Based on activity competency model (ACM), this study investigated the perceived importance of professional activities and required knowledge/skills/abilities of three levels of information systems (IS) managers from two sectors of industries. Our findings indicate that the importance of IS managerial activities varies significantly for different levels of management, but does not vary significantly for different industries. The results of this study have implications for management development, training, and IS manager career planning. They can also serve as guideline for recruiting the proper IS managers.

Chief Information Officers (CIOs) in contemporary enterprises should not only possess technology specialties, but also cultivate themselves with an in-depth understanding of business and technology management skills/knowledge in order to effectively improve their role performance, enhance sustainable competitive advantages and achieve business strategic goals. Based upon activity competency model and prior theoretical works, this study presents a conceptual model to investigate the capability of business technology management (BTM) required by CIOs and the impacts of that capability on the performance of their roles. Our strategy for identifying CIOs¡¦ critical roles and activities, and the skills/knowledge required by CIOs is anchored within a comprehensive framework of business technology management (BTM) practices. A scale to measure CIOs¡¦ role performance and BTM capability was first developed and validated. Nine hundred and sixty eight high-tech companies of Taiwan and China which have a formal MIS department and global logistic firms were randomly selected from the databases of China Credit Information Service Ltd. and Strait Exchange Foundation as representative samples in this study. The partial least squares method was used to empirically test the conceptual model and hypotheses through the large-scale survey data collected. The empirical results support the proposed hierarchy of BTM capability and confirm that both business technology and business management competencies have positive significant influences on BTM activity effectiveness and BTM capability also significantly impacts CIOs¡¦ role performance. The findings of this study are of particular value to those concerned with BTM capability training and competency development for CIOs. Executive management can take advantage of such BTM capability profiles to assist in making succession-planning decisions and implementing guidelines by evaluating the competency levels and development needs of their IS professionals.

企業對人才的重視態度逐漸轉變，從以往找到對的人放到對的位置上，漸漸變成找到對的人後並為其規畫適合的教育訓練以達成公司績效目標。 企業越來越重視內部員工的教育訓練，政府也開始針對教育訓練課程進行相關認證。除了2005年行政院勞動部勞動力發展署(以下簡稱勞動部)推動「人才發展品質管理系統(Talent Quality-management System，簡稱TTQS) 」以確保企業訓練的教育品質外，更在2010年5月立法通過「產業創新條例」第18條、2011年9月通過「職業訓練法」第4條之1條，以訂定職能基準的相關標準，並推動以職能為主的職能導向課程與相關技能檢定。 目前根據勞動部所規定的職能導向課程分為三類，第一類是經由中央主管機關認定特定職業或職類所設立的職能基準課程；第二類是根據特定職業中其中一項工作任務所規劃的職能基準單元課程；第三類的職能課程為自行採取職能分析流程後所發展之課程。 本研究主要與個案醫院合作，以協助個案醫院推動職能課程(Program of Competency model)為目標，在人資室的建議下，本研究將以科秘書為研究對象。科秘書在醫院內屬於行政人員，在專業能力相對較低的環境下，行政人員常常分配到的行政資源較少、受到的關注亦較少。因此本研究將利用職能訪談法(Competency Interview)了解科秘書工作任務、工作產出、行為指標、職能知識及職能技能等工作內容後，以規劃專屬於科秘書的教育訓練課程，藉以提升科秘書之專業能力與技能。 / Nowadays the human resource policy of the companies changed from recruit the right employee to the right place to design different employees’’ training program. As the company more focus on training program, the department named Ministry of Labor try to set some standard to those course. They build up the Talent Quality-management System in 2005 to ensure the quality of training course in company. And formulate different laws about competency to arouse society the sense of it. As for now, Ministry of Labor definite three types of Competency-Based Program-CBP, they are named Program of OCS-POCS, Program of OCSU-POCSU and Program of Competency model. The study is focus on department secretaries in a hospital and mainly issue around the Program of Competency model. Department secretaries are group of administrative staff in hospital. Compare the professional staff in hospital, they gain less resource to promote competency. The study use Competency Interview to generate the department secretaries’ task, output, behavior, knowledge and skill. Use the result to develop the training program of department secretaries so that the competency of department secretaries could be promote.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2008. / The introduction of a multidimensional approach towards peace missions in complex emergencies emphasises the importance of coordination between the military and the humanitarian components at all levels of interaction. Cooperation and coordination between the military and humanitarian components are critical in achieving a common goal to alleviate suffering and save lives. The challenge is how to develop, enhance and sustain an effective working relationship to overcome the conflicting views on coordination from the military and humanitarian perspectives. Humanitarians fear the loss of independence and neutrality when associated with the military. The military tend to undermine humanitarians role and functions in becoming directly involved in humanitarian action. During selection, the military needs to identify members who firstly conform to the generic psychological peacekeeping profile and who secondly, portray the skills, knowledge and abilities to perform the coordination function between the military and the humanitarian component. The challenge remains to select competent military members in the absence of a psychological profile for the coordination function. Through this research, the psychological profile for a Civil Military Coordination Officer is defined. In the theoretical discussion, the importance of coordination is emphasised through analyses of the challenges, roles, functions and behaviours associated with Civil Military Coordination Officers in multidimensional peace missions. The theoretical foundation and primary data from field research are integrated in a competency model for Civil Military Coordination Officers. The results of this research are presented as a model of provisional selection criteria for Civil Military Coordination Officers.

