How to Organize Territorial Competence Management?

2021 ◽  
pp. 131-144
Author(s):  
Ingrid Mazzilli
Keyword(s):  
Competence Management

Dealing with organizational silos with communities of practice and human resource management

2017 ◽  
Vol 29 (6) ◽  
pp. 473-489 ◽  
Author(s):  
Riitta Forsten-Astikainen ◽  
Pia Hurmelinna-Laukkanen ◽  
Tuija Lämsä ◽  
Pia Heilmann ◽  
Elina Hyrkäs
Keyword(s):  
Communities Of Practice ◽  
Organizational Structures ◽  
Energy Sector ◽  
Negative Effects ◽  
Organizational Boundaries ◽  
Content Type ◽  
Competence Management ◽  
And Performance ◽  
Hr Managers ◽  
Hr Function

Purpose Organizational silos that build on the existing organizational structures are often considered to have negative effects in the form of focus on private narrow objectives and organizational fragmentation. To avoid such harmful outcomes, competence management is called for, and in this, the human resources (HR) function takes a key role. Among other things, it can provide basis for emergence and utilization of communities of practice (CoPs) that build on common interests and effectively cross organizational boundaries. These features of CoPs allow them to carry competences and ease knowledge transfer and to break down the harmful isolation. Quite paradoxically, the challenge is that CoPs can also form within silos, thereby strengthening isolation, and HR as a utility department can itself be particularly prone to the silo effects. Examination of boundaries and silos through an original study conducted in a Finnish energy sector company suggests that HR managers need competences outside their own expertise area and courage to augment their CoPs across the functional boundaries to break out of the HR silo and to assist other functions to do the same. Design/methodology/approach The study is based on qualitative research data gathered in four focus group interviews with HR personnel from an energy sector company in November 2012. Totally, 19 professionals were interviewed (five HR partners, five talent development and performance managers, five vice presidents of HR and four HR managers) in the four focus groups. The company’s HR personnel represented units from Finland, Sweden, Poland and Estonia. Findings Examination of boundaries and silos in the Finnish energy sector suggests that HR managers need competences outside their own field (e.g. knowledge of the business and offerings of the firm) and courage to augment their CoPs across the functional boundaries to break out of the HR silo and to assist other functions to do the same. Originality/value Research provided that CoPs can have different effects on silos. As they are capable of crossing organizational and functional boundaries, they may effectively mitigate adverse silo effects; however, if CoPs are formed within silos, they may strengthen isolation and fragmentation. In addition, utility departments and supporting functions are particularly prone to the risk of CoPs forming within silos. The HR function is one manifestation of this. Paradoxically, it also has the potential to enhance the other type of effects that CoPs can exert, as competence management can be used to foster intentional and self-organizing CoPs that counter silo effects.

scholarly journals THE CHARACTERISTICS OF THE SYSTEM APPROACH IN THE SOCIAL AND PEDAGOGICAL FOREIGN STUDENTS’ SUPPORT

Osvitolohiya ◽  
2020 ◽  
Author(s):  
Yaroslav Slutskiy
Keyword(s):  
Support System ◽  
Foreign Students ◽  
System Approach ◽  
Systems Approach ◽  
Effective Interaction ◽  
Foreign Student ◽  
Study Results ◽  
Competence Management ◽  
Separate Subsystem ◽  
Competence System

