How are Global HR Competency Models Evolving for the Future?

Question: To update the HR competency model for the future, how are global HR competency models evolving? Are there any other HR Competency models that are being applied successfully in multinational organizations

Confidentiality and treatment of young adults : proposals for amendments : the Gillick Proposition

The law does not determine between legal competency and actual competency of minors in medical issues. The objective of this paper is to put forward proposals to amend the legislation to redefine legal competency on the base that understanding should have more bearing than age. The English landmark case of Gillick is used to analyse the Maltese situation. The Maltese legislation was examined and it resulted that there is no legal definition of what competency is. Various legislations use different ages to define competency. The Genito-Urinary (GU) Clinic was even given permission to assess a minor’s competency itself and if it is determined by the medical professional that the minor is competent then such minor will be treated without the need for parental consent. To substantiate the claim, in 2009 the researcher carried out empirical research using both qualitative and quantitative methods. Questionnaires were given to children aged between 6 and 18. Structured and semistructured interviews were used to interview legal and medical professionals involved in the field. By triangulating the results the conclusion reached is that that minors do seek treatment without parental consent and that there are medical professionals who already treat minors without parental consent. There is the need for legal reforms to substantiate the reality of actual competency of minors.peer-reviewe

The implementation of a competency based assessment system for applicants for a restrictive licence for cadastral surveying

The Surveyors Board of Queensland has the responsibility for assessing the standards and regulating cadastral surveyors within the state. Recent legislative changes have required the Board to implement a competency based assessment scheme. This paper summarises the legislative framework and the theory of competency based assessment. It goes on to describe the development of competency standards for surveyors and the implementation of an assessment scheme. The move to a competency based assessment system was a substantial task undertaken by the Board and the paper discusses some useful lessons that may be learnt by other jurisdictions considering a similar move

Cultural competency in the delivery of health services for Indigenous people

Aim and objectives This review aims to examine available evidence on cultural competence in health care settings to identify key approaches and strategies that can contribute to improving the development and implementation of Indigenous health services and programs. The objectives are to: 1. define cultural competency –– we consider the significance of cultural competence and how it has been defined in international and local literature, including the use of similar terms and meanings 2. report on the quantity, nature and quality of available evidence –– we look at available evidence on cultural competency in Australia, New Zealand, Canada and the United States, including how cultural competence has been measured, and assess the quality of the evidence against basic methodological criteria 3. identify approaches and strategies that are effective in improving cultural competency among health services staff 4. examine the relationship between cultural competency and health outcomes 5. develop an evidence-informed conceptual framework of cultural competency

Determination of competency framework for technical and vocational education and training (TVET) educators in Nigerian tertiary institutions

Lack of competent TVET Educators in Nigerian institutions has led to several problems such as low quality graduates and unemployment. Competency is a vital element for assessing the quality of technical and vocational education and training (TVET) Educators. Therefore, this research investigated the TVET Educators ’ perceptions on competency needs in Nigerian tertiary institutions based on Malaysian Human Resource Development Practitioners (MHRDP) competency model for workplace learning and performance (WLP). Apart from that, this study also aimed at investigating the perception differences on competency elements among difference TVET tertiary institutions in order to enhance their quality. The study was fully quantitative and 218 questionnaires were systematically distributed to the TVET educators from five tertiary institutions based on the stratified sampling technique. A total of 205 questionnaires were returned. Descriptive and inferential statistical methods such as mean, EFA and ANOVA were used to analyse the data. The research found that Nigerian TVET educators perceived all the competency elements (25 constituents) as important; 19 out 25 constituents of competency framework were significantly related to Nigerian tertiary institutions. The research findings also revealed that there was no statistically significant differences among the TVET educators perception on competency elements across different types of TVET tertiary institutions. The developed competency framework for Nigerian TVET tertiary institutions contributes originally to the body of knowledge. The research recommends that government and other relevant authorities should emphasize on the implementation of the framework to tertiary institutions in Nigeria. A similar research should be undertaken to extend the result to reflect other Non-TVET educators in Nigeria

Teaching Competency of Teacher of Building Drawing Skill In SMK N 1 Sedayu Bantul