Magister Commercii - MCom / Equitable access to quality health care is an essential element and a fundamental right for human development in any country. The South African health system prior to 1994 can be construed as one characterised with inequality and human development disparity. Various policies have since been promulgated and implemented to redress the inequalities of the past. Poverty related illnesses remain widespread, the reemergence of infectious diseases and social impacts are putting additional pressure on an already overburdened health system. These challenges have heightened expectations for leadership to manage the health system of the country more effectively and efficiently. A shortage of critical skills and trained health personnel have been cited as two of the major challenges for effective quality care within the health sector and have been described by The World Health Organisation as the heart of any successful health system in any country (Coovadia et al. 2009). However, there is a severe lack of formal evaluation of the competencies of hospital managers, as well as their needs for future training in South Africa. The public has become more health conscious and the request for quality care is increasing, demanding health professionals with increased levels of competence. There is a paucity of research in the health management literature that systematically specifies and assesses which competencies are important to facilitate leadership development, especially in a developing country context. The research aims to identify and determine a comprehensive set of managerial competencies for health leadership in South Africa that could enable leaders to successfully lead the health sector beyond the 21st century. The research is based on the National Center for Health Leadership (NCHL) framework that was developed through a synthesis of the literature on leadership and management competencies in health and related domains (NCHL, 2006). A survey approach using a pre tested questionnaire was administered to management in public and private sector hospitals. Respondents were asked to rate the level of importance of each of the 80 competency statements pertaining to the National Center for Health Leadership competency model.

The diploma thesis deals with the managerial competencies. The aim of this thesis is to define and identify key managerial competencies in chosen enterprises on the basis of study czech and global professional literature and its following compare with the results of questionnaire survey. There are tested independence/dependence of statistical variables (such as age, level of education, company type) on each competency in this thesis. The results allow to purpose accurate way of next development of least developed competencies for target group.

Submitted by Thalita Cristine Landeira Portela Faro (thalita.faro@fgv.br) on 2011-07-14T18:37:37Z No. of bitstreams: 1 000313259.pdf: 3377166 bytes, checksum: c1d88fa8cb2313b8842de18c5bc542fa (MD5) / Approved for entry into archive by Thalita Cristine Landeira Portela Faro (thalita.faro@fgv.br) on 2011-07-14T18:40:49Z (GMT) No. of bitstreams: 1 000313259.pdf: 3377166 bytes, checksum: c1d88fa8cb2313b8842de18c5bc542fa (MD5) / Approved for entry into archive by Thalita Cristine Landeira Portela Faro (thalita.faro@fgv.br) on 2011-07-14T18:41:25Z (GMT) No. of bitstreams: 1 000313259.pdf: 3377166 bytes, checksum: c1d88fa8cb2313b8842de18c5bc542fa (MD5) / Made available in DSpace on 2011-07-14T18:42:22Z (GMT). No. of bitstreams: 1 000313259.pdf: 3377166 bytes, checksum: c1d88fa8cb2313b8842de18c5bc542fa (MD5) Previous issue date: 2002 / Through the study of cases involving 3 companies belonging to Manaus Industrial Sector the objective of this study is, to making a test to check how far a competency model can predict the performance in the job. We have used the job assessment competency OCA) methodology that was created and applied during more than 20 years by the researchers McClelland and McBer (apud Spencer & Spencer) with the purpose of finding out why people in the same job had different performances. After so many years of studies on these and others researchers it was possible to create generics competency models for the most usual jobs like manager, technical people, sales people, entrepreneurs, etc. By using a generic competency model, in this case for production supervisor, and after applying the JCA methodology, we have compared the performance forecasted by the model with that perceived by theirs chiefs and managers over each supervisor of each company which has taken part ofthis study. The results which have be found by the research point out a strong relation between the behavior forecasted by the model for the supervisors and the one pointed out by the chiefs, indicating to be this methodology a useful tool in the selection areas, training and development of people. / Esta dissertação tem como objetivo, através de um estudo de caso envolvendo três empresas do Pólo Industrial de Manaus, testar até que ponto um modelo de competência pode prever o desempenho de uma pessoa em uma determinada função. A metodologia utilizada, denominada Job Competency Assessment (JCA), foi criada e aplicada por mais de 20 anos pelos pesquisadores McCelland e McBer (apud Spencer & Spencer, 1993) com o propósito de descobrir porque pessoas na mesma função tinham desempenhos diferentes. Após tantos anos de pesquisa destes e outros pesquisadores foi possível a cnaçao modelos de competência teóricos para as funções mais comuns, como gerentes, pessoal técnico, de vendas, empreendedores, etc. o que fizemos foi, utilizando um destes modelos teóricos, - no caso para a função supervisor de produção - e, aplicando a metodologia JCA, comparar o desempenho previsto pelo modelo com aquele percebido pelos chefes e gerentes de cada supervisor em cada uma das três empresas pesquisadas. Os resultados encontrados pela pesquisa apontam para uma forte relação entre o comportamento previsto pelo modelo para os supervisores e aquele apontado pelos chefes, indicando ser esta metodologia uma ferramenta útil nas áreas de seleção, treinamento e desenvolvimento de pessoas.

