Competency-Based Management—An Integrated Approach to Human Resource Management in the Canadian Public Sector

Bonder, Arieh; Bouchard, Carl-Denis; Bellemare, Guy

doi:10.1177/009102601104000101

Cited by 36 publications

(31 citation statements)

References 3 publications

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“…Reference [35] outlines the implementation of a competency framework in the Canadian Federal Public Service. The framework is based on the existing job classification system in place within the Canadian Public Service.…”

Section: Competency Management Framework In Canadamentioning

confidence: 99%

An Overview of Competency Management for Learning and Performance Support: A Canadian Perspective

Kondratova

Fourier²,

Molyneaux³

2017

Int. J. Adv. Corp. Learn.

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Abstract-Despite the turbulent economy, recent expenditures on workplace learning in North America have increased. Technology-based methods including tools that enable social learning are making significant gains and account for 39% of all training hours in 2012. A majority of companies are moving from static classroom training to workplace learning that is more interactive and driven by technology. Companies actively experiment with new methods such as personalized learning, performance support, and gamification to encourage employees' motivation to learn and promote continuous workplace learning, practice and application. However, the divide between the training and competencies people have and the training and competencies companies need still remains. The National Research Council Canada (NRC)'s Learning and Performance Support Systems (LPSS) program, by implementing adaptive and personalization strategies, develops software components for learning, training, performance support and enterprise workforce optimization. These technologies have the potential to facilitate lifelong learning, reduce learning and training costs, and reduce demands on physical infrastructure. Software components being developed for learning, training and performance support also enable streamlined and rapid skill development, as well as reduce time to competency, support informal, personal and personalized learning, increase learner engagement, address workforce optimization and sustainability, and increase operational performance and productivity. An overview of the LPSS system and capabilities is presented along with the results of our review of the current state of competency management in Canada and some challenges in this area, followed by recommendations for further work on competency functionality in the context of the LPSS program.

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Section: Competency Management Framework In Canadamentioning

confidence: 99%

An Overview of Competency Management for Learning and Performance Support: A Canadian Perspective

Kondratova

Fourier²,

Molyneaux³

2017

Int. J. Adv. Corp. Learn.

View full text Add to dashboard Cite

show abstract

“…Competitive advantage comes from superior performance and sustenance of such performance. Any organization and for that matter NPOs need to link all HR practices around a common language for better performance and efficiency; the common language of competency brings in more transparency for HR transactions (Bonder, Bouchard and Bellemare 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

“…But a competency model shows the way to achieve that effective performance. Job analysis and competency models can coexist in an organization (Bonder, Bouchard and Bellemare 2011). Competency models can have two linkages; vertical linkage in which a competency model is linked to the strategies of the organization and an internal linkage in which the competency model is linked to the HR practices (Audenaert, et al 2014).…”

Section: Literature Reviewmentioning

confidence: 99%

Competency Framework for Non-Profit Organizations: An Exploratory Study based on Indian Organizations

Elembilassery

2016

ijhrs

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This exploratory study aims to develop a Competency Framework for Nonprofit Organizations (NPO) by applying the fundamentals of Competency Based Human Resource practices on Nonprofit Organizations. The study begins with a literature review and followed by detailed description of methodology for data collection. The data is derived from Indian Organization using three different methods. Firstly, a case study of an NPO working with rural women was done. Secondly, a website survey of job postings of seven NPOs working in different fields was done. And finally, an open ended online interview of management students with a past NPO work experience was done. Based on the observations from these three sources, a competency framework for NPOs is proposed. Limitations of the study, scope for future research and managerial implications are also discussed.

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“…The proposed frameworks are amalgamated to perform at a variety of levels addressing K&C for ships' upkeep and repair organisation. It is required to form a ''multiple-job approach'' to competency in the support Organisation (Bonder et al 2011). The ships' upkeep and repair support performance (SURSP) or any other industrial set ups require suitably qualified and experienced personnel (SQEP), sufficient financial resources (SFR), engineering, logistics and overall business support disciplines (EL&BSD).…”

Section: Proposed Practical Frameworkmentioning

confidence: 99%

Sustainability of knowledge and competencies management on the perceptions of improving ships’ upkeep performance

Al-Raqadi

Rahim

Masrom

et al. 2015

Int J Syst Assur Eng Manag

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Knowledge and competencies management (K&CM) are the main sources requiring sustainable development for any learning organisation. The purpose of this paper is to emphasise the need for K&CM on the perceptions of improving performance. The adopted instrument was modified to suit this research. It encompasses 'efficiency, proficiency, innovation and performance' to learn from the 'mindsets/opinions' and perceptions of 362 responses from employees. The data were collected from five organisations sharing identical objectives and analysed using correlation and regression. The results were statistically found to be positively related and to contribute to the intended performance. All the constructs were supported by confirmation of qualitative themes from the 20 most senior managers. The enhancement of K&CM culture will maintain 'self-effectiveness' to create and preserve the K&CM and make a constant contribution to the body of knowledge.

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Competency-Based Management—An Integrated Approach to Human Resource Management in the Canadian Public Sector

Cited by 36 publications

References 3 publications

An Overview of Competency Management for Learning and Performance Support: A Canadian Perspective

An Overview of Competency Management for Learning and Performance Support: A Canadian Perspective

Competency Framework for Non-Profit Organizations: An Exploratory Study based on Indian Organizations

Sustainability of knowledge and competencies management on the perceptions of improving ships’ upkeep performance

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