Organizational competency management: a competence performance approach ; methods, empirical findings and practical implications
Gespeichert in:
| Beteilige Person: | |
|---|---|
| Format: | Hochschulschrift/Dissertation Buch |
| Sprache: | Englisch |
| Veröffentlicht: |
Aachen
Shaker
2006
|
| Schriftenreihe: | Grazer Schriftenreihe Knowledge-Management
4 |
| Schlagwörter: | |
| Links: | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=022120724&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| Umfang: | XXVI, 249 S. graph. Darst. |
| ISBN: | 9783832250515 3832250514 |
Internformat
MARC
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Datensatz im Suchindex
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| adam_text | Table of Contents
Summary hi
Table of Contents vii
List of Figures xiii
List of Tables xvii
List of Abbreviations xxi
Preface xxiii
Acknowledgments xxv
I. Surveying the Field 1
1 Organizational Competency Management: An Overview 1
1.1 A New Approach to Competency Management 1
1.2 Why are Competencies Important? 2
1.3 A Frame of Reference for Current Approaches 4
2 A Case Study (Study I): Competency Management in the
Automotive Industry 7
2.1 Intervention Method 8
2.1.1 Step 1: Analyzing Setting and Purpose for Competency
Management 9
2.1.2 Step 2: Defining Competencies 10
2.1.3 Step 3: Assessing Competencies 14
vii
Table of Contents
2.1.4 Step 4: Evaluating Competency Management 15
2.2 Results and Discussion 16
3 Current Approaches: Purposes and Models 19
3.1 Competency Management Human Resource Management 20
3.1.1 History of the Terms and Methods 20
3.1.2 Current Developments and Reviews 20
3.1.3 General Competency Modeling Frameworks 22
3.1.4 Expertise Development 28
3.1.5 Work Integrated Competency Development 29
3.1.6 eLeaming 31
3.1.7 Concluding Remarks 31
3.2 Competency Management Knowledge Management 32
3.2.1 Strategic Management Perspective 32
3.2.2 Knowledge Mapping 33
3.2.3 Expertise Location 34
3.2.4 Project Team Staffing 35
3.2.5 Concluding Remarks 36
4 Current Approaches: Conclusions and Future Challenges 36
4.1 Conclusions from the Review 36
4.1.1 Competency Management Purposes and Rationale 36
4.1.2 Competency Management Concepts and Models 37
4.2 Future Challenges for Competency Management 39
4.2.1 Theoretical Basis of the Models Used 39
4.2.2 Lack of Empirical Quality Criteria 42
4.2.3 Flexibility of the Approaches 43
4.2.4 Convergence of HRM and KM Approaches 43
4.3 Addressing the Challenges: Aim of the Research 44
Table of Contents
II. A Competence Performance Approach 47
5 Human Competence and Performance 47
5.1 Competence and Performance in Organizational Psychology 48
5.2 Competencies as Knowledge, Skills, Abilities and Other Characteristics
(KSAOs) 49
5.3 Competence and Performance Defined 50
6 A Competence Performance Framework for Competency
Management 51
6.1 Knowledge Space Theory 52
6.2 Related Applications of Knowledge Space Theory 54
6.3 The Competence Performance Framework 55
6.4 Related Applications of the Competence Performance Approach 56
6.5 Applying the Competence Performance Framework to Competency
Management 56
7 A Case Study (Study II): HR Developers in the Automotive
Industry 58
7.1 Intervention Method and Results 58
7.2 Creating a Competence Performance Structure: An Illustrative Example61
7.3 Discussion 63
7.3.1 Applying Competence Performance Structures in
Organizational Settings 63
7.3.2 Open Research Issues with regard to the Application of
Competence Performance Structures 64
8 Conclusions: Research Agenda 65
8.1 Research Questions: Introducing and Evaluating Competence
Performance Structures 65
8.2 Research Methodology: Intervention and Evaluation Research 66
ix
