Environmental testing industry is a kind of knowledge industry, also a kind of technical service industry. People who engaged in environmental testing services are all knowledge workers. A knowledge worker¡¦s benefit to a company could be in the form of developing business intelligence or variety of other important gains in knowledge that aid the business. It is necessary for a company to build up its human resource management system(HRMS) in such competitive market nowadays. Peter Drucker(1989) pointed that the quality, performance, and achievement of management people is the critical issue for deciding the fate of a company. Management people is the key to success, so how to strengthen and develop the competence of management people is very important. Human resource is the intellectual capital of knowledge industry. It also could be the capital of technical service industry. Purpose of the study is to realize what should be the competence of management people and how will it be of help to the HRMS within the case environmental laboratory. It could maximize the effectiveness of human resource investment and enhance the selecting, cultivating, retaining, and positioning people in an innovation way. People who take the advantage of their management competence will positively bring in sustainable growth in profitability. Through reviewing of the essays and theses, induction of the interview information, the writer found that the conceptual difference is existence in reality of training and promotion sub-system between management people and its existing HRMS. Management people need an integrated training sub-system for developing their management competence. And, they need a clear, definite, and quantitative sub-system for promotion appraisal. Most of the interviewee were sure these two sub-system could encourage and retain good people for the company. If the case company could improve these two sub-system of the whole HRMS, it will acquire the consistency of both people and company as well as the synergistic effects. The results and suggestions of the study is wishing to benefit environmental testing industry by enhancing the management competence. Furthermore, it is wishing to benefit all other testing related industries as well.

Embedded microcomputer controller application coverage is widespread, for example: Defense industry, aerospace industry, industrial automation, domestic electric appliances, vehicle with electronic, consumption electronic products and so on, embedded microcomputer relative and general computer difference, is essential and each different profession application unifies, must have the specialized ability, is more than outside the general computer's knowledge, researches and develops the personnel often is each application domain expert, also in accordance to uses the domain the difference, this industry fills is competing, the opportunity and the innovation, also belongs to a dispersion industry, even if has the mainstream architecture, but is in no way by the minority company or the product can corner the market. Taiwan electron industry's on middle and lower reaches supplies the chain to be complete, compares in the overseas manufacturer has the relative superiority, the prospects for development favors as before, in the terminal product system construction, the embedded microcomputer controller belongs to the spare part, the system assembles the entrepreneur extremely little to ford into the design and the manufacture, also, because its application stratification plane is broad, product and technical high dispersion, and few diverse and the guest makes the characteristic, suits the small scale highly specialized technology corporate growth. Because this industry has the quantity body to subscribe makes, diverse and so on characteristics few, regards as throughout in the electronic related industry the high value added the tally company market, in recent years the applied technology universalized gradually, the market joined in the numerous competitors competes the influence, the manufacturer faced with the impact and the growth pressure, in the past concentrated only ¡§the technology¡¨ and ¡§the quality¡¨ the maintenance, has been unable to satisfy multiplex the market demand; The management essence lies in the activity and the layout, how does the thorough analysis market understand the customer demand, utilizes the limited enterprise resources and the energy, the strengthened enterprise competitive power, the fixed industry trend of development, unifies the research and development, the manufacture closely and sells this tripartite core competence , draws up the best whole management strategy, is the operator urgently must understanding the answer. Goal of this research, in discussion case AWTech Corporation locates in the industry, its characteristic, present situation, the tendency and have the core competencies; After the analysis understood market, product and customer, induces case AWTech Corporation the resources and ability which has in this industry, the enterprise external environment opportunity and the threat with the enterprise interior superior inferiority, innovates and the unique way, draws up the effective feasible whole management development strategy, achieves the internationalization goal in the competitive market. The research the main conclusion is as follows: 1. The undertaking stage's success cannot guarantee that the future management can also succeed continually, essential consideration factors and so on environmental factor, market demand, product localization, customer behavior pattern, at the right moment revise transport business strategy and the development direction. 2. The strengthened company's core competencies, the centralized resources choose the realistic product and the market are the development direction, makes the most effective use the resources, and will complete the duty carries out accurately, gains the biggest benefit. 3. The internationalization operation viewpoint consideration, draws up the management development strategy, expands steady the enterprise domain.

Using a large sample of 175 firms in the service-focused sector in Taiwan, the study examined the customer service-focused employee competency as the mechanism through which customer service-focused HR practices facilitate firm performance. In addition, it examined whether the fit of customer service-focused HR practices and customer service-focused strategy may promote firm performance. To confirm the hypotheses, the study collected data for each construct from different sources (i.e. executives, HR members, line managers) in the same firm, generating 2,120 respondents in total, 12.11 respondents per firm in average. This study utilized LISREL 8.3 to perform maximum likelihood (ML) structural equation modeling (SEM) to test mediation hypotheses and hierarchical moderated regression to test moderation hypotheses. Results showed that customer service-focused employee competency fully mediated the relationship between customer service-focused HR practices and firm performance. Firm performance was confirmed as the function of the fit of customer service-focused HR practices and customer service-focused strategy. Suggestions for further research were also discussed.

