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.

Services Used and Factors Considered Important in Selecting a Bank: An Investigation across Diverse Demographic Segments

Abstract: Consumers perceive the following criteria as important in their selection and patronage of commercial banking facilities. Services relating to chequing accounts are of greater importance than those relating to savings accounts. Speed of service, locational convenience, competence and friendliness of bank personnel are also important. Significant differences in attitudes and opinions between the sexes, language, age, income and educational level groups are revealed. These results come from a study carried out in Montreal, which was chosen for its highly competitive banking environment. By tailoring their marketing strategies to stress the satisfaction of the above features, bank marketers may be better able to influence the target market segments dealt with.

Crisis resource management training for an anaesthesia faculty: a new approach to continuing education.

Abstract: Background Human error and system failures continue to play a substantial role in adverse outcomes in health care. Anaesthesia crisis resource management addresses many patient safety issues by teaching behavioural skills for critical events but it has not been systematically utilized to teach experienced faculty. Methods An anaesthesia crisis resource management course was created for the faculty of our medical school's anaesthesia teaching programmes. The course objectives were to understand and improve participants' proficiency in crisis resource management (CRM) skills and to learn skills for debriefing residents after critical events. Through surveys, measurement objectives assessed acceptance, utility and need for recurrent training immediately post-course. These were measured again approximately 1 year later along with self-perceived changes in the management of difficult or critical events. Results The highly rated course was well received in terms of overall course quality, realism, debriefings and didactic presentation. Course usefulness, CRM principles, debriefing skills and communication were highly rated immediately post-course and 1 year later. Approximately half of the faculty staff reported a difficult or critical event following the course; of nine self-reported CRM performance criteria surveyed all claimed improvement in their CRM non-technical skills. Conclusions A unique and highly rated anaesthesia faculty course was created; participation made the faculty staff eligible for malpractice premium reductions. Self-reported CRM behaviours in participants' most significant difficult or critical events indicated an improvement in performance. These data provide indirect evidence supporting the contention that this type of training should be more widely promoted, although more definitive measures of improved outcomes are needed.

General Issues about Assessment of Competence

Abstract: In simple terms, competency‐based assessment is the assessment of a person's competence against prescribed standards of performance. Thus, if an occupation has established a set of, say, entry‐level competency standards, then these prescribe the standards of performance required of all new entrants to that occupation. Competency‐based assessment is the process determining whether a candidate meets the prescribed standards of performance, i.e. whether they demonstrate competence. It is probably a truism that there is no such thing as a process of assessment that is without its critics. Whatever efforts are made to improve an instance of assessment, someone is bound to be unhappy with the process. Competency‐based assessment is therefore at a particular disadvantage since it is both new and unfamiliar to many people. This has meant that competency‐based assessment has aroused numerous and varied worries and objections from many quarters. In the process of researching assessment methods of professio...

Knowledge, skills, competence: European divergences in vocational education and training (VET)—the English, German and Dutch cases

Abstract: Policy debates on employability, lifelong learning and competence‐based approaches suggest a convergence of VET approaches across European countries. Against the background of the creation of a European Qualifications Framework, this paper compares the VET systems of England, Germany and The Netherlands. The analysis reveals the distinct understandings and meanings of outwardly similar terms. These meanings are deeply rooted in the countries’ institutional structures and labour processes and still inform national debates and policies today. The paper identifies a major distinction between a ‘knowledge‐based’ VET model in Germany and The Netherlands and a ‘skills‐based’ model in England. There is a need to develop trans‐national categories that take into account the social construction of terms such as ‘skills’ and ‘qualifications’.