Table of Contents
III. Implementing Competency Management 69
9 Current Approaches: Implementation Methods 70
9.1 Step 1: Analyzing Setting and Purpose 70
9.2 Step 2: Defining Competencies 72
9.2.1 Strategy Driven Modeling 73
9.2.2 Ontologies 74
9.2.3 Job Analysis 75
9.2.4 Automated Approaches 79
9.3 Step 3: Assessing Competencies 80
9.3.1 Manual Methods: Self- and Supervisor Ratings 80
9.3.2 Manual Methods: Formal Assessment Methods 82
9.3.3 Automated Methods 82
10 Empirical Investigation (Study III): Developing a Competency
Model for R D Project Managers in the IT Industry 83
10.1 Intervention Method 84
10.1.1 Step 1: Analyzing Setting and Purpose of Competency
Management 85
10.1.2 Step 2a: Defining Competencies (Idiographic Level) 88
10.1.3 Step 2b: Defining Competencies (Organizational Level) 94
10.2 Discussion 107
10.2.1 Suitability of the Approach 10 7
10.2.2 Applicability of the Approach 1°9
11 Empirical Investigation (Study IV): Deriving a Top-Down
Competence-Performance Structure 11
11.1 Intervention Method HI
11.1.1 Step 2: Defining Competencies - A Top-Down
Approach 11
11.1.2 Step 3: Assessing Competencies - Performance and
Competency Ratings I2-5
11.2 Discussion 125
y
Table of Contents
IV. Evaluating Competency Management 127
12 Current Approaches: Evaluating Competency Management 128
13 Evaluation Rationale 129
13.1 Quality Criteria in Empirical Research: Validating a Model 130
13.2 Quality Criteria in Empirical Research: Validating the Assessment ..131
13.3 Levels of Analysis for Evaluation 131
13.4 Practical Demands for Evaluation 133
14 Evaluating Competency Definition: Quality Criteria for
Competency Assignments 133
14.1 Statistical Conclusion Validity: Reliability of the Document
Competency Assignments 133
14.1.1 Test-Retest Reliability: Repeated Assignments 134
14.1.2 Test-Retest Reliability: Repertory Grid vs. Assignment 136
14.1.3 Inter-rater Reliability 137
14.1.4 Discussion 137
14.2 Validity of the Assignments: Individual Level Analyses 138
14.3 Validity of the Assignments: Organizational Level Analyses 141
14.3.1 Validity of the Assignments Obtained in Study III 142
14.3.2 Validity of the Assignments Obtained in Study IV 145
15 Evaluating Competency Definition: Quality Criteria for
Competency Relationships 146
15.1 Validity of the Relationships: Nomothetic Level Analyses 146
15.1.1 Theoretical Models Employed for Validation 146
15.1.2 Nomothetic Validity in Study II (Case Study) 149
15.1.3 Nomothetic Validity in Study III 153
15.1.4 Nomothetic Validity in Study IV 157
15.2 Validity of the Relationships: Comparing Supervisors and Job
Incumbents 159
15.2.1 Distance of the Competence Spaces 160
15.2.2 Suitability of the Surmise Relations 161
15.2.3 Conclusions 162
16 Quality Criteria for Competency Assessment 164
16.1 Internal Assessment Consistency 165
xi
Table of Contents
16.2 Distance of Competency Assessment to Competence Space 166
16.3 Difference in Performance and Competency Assessment 168
16.4 Conclusions 169
16.4.1 Consistency between Competency Assessment and
Competence Space 170
16.4.2 Consistency between Performance Assessment and
Performance Structure 171
16.4.3 Consistency between Direct and Inferred Competency
Assessment 171
V. Implications and Future Outlook 173
17 Key Results and Findings 173
17.1 Applicability of Competence Performance Structures in Organizational
Settings 173
17.2 An Implementation Method for Dynamic Research-based Domains. 174
17.3 Evaluation Procedures for Competency Management 174
17.4 Competencies of Knowledge Workers 175
18 Practical Implications 175
18.1 Assessing Competencies: An Alternative Approach 176
18.2 Competence Performance Structures in Work Integrated Informal
Learning 179
