiley Periodicals, Inc.

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Section: Measurement Of Employability C L a U D I A M Va N D E R H mentioning

confidence: 99%

A competence‐based and multidimensional operationalization and measurement of employability

Heijde

Heijden

2006

Human Resource Management

749

385

View full text Add to dashboard Cite

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“…In "The Competent Manager"(Boyatzi ,1982) defines competence as "an underlying characteristic of a person", stating it could be, "motive, trait, skill, aspect of one's self-image or social role, or a body of knowledge which he or she uses" (Woodruffe, 1993) points out, that this definition leaves the term open to a multitude of interpretations and argues that the term 'competence' can be used to refer to a 'set of behaviors, skills, knowledge and understanding which are crucial to the effective performance of a position'. (Nordhaug and Gronhaug ,1994) interpret competence as "work-related knowledge, skills and abilities" while (Rees ,2003) argues that there has been an enormous diversity of interpretation of the term, 'competence', and no agreed definition. (Hamel and Prahalad ,1994) define competence as a bundle of skills and technologies that enable company to provide benefits for customers rather than a single skill or technology.…”

Section: E-management Competence Indexmentioning

confidence: 99%

Factors Affecting the Financial Performance of Jordanian Insurance Companies Listed at Amman Stock Exchange

Almajali¹,

Alamro²,

Al-Soub³

2012

jmr

175

129

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This study aimed at investigating the factors that mostly affect financial performance of Jordanian Insurance Companies. The study population consisted of all insurance companies' enlisted at Amman stock Exchange during the period (2002)(2003)(2004)(2005)(2006)(2007) which count (25) insurance company. The data collected was analysed by using a number of basic statistical techniques such as T-test and Multiple-regression. The results showed that the following variables (Leverage, liquidity, Size, Management competence index) have a positive statistical effect on the financial performance of Jordanian Insurance Companies. The researcher recommended that a high consideration of increasing the company assets will lead

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“…Essas competências internas compõem o portfólio de competências, que consiste na combinação das competências individuais dos grupos ou áreas de trabalho (NORDHAUG;GRÖNHAUG, 1994).…”

Section: As Competências Coletivasunclassified

A emergência das competências coletivas a partir da mobilização de diferentes grupos de trabalho

Klein

Bitencourt

2012

Organ. Soc.

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ResumoA s competências coletivas podem ser compreendidas a partir de diferentes contextos. Para este artigo, foi escolhido a dinâmica e resultado da equipe. Assim, buscou-se compreender o desenvolvimento de competências coletivas a partir da interação estabelecida entre diferentes grupos de trabalho. Para tanto, utilizou-se um referencial teórico com base na abordagem social das competências, destacando-se os autores franceses e suecos. Desenvolveu-se um estudo de caso qualitativo, no qual a empresa selecionada deveria ter a cultura do trabalho em grupo e, neste contexto, foi escolhido um processo estratégico que dependesse da mobilização de diferentes grupos. O processo apresentado é o da Parada Geral de Manutenção, na empresa UNIB-RS/Braskem. Como resultados, foram estabelecidos dois níveis de análise: (1) The Emergence of Collective Competencies based on the Mobilization of Working TeamsAbstract C ollective competencies can be understood from different contexts. For this article we chose the dynamics and outcome of the team. The paper aims to understand the development of collective competencies established by the interaction among different working groups. For this purpose, we used a theoretical approach based on social competencies, in which French and Swedish authors were highlighted. We developed a qualitative case study, in which the selected company should have a teamwork culture and, in this context we chose a strategic process that relied on the mobilization of different groups. The case presented was Turnaround Maintenance, in UNIB-RS/Braskem. The results indicated two levels of analysis: (1) the micro level, which aimed to understand the constituent elements of collective competencies and (2) the macro level, focused on results of those competencies. Based on our fi ndings we propose two concepts of collective competencies. The fi rst one emphasizes the process of developing these competencies and the second is based on their results.

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Competences as resources in firms

Cited by 105 publications

References 27 publications

A competence‐based and multidimensional operationalization and measurement of employability

A competence‐based and multidimensional operationalization and measurement of employability

Factors Affecting the Financial Performance of Jordanian Insurance Companies Listed at Amman Stock Exchange

A emergência das competências coletivas a partir da mobilização de diferentes grupos de trabalho

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