Working competencies as a factor of building working groups in mining enterprises

Tobór-Osadnik, K.

doi:10.1088/1755-1315/198/1/012016

Cited by 2 publications

(2 citation statements)

References 2 publications

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“…With this capital in addition to filling the individual dynamic capabilities load, it also guarantees that its work professionals are high enough to increase work efficiency. This is in line with Evans & Homer [13],Balthazard, Katarzyna, , Konstantinou [28][29][30], and Schutte et al [13] whose concluded that the attitude of understanding work assignments, work processes, and work behavior according to their knowledge, expertise and skills, is indicators of professional workers and are the potential dynamic capabilities of individuals who will encourage work efficiency.…”

Section: Verification Of Hypothesis Two (H2)supporting

confidence: 85%

Empirical Study of Work Efficiency in Upstream Oil and Gas Industry of State Company

Munir¹

2020

IJATCSE

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The upstream oil and gas industry in its operations requires the work efficiency of each individual worker, in order to achieve the company's goals. Many things can affect every worker to work efficiently, in this study raised the factor of work professionalism, work motivation, and innovative behavior as well as individual dynamic capabilities. This study will focus to determine the extent of the influence of work professionalism, work motivation, innovative behavior on work efficiency through individual dynamic capabilities. The aim of this study is to improve work efficiency of each individual worker in upstream oil and gas industry in stateowned enterprises, in order to achieve the company's goals.

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Section: Verification Of Hypothesis Two (H2)supporting

confidence: 85%

Empirical Study of Work Efficiency in Upstream Oil and Gas Industry of State Company

Munir¹

2020

IJATCSE

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“…Defining the term competences raises many problems. It is often identified them with other concepts such as skills, abilities or qualifications (Tobór-Osadnik, 2018). In this case, competencies must be perceived as an umbrella term for subordinate concepts, which are already mentioned attitudes and values, qualifications and skills and knowledge.…”

Section: Literature Reviewmentioning

confidence: 99%

Comparative Study of Employees´ Key Competencies in Selected Health Care and Non-Health Care Organizations

Vydrová

2019

Proceedings of the International Conference on Business Excellence

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The key competences of the employees are currently discussed and the open labor market. Competencies can be divided into three basic categories: knowledge competencies, application competencies and social competencies. Each work environment brings its specifics and the aim of the article is to find similarities and differences in the key competencies of employees of healthcare organizations and non-healthcare organizations. In order to achieve the objective of the article, a questionnaire survey was used, involving 791 respondents from healthcare organizations and 647 nonhealthcare organizations. In total 1438 questionnaires were evaluated. The research was conducted from May 2017 to September 2018. The first phase of the research was conducted through semi-standardized interviews with 73 representatives of healthcare organizations and 69 representatives of non-healthcare organizations. Qualitative research was attended by representatives of the personnel department, respectively human resource management department. The second stage of the research was followed by quantitative research. Quantitative research was conducted from January 2018 to September 2018. Key competencies were selected on the basis of importance, and the author of the article deals with those that respondents have identified as most important for their work. Here we can find the first differences in the identification of key competencies in healthcare organizations and nonhealthcare organizations. Respondents of healthcare organizations have identified as the most important the ability to communicate, the ability to learn, teamwork, reliability, dedication to work, empathy, emotional maturity and work under stress, while non-healthcare organizations respond as key communication skills, IT skills, creativity, team work, reliability, emotional maturity, and work under stress. Three research hypotheses have been identified. The research hypotheses were verified using the Two-sample t-Test statistic for equal means.

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Working competencies as a factor of building working groups in mining enterprises

Cited by 2 publications

References 2 publications

Empirical Study of Work Efficiency in Upstream Oil and Gas Industry of State Company

Empirical Study of Work Efficiency in Upstream Oil and Gas Industry of State Company

Comparative Study of Employees´ Key Competencies in Selected Health Care and Non-Health Care Organizations

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