18.2.1 The Importance of Work-Integrated Learning 179
18.2.2 AD-HOC Methodology 181
18.2.3 Competencies - a Conceptual Layer 187
18.2.4 Conclusion and Outlook 190
19 Open Issues 190
20 Research Implications 194
20.1 Interactive Questioning Tools for Modeling Competencies 194
20.2 Questioning Tools for Assessing Competencies 195
20.3 Incorporating Text Mining Tools 195
References 197
Appendix 213
About The Author 249
xii
List of Figures
Figure 1: Process Steps Involved in a Competency Management Approach 6
Figure 2: Process Steps Involved in the Case Study (Study I) and Methods
Used 8
Figure 3: Excerpt from the Company Structure Showing Positions
Analyzed (Dark Boxes) and Persons Interviewed (Light Grey Boxes) 9
Figure 4: Schematic Illustration of Flip Chart Used for Competency
Elicitation Interviews (Study I) 13
Figure 5: Schematic Illustration of Flip Chart Used for Competency
Assessment Meeting (Study I) 15
Figure 6: Competencies and Related Concepts in Green s Model (Adapted
from Green, 1999) 23
Figure 7: Competency Model According to Lucia and Lepsinger (adapted
from Lucia Lepsinger, 1999) 24
Figure 8: The Faix et al. Competency Modeling Approach (Adapted from
Faix, Buchwald Wetzler, 1991) 25
Figure 9: Process Steps Involved in Case Study II and Methods Used 59
Figure 10: Competence Performance Matrix for the Position of HR
Developer in the Automotive Industry 60
Figure 11: Part of a Competence Performance Structure for a Human
Resource Manager (Adapted from Ley Albert, 2003c) 61
Figure 12: Competency Management Steps for Designing and
Implementing the Intervention 70
Figure 13: Inferences in Job Analysis (Adapted from Morgeson
Campion, 2000) 77
xiii
list of Figures
Figure 14: Process Steps Involved in the Empirical Investigation and
Methods Used 84
Figure 15: Process for Deriving Competence Performance Matrices on
Different Levels of Abstraction 99
Figure 16: Competence Performance Structure Using Competence
Categories and Document Types (for an Enlarged Version see Appendix
A.12, Page 11) 104
Figure 17: Directed Graph Showing Surmise Relation on the Set of
Competency Categories 105
Figure 18: A Competence Space for Competencies A-G 107
Figure 19: Process Steps Involved in the Empirical Investigation (Study
IV) and Methods Used Ill
Figure 20: Surmise Relations on the Set of Competency Categories for
Supervisors (Left Part) and Job Incumbents (Right Part) 122
Figure 21: Process Steps Involved in a Competency Management
Approach and Methods Used in Evaluation 127
Figure 22: The KSAO Model and the Hypothesized Relationships 148
Figure 23: The Three Dimensions of Functional Job Analysis and
Hypothesized Relationships (Adapted from Fine Getkate, 1995) 149
Figure 24: Competence Performance Matrix for the Position of HR
Developer in the Automotive Industry 150
Figure 25: Theoretically Derived Surmise Relation on the Set of
Competencies 151
Figure 26: Methods Suggested in the Scenario for Applying Competence
Performance Structures 179
Figure 27: Using the Work Process as Unifying Structuring Element to
Link Elements of the three Spaces (see Lindstaedt, Farmer Ley, 2004) 183
Figure 28: The AD-HOC Spectrum (see Lindstaedt, Farmer Ley, 2004) 184
Figure 29: AD-HOC Prototype - Support During the Project-Close-Out
Process (see Lindstaedt, Farmer Ley, 2004) 186
Figure 30: Formal Context Visualizing Document Competency
Assignments 189
Figure 31: Job Profile for a Department Head 214
Figure 32: Example of Two Document Description Cards Used in
Investigation I 219
Figure 33: Example of a Feedback Sheet for One Respondent 220
xiv
List of Figures
Figure 34: Document Competency Matrix for Second Document
Competency Assignment in Study HI (Worksheet 3) 230
