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.

Situated learning in the practice placement.

Abstract: Nurses who had just completed their training in Scotland were interviewed with regard to their experiences on placements. The nurses had either completed a traditional training course or came from the first cohort of the Project 2000 diploma level course. The interviews focused on the way in which the student nurses had learned in their practice placements. The results suggest that the placement is a complex social and cognitive experience in which there are elements of situated learning. Acceptance into the community of practice is important but this can be separated, conceptually at least, into a social acceptance which might be extended to any student and a professional acceptance which relies on the display of appropriate competence. The nurses described the way in which their mentors had interacted with them in terms which suggested that cognitive apprenticeship strategies had been used to further their learning in practice. It is concluded that, in view of the central importance of the placement for training nurses, explicit use of mentoring techniques derived from situated learning and cognitive apprenticeship might be beneficial.

Alliance form: a test of the contractual and competence perspectives

Abstract: This paper analyzes factors that influence firms' choice of the organizational form of strategic alliances. I consider arguments suggested by both the contractual and the competence perspectives. In order to distinguish empirically between them, I devote special attention to the role played by the similarity of partner firms' technological specialization. In the empirical section I consider a sample composed of 271 equity joint ventures, non-equity bilateral and unilateral agreements established between each other in the period 1983–86 by 67 North American, European, and Japanese enterprises from the world's largest firms in information technology industries. I examine the effects on the choice of alliance form of a measure of firms' technological proximity based on patents count, while controlling for other variables that are usually considered in the empirical literature. The estimates of binomial and multinomial logit models support the competence-based argument that in technological alliances divergence in partners' technological specialization results in a higher propensity to use equity forms. Overall, the findings suggest that both the contractual and competence perspectives provide valuable complementary insights into the determinants of alliance form. Copyright © 2003 John Wiley & Sons, Ltd.

Development and Content Validation of a Hyperdimensional Taxonomy of Managerial Competence

Abstract: In light of repeated prescriptions for theory-driven prediction of job performance (Guion & Gottier, 1965; Tett, Jackson, Rothstein & Reddon, 1999), the complexity of the manager's role calls for a comprehensive performance taxonomy more detailed than those offered previously. Review of recent discussion of the fidelity - bandwidth tradeoff (e.g., Hogan & Roberts, 1996; Ones & Viswesvaran, 1996) and the need for greater articulation of job performance (Campbell, 1994; Murphy & Shiarella, 1997) raise important issues regarding construct specificity in considering managerial behavior. None of 12 earlier managerial performance taxonomies (e.g., Borman & Brush, 1993; Tornow & Pinto, 1976; Yukl & Lepsinger, 1992) offers adequate specificity for meeting key research challenges. A "hyperdimensional" taxonomy of managerial competencies, derived from the earlier models and developed using unique methods, was subjected to content validation by expert review in 3 studies. In the first 2, a total of 110 Academy of Management members sorted 141 behavioral elements into 47 competencies with average hit rates of 68% and 85%, respectively. Results directed model refinements, including addition of 6 competencies. In Study 3, 118 subject matter experts sorted behaviors into targeted competencies in a more rigorous task with an average hit rate of 88.5%. Findings support the model's content validity, its continued development, and most importantly, the pursuit of specificity in understanding and predicting managerial behavior.

Predictors of Satisfaction with Counseling: Racial and Ethnic Minority Clients' Attitudes toward Counseling and Ratings of Their Counselors' General and Multicultural Counseling Competence.

Abstract: One hundred twelve college students of color who sought and terminated mental health treatment at their campus counseling center were asked to indicate their (a) attitudes toward counseling, (b) ratings of their counselors' general counseling competence, (c) ratings of their counselors' multicultural competence, and (d) satisfaction with counseling. Results revealed that these students' counseling attitudes and perceptions of their counselors' general and multicultural competence each accounted for significant variance in their satisfaction with counseling. Of particular note was the finding that racial and ethnic minority clients' ratings of their counselors' multicultural counseling competence explained significant variance in satisfaction ratings beyond the variance previously accounted for by their general counseling competence ratings. Moreover, results revealed that clients' ratings of their counselors' multicultural counseling competence partially mediated the relationship between general counseling competence ratings and satisfaction with counseling.