Barriers to maturity in project management in the public sector: a systematic literature review

This paper aims to identify the barriers that are related to the maturity of project management in the public sector. Therefore, a systematic literature review was carried out based on works extracted from the CAPES Journal Portal and Google Scholar, using the protocol proposed by Felizardo et al. (2017) and from the keywords “project management maturity”, “public-sector”, “barriers” and their variations. The final review sample consisted of six studies, two of which were developed in the Brazilian context, one in the United Kingdom, one in Slovenia, one in Serbia, and one in Iceland. The barriers presented in the studies were summarized in seven dimensions: technical competence, management methodology, computerization, human relations, organizational structure, alignment with the organization's business, and transversal categories. The notes of the studies brought as main notes the needs that organizations work with the intensification of benchmarking practices in the context of project management and the integration of this area with its strategic management.

ЦЕНТР УПРАВЛІННЯ КОМПЕТЕНЦІЯМИ: ВИРІШЕННЯ ПРОТИРІЧ ПУБЛІЧНОГО УПРАВЛІННЯ ЗАВДЯКИ ІНФОРМАЦІЙНИМ ТЕХНОЛОГІЯМ

Problem statement. The article examines the competence management center as a means of resolving contradictions in public administration. It is determined that the essence of the problem lies in the fact that the introduction of information and communication technologies contributes to the development of a higher level of human thinking and motivation for its actions, and accordingly there are new requirements for the quality standards of public administration, which leads to an aggravation of the contradictions of public administration. The purpose of the study is formation of conceptual bases of creation and functional realization of the center of management of competences for the decision of contradictions of public management which have arisen owing to use of modern information technologies. The object of this research is the contradictions of public administration caused by the use of information technologies and tools and means of their solution. The research uses general scientific and special methods: analysis and synthesis, logical, dialectical, generalization method, complex and systematic approaches. Research methods: in the process of scientific work were used general and special methods of scientific abstraction, induction and deduction, statistical analysis, analogy and quantitative and qualitative comparison. The research hypothesis is the assumption that the contradictions of public administration that are caused by the use of information technologies can be resolved by applying the competence management center. Presentation of the main material. It is found out that the main contradiction of the functioning of the management system is that if there is a significant need to update the public nature of management, the lack of proper mechanisms for attracting the object of management represented by the population of a particular territory to participate in the process of forming alternatives, evaluation criteria, analysis, selection and implementation of management decisions requires a solution. Originality and practical significance of the research. It is proved that the use of modern public management tools (development of e-government technologies; the development of innovative information and communication infrastructure using public-private partnership opportunities; the use of a political marketing tool; the introduction of foresight, crowdsourcing and public audit technologies) does not contribute effectively enough to resolving the above contradictions. Conclusions and prospects for further research. As a promising tool, a competence management center is proposed, which helps to resolve contradictions that are becoming more acute in the context of the introduction of information and communication technologies.

Traditional and new ways in competence management: Application of HR analytics in competence management

This article within the magazine Gruppe. Interaktion. Organisation. (GIO) provides an overview of established and new ways in competence management, with a focus on the HR Analytics approach. Competence management has come a long way. Since the beginning of competence research in the 1970’s technological progress and altering competence demands among employees have drastically reshaped the landscape of employment. Handling complexity and large amounts of information has become essential in order to keep up with developments of today’s world. The globalised competition has fostered an increasingly intense ‘War for Talents’ under volatile circumstances. How can an organisation develop an anticipative competence strategy if there are so many variables regarding the future? Since digitalization and the evolving field of big data and predictive analytics enable new ways of information processing, new concepts for human resources management are required. The most prominent approach nowadays is a company-specific competence model that is derived from the organisational strategy. Employees are developed with regard to the competence strategy—even though it might turn out as too rigid to react flexibly to changing environmental conditions in a steadily faster global competition. We state that this process can be extended by a data-driven approach in order to support HR departments and achieve an improved rate of correct assessments for future HR developmental measures.