Topic
Competence (human resources)
About: Competence (human resources) is a research topic. Over the lifetime, 53557 publications have been published within this topic receiving 988884 citations. The topic is also known as: competence (human resources) & Competency.
Papers published on a yearly basis
Papers
More filters
TL;DR: In this paper, 55 project performance attributes are identified and a two-stage questionnaire survey is conducted, while 11 success and nine failure factors are identified from the analysis of the first stage questionnaire responses, the second stage questionnaire survey has helped in evaluation of the extent of criticality of these factors with respect to a given performance rating of the project.
222 citations
01 Jan 2005
222 citations
Book•
01 Jan 1995
TL;DR: In this paper, the authors propose a culturally responsive pedagogy for the multiracial classroom by facilitating equitable discussions within the multicultural classroom and using Cooperative Lesson Worksheet and Evaluator Assessment.
Abstract: Understanding Relationships Between Culture and Motivation to Learn Establishing Inclusion Developing Attitude Enhancing Meaning EngAndering Competence Implementing a Culturally Responsive Pedagogy Resources: A. Facilitating Equitable Discussions Within the Multicultural Classroom B. Cooperative Lesson Worksheet C. Evaluator Assessment D. Evaluative Descriptors for Narrative Assessment .
222 citations
TL;DR: The Coase-Williamson response to the question "why do firms exist?" is based on the idea that transaction costs in viable firms are lower than they would be if production was coordinated through the market as mentioned in this paper.
Abstract: The Coase–Williamson response to the question “why do firms exist?” is based on the idea that transaction costs in viable firms are lower than they would be if production was coordinated through the market. The explanatory focus of this argument is on the diminution of costs related to transactions between given individuals. However, this ignores the possibility of activities which are in principle non-contractible, including aspects of the process of production. Further, the reliance on comparative statics in transaction cost theory downplays the distinctive kind and rate of human learning that takes place within firms. This paper argues that work on organizational learning and cultural transmission reinforces a competence-based explanation of the existence and relative efficiencies of firms, and this approach can also provide answers to the original question posed by Coase. Accordingly, the development of a research program involving a conjoint evaluation of both competence-based and transaction cost approaches is proposed.
222 citations
TL;DR: This paper found that women are more likely than men to make a short list for a job but less likely to be hired for the same job, and the role of motivational factors in the setting of standards is discussed.
Abstract: Gender stereotypes regarding task competence may lead perceivers to set different standards for diagnosing competence in women versus men. Specifically, stereotypes may prompt lower minimum standards (or initial screening criteria) but higher confirmatory standards for women than men (Biernat & Kobrynowicz, 1997). In two studies simulating hiring decisions, predictions were that women would be (1) more likely than men to make a short list for a job but (2) less likely than men to be hired for the same job. Results were generally consistent with predictions only among female participants (Studies 1 and 2), among those exposed to a female experimenter (Study 1), and among those held accountable for their decisions (Study 2). The role of motivational factors in the setting of standards is discussed.
222 citations