The article considers the problem of practical application of the system approach in the process of foreign students’ social and pedagogical adaptation. The study of this scientific question revealed that acculturation activities should consist of three main areas: psychological, linguistic and cultural, each of them requires the formation of a list of competencies that contribute to the development of the ability of effective interaction building with the host country persons. These competencies, during the interaction at the time of practical academic or social activities of a foreign student, become a competence, a phenomenon that includes many competencies and aimed at their adequate functioning, that leads to a system of competence management, which can be analyzed only using the system approach. In addition, these areas of adaptation activity led to the conclusion that they are also the system-forming elements of the preparatory process, i.e. the system of socio-pedagogical support. Based on the study results that competence is a system of competence management, and the linguistic, cultural and psychological training are a system of adaptive training, the systems approach is defined as a «system within a system» in which the competence system operates in the acculturation triad: linguistic, culture, psychology. The system approach allowed us to study each component of the system of socio-pedagogical support as a separate subsystem. Thus, this approach demonstrated the possibility of identifying the components of the system of foreign students’ support, their essential characteristics, as well as the present relationships. It is emphasized that each element of the support system, psychological, linguistic or educational-cultural is a full-fledged system, however, when interacting with the other elements that aimed at the creating of socio-pedagogical support system, the elements become the subsystems that depend on each other.

Aided System of Competence Management for Virtual Team Building Adapted to Specific Needs of Design Projects

2010 ◽  
pp. 293-312
Author(s):  
Marinita Schumacher ◽  
Julie Stal Le Cardinal ◽  
Jean-Claude Bocquet
Keyword(s):  
Functional Analysis ◽  
Product Development ◽  
Virtual Teams ◽  
New Product Development ◽  
Team Building ◽  
Virtual Team ◽  
Future Trends ◽  
Virtual Design ◽  
Competence Management ◽  
Design Projects

Virtual instruments and tools are future trends in Engineering which are due to the growing complexity of engineering tasks. Individuals who are working in Virtual Teams must be equipped with spanning competencies that provide a basis for Virtual Team building. In the first step this chapter gives a broad insight to the field of Competence Management and Virtual Teams. The second step responds to the need of a method of Competence Management to build Virtual Teams that are active in virtual design projects in the area of New Product Development (NPD). Due to the systemic approach of the functional analysis, we present an Aided Competence Management for Virtual Team Building System (Aided CMVTB System) that permits to be adapted not only to organizations but also to design projects without a real organizational structure. The focus of this work is set on the generic aspect to highlight the adaptability and flexibility of the system.

Competence Management over Social Networks Through Dynamic Taxonomies

2013 ◽  
pp. 103-120
Author(s):  
Giuseppe Berio ◽  
Antonio Di Leva ◽  
Mounira Harzallah ◽  
Giovanni M. Sacco
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Real World ◽  
Reference Model ◽  
Effective Solution ◽  
Network Information ◽  
The Social ◽  
Competence Management

The exploitation and integration of social network information in a competence reference model (CRAI, Competence, Resource, Aspect, Individual) are discussed. The Social-CRAI model, which extends CRAI to social networks, provides an effective solution to this problem and is discussed in detail. Finally, dynamic taxonomies, a model supporting explorative conceptual search, are introduced and their use in the context of the Social-CRAI model for exploring retrieved information available in social networks is discussed. A real-world example is provided.

An Ontology-Based Competence Management Model to Support Collaborative Working and Organisational Learning

2011 ◽  
pp. 2744-2759
Author(s):  
José Braga de Vasconcelos ◽  
Chris Kimble
Keyword(s):  
Memory System ◽  
Organisational Learning ◽  
Management Model ◽  
Future Research ◽  
Management Approach ◽  
Group Memory ◽  
Competence Management ◽  
Expert Annotation ◽  
Collaborative Working ◽  
Knowledge Intensive

This chapter describes an ontology based competence management model that can be used to support distributed collaborative working and facilitate organisational leaning. The chapter begins by examining the concepts of collaborative working and organisational learning in the context of knowledge management and competence management systems. It describes the different forms of knowledge that can be represented in such systems and uses this to describe an ontology-driven approach to competence management. An outline design for an ontology-driven competence management system and the related content management approach is then outlined using material from earlier work on a group memory system; the competence ontology and expert annotation technique used in group memory system is described in detail. The chapter concludes with some discussion concerning the role of such systems in Knowledge intensive industries and some directions for future research.

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