Figure 35: List of Documents for Second Document Competency
Assignment in Study III (Worksheet 1) 231
Figure 36: Document Similarity Rating for Second Document Competency
Assignment in Study III (Worksheet 2) 232
Figure 37: Illustration of the Procedure of Constructing the Categorized
Competency Document Type Matrix 236
Figure 38: Enlarged Version of the Competence Performance Structure
(see Figure 16 on Page 11) 238
Figure 39: Document Description Cards used in Study IV 240
Figure 40: Document Competency Assignment Matrix used in the
interviews in Study IV 241
Figure 41: Performance Appraisal Matrix Used in Study IV 242
Figure 42: Competency Assessment Matrix Used in Study IV 243
xv
List of Tables
Table 1: Results of the Lessons Learned Workshop Conducted by the
Project Team 16
Table 2: Surmise System for the Competence Space in Figure 11 62
Table 3: Types of Documents Used in the Investigation 92
Table 4: Document Competency Assignment for Respondent A 93
Table 5: Competency Categories Obtained from Content Analysis 98
Table 6: Categorized Competency Document Type Matrix Derived from
Job Incumbent Data 100
Table 7: Summary of Resulting Competence Performance Structures 101
Table 8: Summary of Resulting Competence Performance Structures from
Categorized Data 102
Table 9: Surmise Function a for Categorized Competency Document Type
Matrix 103
Table 10: Surmise Function o for Competence Space %,: o: E -
P(p(e)) 106
Table 11: Competency Categories Obtained from Content Analysis and
Frequency of Competency Descriptions Generated by Job Incumbents and
Supervisors 116
Table 12: Categorized Competency Document Type Matrix Derived from
Supervisor Data 119
Table 13: Categorized Competency Document Type Matrix Reanalyzed
from Employee Data from Study III (see Table 6 on Page 11) 120
Table 14: Composite Measures for Competence Performance Structures
Derived from Supervisors and Job Incumbents Assignments 121
Table 15: Employee Ranking Provided by Supervisors in Study IV 125
xvii
Ust of Tables
Table 16: Reliability of Individual Assignments per Subject in Study III 135
Table 17: Reliability of Individual Assignments per Subject for Domain
Specific and General Competency Assignments in Study HI 135
Table 18: Correlation Coefficients between Document Similarity Indices
and Document Similarity Ratings 140
Table 19: Results for the Leave-one-out Cross Validation for
Classification of Documents (Study III) 143
Table 20: Results for the Leave-one-out Cross Validation for
Classification of Employees (Study III) 143
Table 21: Overall y Value for KSAO Relation (Study II) 152
Table 22: y Value for Single Tasks (Study II) 153
Table 23: Classification of Competency Categories According to KSAO
Classification and Hypothesized Surmise Relation 154
Table 24: Classification of Competency Categories According to FJA
Classification and Hypothesized Surmise Relation 155
^tAsCen^^ Relati JOb ,56
™™ £S^^T?Categories According t0 KSA0 I57
^•rgt^ 15g
SupSv.Wan^r, °f tSSigDmentS ** SuPP°rt »d Contradict the
Superior and Job Incumbent Surmise Relations and y Values 162
wath,en er^SCriPti^S Cfnerated by SuP™rs «nd Job Incumbents
withm the Category Results Orientation, Application Orientation 164
JearbforTnaLSPe.arman S P ** ^^ ParticiPants ° D°~
166
Table 33: y Value for Validity of the Surmise Relation per Participant and
167
xviii
Ust of Tables
Table 36: Cohen s Kappa for Competency Assessment Approaches Using
Good Performance vs. Good and Poor Performance 178
Table 37: Documents Used in Study HI and Document Types 221
Table 38: General Job Competencies Generated by Job Incumbents in
Study III 224
Table 39: Domain Specific Competencies Generated in Study III 228