Teacher is an important element for the improvement of Indonesia’s education because teacher has a role to delivery subject matter directly to the student. The teacher must have good teaching competency so the aim of learning can be achieved. This research is explain how teaching competency in productive subject matter, building drawing course in SMK N 1 Sedayu Bantul. In this research the writer take research object was 6 teachers of building drawing course in SMK N 1 Sedayu Bantu. Data collection technique was indirect observation in 3 kinds of questionnaire. First questionnaire was for student participant, the second was for head master participant. The questionnaire consisted of 4 answer choice, (BS) very good, (B) good,(K) minus,(KS) very minus. The third was portfolio questionnaire for teacher participant. Data of this research was analyzed with descriptive statistics technique and descriptive quantitative. Result of the research show that in general teaching competency teacher in productive subject matter, building drawing course SMK N 1 Sedayu Bantul can be categorized in good category. From 6 indicators of teaching competency 83,3% were good and 16,66% was minus. The indicators categorized as good category were indicator of teaching instrument usage, giving motivation, indicator of assessment, the use of teaching method, interaction between teacher and student, However, for presentation matter was categorized as minus. Second, result of this research indicated that there was correlation between head master assessment and student assessment for teaching competency. The student assessment was more objective than head master’s assessment because the number of student was bigger than the number of head masters that just one person. The student had enough time to fill up the questionnaire so the result was more accurate. The student was more understand because the teacher aught them every day. Third, this research indicated that there was no correlation between assessment of teacher portfolio and their teaching competency, it means, for the student, high result of portfolio assessment didn’t increase the teachers’ teaching competency. So, portfolio assessment can’t be absolute reference to assess the teacher competency. Keyword: Teaching competency, Productive subject matter, Pedagogic competency, Personal competenc

Effect of Sequence of Simulated and Clinical Practicum Learning Experiences on Clinical Competency of Nursing Students

Two different sequences of blocks of simulated and clinical practicum learning experiences compared the clinical competency development of nursing students using a randomized crossover design. Competency was measured 3 times: after each block of simulated and clinical experiences and after a final simulated experience. No significant differences in competency scores between the 2 groups across the 3 time points were found. Using alternative models of clinical and simulation learning may help address barriers to the delivery of clinical education faced by schools of nursin

Evaluating medico-legal decisional competency criteria

In this paper I get clearer on the considerations that ought to inform the evaluation and development of medico-legal competency criteria-where this is taken to be a question regarding the abilities that ought to be needed for a patient to be found competent in medico-legal contexts. In the "Decisional Competency in Medico-Legal Contexts" section I explore how the question regarding the abilities that ought to be needed for decisional competence is to be interpreted. I begin by considering an interpretation that takes the question to be asking about the abilities needed to satisfy an idealized view of competent decision-making, according to which decisional competency is a matter of possessing those abilities or attributes that are needed to engage in good or effective or, perhaps, substantially autonomous or rational decision-making. The view has some plausibility-it accords with the way decisional competency is understood in a number of everyday contexts-but fails as an interpretation of the question regarding the abilities that should be needed for decisional competence in medico-legal contexts. Nevertheless, consideration of why it is mistaken suggests a more accurate interpretation and points the way in which the question regarding the evaluation of medico-legal competency criteria is to be answered. Building on other scholarly work in the area, I outline in the "Primary and Secondary Requirements" section several requirements that decisional competence criteria ought to satisfy. Then, in the "Applying the Framework" section, I say something about the extent to which medico-legal competency criteria, as well as some models of decisional competency proposed in the academic literature, fulfil those requirements

Towards a competency model for adaptive assessment to support lifelong learning

Adaptive assessment provides efficient and personalised routes to establishing the proficiencies of learners. We can envisage a future in which learners are able to maintain and expose their competency profile to multiple services, throughout their life, which will use the competency information in the model to personalise assessment. Current competency standards tend to over simplify the representation of competency and the knowledge domain. This paper presents a competency model for evaluating learned capability by considering achieved competencies to support adaptive assessment for lifelong learning. This model provides a multidimensional view of competencies and provides for interoperability between systems as the learner progresses through life. The proposed competency model is being developed and implemented in the JISC-funded Placement Learning and Assessment Toolkit (mPLAT) project at the University of Southampton. This project which takes a Service-Oriented approach will contribute to the JISC community by adding mobile assessment tools to the E-framework

What influences the actual use of competency management by the first-line manager?

Existing research shows that the first-line manager plays an important role in actually using HRM in general and competency management in particular. Existing theory and research in both domains point at a gap in understanding the mechanisms ‘how’ the actual enactment of the line takes place. In order to look into this gap, we present two models in which we adopt insights from competency management literature, HRM literature and social exchange theory. The first model treats the first-line manager’s exchange relationship with the HR function. The central hypothesis is that the quality of this exchange relationship mediates the inducements by the HR function at the one hand and the actual use of competency management at the other hand. In our second model, we treat the first-line manager’s exchange relationship with his senior manager. The central hypothesis here is that the quality of this exchange relationship mediates the inducements by the senior manager at the one hand and the actual use of competency management at the other hand. If these hypotheses are confirmed this will have important implications for practitioners pursuing actual use of competency management by the line