O papel dos profissionais que atuam com Tecnologia da Informação (TI) nas organizações tem passado por diversas transformações e os Gestores de TI que atuavam especificamente em questões táticas e operacionais nas áreas mais técnicas, passaram também a ser envolvidos em decisões estratégicas envolvendo a TI. Assim, durante esta transformação os profissionais de TI deixaram os CPDs e passaram a estar mais presentes e próximos a outros setores da organização, com por exemplo a área de negócio. Em 2006, Lee e Lee, mapearam as competências para os Gestores de TI como sendo Técnica, Negócio e Sistema e no mesmo ano Wu et al. (2006), identificaram a competência estratégica como parte das atividades críticas do Gestor de TI. O CIO (Chief Information Officer) é o nome dado atualmente ao responsável pela tecnologia da informação numa organização e suas competências essenciais foram mapeadas nos estudos de Vreuls (2009) e Vreuls e Joia (2012) como sendo: Visão de negócio, Suporte ao negócio, Capacidade de influenciar a organização, Capacidade técnica, Networking externo, Gestão da operação de TI e Visão inovadora. Assim, a partir da evolução das competências dos Gestores de TI, a pesquisa analisou, através de um estudo de caso, como as competências dos Gestores de TI se aproximam das competências do CIO. Além de tomar por base os estudos de Lee e Lee (2006), Wu et al. (2006) e Vreuls (2009), também foi realizada uma análise comparativa com o modelo clássico de Katz (1974) Com a escolha destes modelos teóricos foi realizado um estudo comparativo entre a evolução dos estudos sobre competências gerenciais em diversos níveis. Os dados primários foram coletados por meio de entrevistas semiestruturadas e observação participante e os dados secundários foram obtidos através de fontes documentais do caso estudado. A análise dos dados foi realizada através da análise de conteúdo. Os resultados deste estudo indicam que as competências dos Gestores de TI se aproximam de três das sete competências do CIO e que apesar de estarem nos níveis táticos ou operacionais tem uma participação na área estratégica, o que implica no desenvolvimento dos Gestores de TI e também podem servir como um guia para atração e retenção de talentos na gestão de TI. / The role of Information Technology (IT) professionals in organizations has undergone many transformations, and IT Managers who have been specifically involved in tactical and operational issues in more technical areas have also become involved in strategic decisions involving IT. Thus, during this transformation IT professionals left the CPDs and became more present and close to other sectors of the organization, for example the business area. In 2006, Lee and Lee mapped the competencies for IT Managers as Technical, Business and System and in the same year Wu et al. (2006) identified the Strategic competence as part of the IT Manager's critical activities. The CIO (Chief Information Officer) is the current name given to the head of information technology in an organization and its core competencies have been mapped in the studies of Vreuls (2009) and Vreuls and Joia (2012) as: Business vision, Business support, Ability to influence the organization, Technical capacity, External networking, IT operation management and Innovative vision. Thus, from the evolution of the competences of the IT Managers, the present study analyzed through a case study how the competences of the IT Managers approach the competencies of the CIO In addition to Lee and Lee (2006), Wu et al. Al (2006) and Vreuls (2009), a comparative analysis was also carried out with the classic Katz model (1974). With the choice of these theoretical models, a comparative study was carried out between the evolution of the studies on managerial competences at several levels. The primary data were collected through semi-structured interviews and participant observation, and the secondary data were obtained through documentary sources of the case studied. Data analysis was performed through content analysis. The results of this study indicate that the competencies of IT Managers approach three of the CIO's seven competencies and that although they are at tactical or operational levels, they have a participation in the strategic area, which implies the development of IT Managers and can also serve as a guide for attracting and retaining talent in IT management.