Table 40: General Competencies Generated by Department Heads in Study
IV 233
Table 41: Competency Assessment Obtained from Department Heads in
Study IV 244
Table 42: Surmise Relation Derived from the KSAO Model (Study IV) 246
Table 43: Surmise Relation Derived from the FJA Model (Study IV) 247
xlx
|
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| author | Ley, Tobias 1973- |
| author_GND | (DE-588)133561569 |
| author_facet | Ley, Tobias 1973- |
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| author_sort | Ley, Tobias 1973- |
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| building | Verbundindex |
| bvnumber | BV026558696 |
| classification_rvk | QP 340 |
| ctrlnum | (OCoLC)166031947 (DE-599)BVBBV026558696 |
| discipline | Wirtschaftswissenschaften |
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| genre | (DE-588)4113937-9 Hochschulschrift gnd-content |
| genre_facet | Hochschulschrift |
| id | DE-604.BV026558696 |
| illustrated | Illustrated |
| indexdate | 2024-12-20T15:07:07Z |
| institution | BVB |
| isbn | 9783832250515 3832250514 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-022120724 |
| oclc_num | 166031947 |
| open_access_boolean | |
| owner | DE-188 |
| owner_facet | DE-188 |
| physical | XXVI, 249 S. graph. Darst. |
| publishDate | 2006 |
| publishDateSearch | 2006 |
| publishDateSort | 2006 |
| publisher | Shaker |
| record_format | marc |
| series | Grazer Schriftenreihe Knowledge-Management |
| series2 | Grazer Schriftenreihe Knowledge-Management |
| spellingShingle | Ley, Tobias 1973- Organizational competency management a competence performance approach ; methods, empirical findings and practical implications Grazer Schriftenreihe Knowledge-Management Wissensmanagement (DE-588)4561842-2 gnd Organisatorisches Lernen (DE-588)4198012-8 gnd Organisationspsychologie (DE-588)4043786-3 gnd Personalentwicklung (DE-588)4121465-1 gnd Mitarbeiter (DE-588)4120744-0 gnd Kompetenz (DE-588)4129507-9 gnd |
| subject_GND | (DE-588)4561842-2 (DE-588)4198012-8 (DE-588)4043786-3 (DE-588)4121465-1 (DE-588)4120744-0 (DE-588)4129507-9 (DE-588)4113937-9 |
| title | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications |
| title_auth | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications |
| title_exact_search | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications |
| title_full | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications Tobias Ley |
| title_fullStr | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications Tobias Ley |
| title_full_unstemmed | Organizational competency management a competence performance approach ; methods, empirical findings and practical implications Tobias Ley |
| title_short | Organizational competency management |
| title_sort | organizational competency management a competence performance approach methods empirical findings and practical implications |
| title_sub | a competence performance approach ; methods, empirical findings and practical implications |
| topic | Wissensmanagement (DE-588)4561842-2 gnd Organisatorisches Lernen (DE-588)4198012-8 gnd Organisationspsychologie (DE-588)4043786-3 gnd Personalentwicklung (DE-588)4121465-1 gnd Mitarbeiter (DE-588)4120744-0 gnd Kompetenz (DE-588)4129507-9 gnd |
| topic_facet | Wissensmanagement Organisatorisches Lernen Organisationspsychologie Personalentwicklung Mitarbeiter Kompetenz Hochschulschrift |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=022120724&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| volume_link | (DE-604)BV020000302 |
| work_keys_str_mv | AT leytobias organizationalcompetencymanagementacompetenceperformanceapproachmethodsempiricalfindingsandpracticalimplications |