Competency mapping: Building a competent workforce through Competency-Based Human Resource Information System

Sharma, Shubham; Malodia, Luxmi

doi:10.1080/02522667.2022.2128530

Cited by 2 publications

(1 citation statement)

References 20 publications

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“…The issue of social workers’ competences is becoming more and more topical and is linked to the field of continuing education of social workers, which is a means of continuously acquiring, supplementing, and consolidating these competences. Competences become one of the key building blocks for a company’s success in achieving its mission, vision, and value creation ( Sharma and Malodia, 2022 ). Social work is becoming one of the key areas of society.…”

Section: Introductionmentioning

confidence: 99%

Competence development as a means of HR management in the field of social work

Petrů¹,

Zychová²

2023

Front. Psychol.

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Professional competences in social services are becoming the subject of interdisciplinary cooperation and require a multidisciplinary approach. The research aimed to identify which professional competences are required by social service managers, to determine which variables influence the expansion of social work competences and to categorize the professional competences. Expansion of social work competences is influenced by many factors according to specific characteristics of the organization. The results were obtained through a questionnaire survey of managers (n = 247) and employees (n = 219). All organizations providing social services in the Czech Republic, according to the Register of Social Service Providers of the Ministry of the Interior of the Czech Republic, were contacted. The results were used for formulating a competency model for social services. The relationship between the selected variables and the expansion of social work competences was tested using a dependency test (χ2). The significant level of value was chosen as α = 0.05. The strength of dependence was calculated using a Cramer’s V measurement within 0 ≤ V ≤ 1. The result of the measurement was to test the validity of the hypothesis (hypothesis testing), and the result of the test was related back to the theory (verification). Factor analysis enabled the relationships between the latent variables to be uncovered and allowed two groups to be formed within the professional competences. Results showed a relationship between the expansion of competences through continuing education, the evaluation of personal development and motivation plans, and the establishment of a set of professional competences for each job. The results suggest that achieving a particular competency should be part of a workforce development plan. Factor analysis revealed two groups of professional competences. The first group includes competences such as socio-legal counseling, analytical, methodological, and conceptual activities in the social field, and social counseling and social rehabilitation. The second group includes competences such as professional activities in facilities providing social prevention services, social diagnostics, and identifying the needs of the population and the region.

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Section: Introductionmentioning

confidence: 99%

Competence development as a means of HR management in the field of social work

Petrů¹,

Zychová²

2023

Front. Psychol.

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The mediating role of organizational learning culture in the nexus of human resource development practices and employee competencies

Otoo

2024

AJEMS

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PurposeA learning-focused culture promotes creativity, innovativeness and the acquisition of novel insights and competencies. The study aims to explore the relationship between human resource development (HRD) practice and employee competencies using organizational learning culture as a mediating variable.Design/methodology/approachData were collected from 828 employees of 37 health care institutions comprising 24 (internationally-owned) and 13 (indigenously-owned). Construct reliability and validity was established through a confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling.FindingsData supported the hypothesized relationships. The results show that training and development and employee competencies were significantly related. Career development and employee competencies were significantly related. Organizational learning culture mediates the relationship between training and development and employee competencies. However, organizational learning culture did not mediate the relationship between career development and employee competencies.Research limitations/implicationsThe generalizability of the findings will be constrained due to the research’s health care focus and cross-sectional data.Practical implicationsThe study’s findings will serve as valuable pointers to policy makers and stakeholders of health care institutions in developing system-level capacities that promote continuous learning and adaptive learning cultures to ensure sustainability and competitive advantage.Originality/valueBy evidencing empirically that organizational learning culture mediates the relationship between HRD practices and employee competencies the study extends the literature.

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Competency mapping: Building a competent workforce through Competency-Based Human Resource Information System

Cited by 2 publications

References 20 publications

Competence development as a means of HR management in the field of social work

Competence development as a means of HR management in the field of social work

The mediating role of organizational learning culture in the nexus of human resource development practices and employee competencies

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