O papel dos profissionais que atuam com Tecnologia da Informação (TI) nas organizações tem passado por diversas transformações e os Gestores de TI que atuavam especificamente em questões táticas e operacionais nas áreas mais técnicas, passaram também a ser envolvidos em decisões estratégicas envolvendo a TI. Assim, durante esta transformação os profissionais de TI deixaram os CPDs e passaram a estar mais presentes e próximos a outros setores da organização, com por exemplo a área de negócio. Em 2006, Lee e Lee, mapearam as competências para os Gestores de TI como sendo Técnica, Negócio e Sistema e no mesmo ano Wu et al. (2006), identificaram a competência estratégica como parte das atividades críticas do Gestor de TI. O CIO (Chief Information Officer) é o nome dado atualmente ao responsável pela tecnologia da informação numa organização e suas competências essenciais foram mapeadas nos estudos de Vreuls (2009) e Vreuls e Joia (2012) como sendo: Visão de negócio, Suporte ao negócio, Capacidade de influenciar a organização, Capacidade técnica, Networking externo, Gestão da operação de TI e Visão inovadora. Assim, a partir da evolução das competências dos Gestores de TI, a pesquisa analisou, através de um estudo de caso, como as competências dos Gestores de TI se aproximam das competências do CIO. Além de tomar por base os estudos de Lee e Lee (2006), Wu et al. (2006) e Vreuls (2009), também foi realizada uma análise comparativa com o modelo clássico de Katz (1974) Com a escolha destes modelos teóricos foi realizado um estudo comparativo entre a evolução dos estudos sobre competências gerenciais em diversos níveis. Os dados primários foram coletados por meio de entrevistas semiestruturadas e observação participante e os dados secundários foram obtidos através de fontes documentais do caso estudado. A análise dos dados foi realizada através da análise de conteúdo. Os resultados deste estudo indicam que as competências dos Gestores de TI se aproximam de três das sete competências do CIO e que apesar de estarem nos níveis táticos ou operacionais tem uma participação na área estratégica, o que implica no desenvolvimento dos Gestores de TI e também podem servir como um guia para atração e retenção de talentos na gestão de TI. / The role of Information Technology (IT) professionals in organizations has undergone many transformations, and IT Managers who have been specifically involved in tactical and operational issues in more technical areas have also become involved in strategic decisions involving IT. Thus, during this transformation IT professionals left the CPDs and became more present and close to other sectors of the organization, for example the business area. In 2006, Lee and Lee mapped the competencies for IT Managers as Technical, Business and System and in the same year Wu et al. (2006) identified the Strategic competence as part of the IT Manager's critical activities. The CIO (Chief Information Officer) is the current name given to the head of information technology in an organization and its core competencies have been mapped in the studies of Vreuls (2009) and Vreuls and Joia (2012) as: Business vision, Business support, Ability to influence the organization, Technical capacity, External networking, IT operation management and Innovative vision. Thus, from the evolution of the competences of the IT Managers, the present study analyzed through a case study how the competences of the IT Managers approach the competencies of the CIO In addition to Lee and Lee (2006), Wu et al. Al (2006) and Vreuls (2009), a comparative analysis was also carried out with the classic Katz model (1974). With the choice of these theoretical models, a comparative study was carried out between the evolution of the studies on managerial competences at several levels. The primary data were collected through semi-structured interviews and participant observation, and the secondary data were obtained through documentary sources of the case studied. Data analysis was performed through content analysis. The results of this study indicate that the competencies of IT Managers approach three of the CIO's seven competencies and that although they are at tactical or operational levels, they have a participation in the strategic area, which implies the development of IT Managers and can also serve as a guide for attracting and retaining talent in IT management.

The master's thesis "Educational needs of headmasters at various school levels" deals with education of headmasters of various school levels. In particular, it deals with educational needs of headmasters at kindergartens, primary schools and secondary schools. The aim of the thesis is to find differences among educational needs of headmasters of various school levels and its mutual comparison. Theoretical part works with resources for identifying and comparison of educational needs. Those educational needs are in this thesis identified through "Competency model of the headmaster of the school". Headmasters of mentioned school levels specify required level of partial competencies and evaluate its real situation. Headmasters also have the possibility to bring their own proposal for type of educational need and provide also their recommendation for supplementation of current offer in the field of education. Research was realized through the form of questionnaire. Findings of the research brought, that educational needs of headmasters of secondary schools differ a lot from needs of headmasters of kindergartens and primary schools. Headmasters of primary schools and kindergartens state the same educational needs. The thesis brings very particular bases for creating educational offer for headmasters of...