Human resource business partner lifecycle model: exploring how the relationship between HRBPs and their line manager partners evolves

The human resources business partner (HRBP) role is advocated as a way for human resource (HR) professionals and the HR profession to become more strategic and less transactional, necessitating the development of different competencies. Few researchers have examined how the HRBP Model plays out in practice, over time, from the perspective of HR professionals and their line manager partners (LMPs). We collected data through interviews and focus groups with both these stakeholders at three UK organisations to understand the dynamics of the individual HRBP–LMP relationship. After analysing the data, we propose an HRBP Lifecycle Model. The model suggests the relationship between the parties is dynamic, complex and dependent upon the organisational culture as well as the skills and competencies of the main stakeholders in the partnership.     

大学生职业核心能力培养研究——以独立学院为例

本文立足于社会增加对高素质、高技能人才的需求现实状况,分析现阶段独立学院教育中忽视培养职业核心能力这一问题,指出独立学院培养学生的职业核心能力的路径。     

Technological variables and absorptive capacity's influence on performance through corporate entrepreneurship

Technology and corporate entrepreneurship constitute an important source of competitive advantage for organizations, as they enable the development and exploitation of new opportunities. This study proposes a model to analyze the effects of top management support for technology on the promotion of technological skills, absorptive capacity, and technological distinctive competencies. The research also considers the impact of technological skills and absorptive capacity on the development of technological distinctive competencies, analyzing the influence of these variables on organizational performance through corporate entrepreneurship. The study tests these relationships empirically using 160 European technology firms. The paper ends with discussion of the findings and provides several theoretical and practical implications for future research.     

The semiconductor silicon industry roadmap: Epochs driven by the dynamics between disruptive technologies and core competencies

The resource-based perspective has done much to identify idiosyncratic firm attributes that may be a principal source of competitive advantages. Unfortunately, there has been little systematic industry evidence to support the strategic importance of core competence, nor has there been much work on the temporal or cumulative nature of core capabilities within an industrial setting. Further, little or no research has been performed demonstrating how the advent of technological discontinuities or disruptive technologies plays a part in creating epochs in technology competency development and the roadmap of an industry. In this study, we analyze the evolutionary and cumulative nature of core capabilities and their interactions with technological discontinuities from a market-driven perspective. We have studied the evolution of 167 firms through the 50-year history of the semiconductor silicon industry. Over time, there were several structural shifts in the necessary competencies through the advent of disruptive technologies. In the last 30 years, however, the change in the required competencies has been more cumulative in nature. We summarize this in a roadmap detailing the epochs in the semiconductor silicon industry.     

Teaching management accounting in a competencies-based fashion

Traditionally, management accounting has been regarded as a monodisciplinary field of study that mainly focuses on calculating costs and prices. Today, it is seen that the field encompasses an ever-increasing number of knowledge domains including, for example, economics, sociology, psychology, and ethics. Modern-day management accountants have to be able to apply elements from all of these domains when solving concrete, real-life problems. The Open University of the Netherlands has therefore tried to construct a competencies-based management accounting curriculum that uses the well-known case method and integrates issues from various knowledge domains. In the curriculum, a unique problem-solving strategy is introduced that helps students to tackle as management accountants problems they may encounter during their studies, as well as the decision-making in their daily practice. This paper aims to give an overview of one of the courses in this curriculum, highlighting the use of the aforementioned problem-solving strategy.     

Recruiting Project Managers: A Comparative Analysis of Competencies and Recruitment Signals From Job Advertisements

This research addresses the competencies organizations use through project manager job advertisements. We develop a list of project manager job competencies; break down the competency components into knowledge, skills, and abilities; and conduct a comparative analysis of the use of these competencies. We examine the online contents of project manager job advertisements in the public domain. Analysis shows that industry job advertisements emphasize “soft skills” and competencies in a manner different than that in the literature. Additionally, differences are found across countries and between industries. Implications from the findings highlight the incongruent dissemination of project manager competencies, regional and industrial demands, and the recruitment of project managers.     

Competencies: Alternative frameworks for competitive advantage

Competencies in organizations can be broadly classified as employee-level and organizational-level. Since organizational-level competencies are embedded in employee-level competencies, the identification of the latter is important for organizations interested in using competencies to achieve competitive advantage. In this paper, we present a model of employee competencies as a means to organizational competitiveness and discuss various frameworks for identifying employee competencies. In addition to the traditional frameworks, which are more suitable for organizations functioning in a static environment, we offer two alternative frameworks that can be useful in identifying competencies in a dynamic organizational environment. Once appropriate employee-level competencies are identified, a competency-based human resource system can be implemented to ensure that employees actually do possess the identified competencies.     

虚拟经营:中小企业再发展的战略选择

虚拟经营为中小企业的再发展提供了出路。中小企业应通过培育自己的核心优势,建立能迅速反应的组织结构及寻找合适的合作伙伴等方式实施虚拟经营,从而发展壮大。     

高职院校核心竞争力初探

高职院校核心竞争力理论是借鉴企业核心竞争力理论研究成果,结合高职教育自身特点发展而成的。本文重点分析了高职院校的特征和核心竞争力的实现途径。     

Mooc视野下的在校大学生增值途径解析与重构

通过学习使自身增值,是每个学习者的目标和动力。在大规模在线公开课(Mooc)风靡全球的环境下,对于在校大学生来说,不再垄断获取知识的途径,其知识本身也出现了相对贬值或通胀。因此非专业知识核心能力的培养必然成为增值的主要途径。