Since global economy is getting worse for two years, the banking industry is much worse than any other industry especially. Human capital becomes the strength of companies for surviving. In addition, it is a challenge for companies to train and retain the talents depending upon limited resources and fund. However, it is a critical issue to evaluate whether training programs work and raise the organization performance. Therefore, we are going to discuss if the performance of supervisor is improved after the supervisors took the training programs of management competency. This research method is based on questionnaires. According to the result, trainees satisfied with the settlement of courses. Moreover, direct managers are satisfied with the improvement of performance of those supervisors who took the training courses. Within the dimensions, we found that the performance of communication improved the most. Supervisors play an intermediate role to facilitate the performance of corporations. The improvement of communication can help the performance of supervisors. Additionally, the ability of communication is an important trait for supervisors to get promoted. The research result follows the research hypothesis. The results show that the satisfaction of training course settlement has obvious positive influence on effectiveness of management competency. The Gamma is .33(P<.05). The results show that it is effective for companies raise management abilities of employees by spending time and money in training programs.

The last decade has seen the growth of knowledge based industries and knowledge work. It has also witnessed the ever-increasing onslaught of competition and change.Intangibles have become increasingly important factors in determining organizational effectiveness. The changing business scenario and the role of information technology has made it imperative to take a new look at existing business systems, policies and structures. Today we speak of networked innovation, knowledge work and knowledge value added. Stewart (1998) and Barley (1994) reported the increasing content of knowledge in work and increasing numbers of people doing knowledge work.Davenport (1994) and Bhat (1998) spoke of the importance of managing social interactions in the firm to create competitive advantage. The Dow Jones Index and the Fortune list of companies increasingly showed a growth in the knowledge industry.While organizations from the old economy struggled the new fangled knowledge industry was here to stay. Intellectual Capital and Intangibles accounting became a buzzword. Organizations began to demonstrate how effective management of these factors led to increased profits, reduced cycle time and brought about greater innovation. New accounting techniques were being designed and influx of information technology solutions for Knowledge Management found their way into the market. It became imperative to build Knowledge Management into business strategy and to concentrate on human capital. Late 1990’s saw a proliferation of studies and exercises in this direction. Yet, if people were to be recognized and if competitive advantage was dependent upon the effective management of human capital, this was not being done in the realm of understanding knowledge worker perceptions. A need was perceived to conduct a behavioral study of human capital value added. To understand which of the organizational and knowledge management factors were perceived as being essential for Human Capital Value Addition.

<p>Innovation is, in most cases, a necessity for firms in today’s changingmarket place. It has the potential to offer firms numerous advantages,including increased profit and growth. However, innovationis no easy process and there are many barriers and impedimentsto innovation that needs to be overcome in order to efficiently innovate.A study conducted by Vinnova (2007) showed that 18% ofSMEs consider a shortage of qualified personnel as a high barrier toinnovation.</p><p>How are competence barriers to innovation experienced by smallenterprises in the selected sample? Do competence barriers to innovationvary depending on different firm characteristics and in thatcase how? Which consequences do small enterprises encounter as aresult of facing competence barriers to innovation? Are small enterprisesthat face high competence barriers to innovation more likelyto encounter consequences?</p><p>The purpose of this research report is to investigate competencebarriers to innovation within small enterprises and the consequencesthese barriers might result in.</p><p>Competence barriers to innovation are considered moderate in thissample. The highest barrier was shortage of qualified personnel necessaryfor innovation. In general, small enterprises that experienceda higher level of competition also faced higher competence barriersto innovation. The most frequently reported consequences fromfacing competence barriers to innovation were; inability to acceptcertain jobs or contracts, decreased profitability and difficulty in expandingthe business. Small enterprises which face higher competencebarriers to innovation are more likely to encounter consequences.</p>

<p>This thesis deals with the development of the competence tocreate assembly efficient products. The assembly-relatedknowledge that is resident within an organisation is ofinestimable value and should be used, refined and developed inorder to obtain assembly efficient products. The question ishow competence development can be promoted organisationally.This thesis has adopted the working hypothesis thatmodularisation promotes competence in the development ofassembly efficient products. This position is based on theliterature regarding competence development,competence-promoting organisations, and concurrentengineering.</p><p>The empirical research reported in this thesis is along-term case study carried out at Volvo Car Corporation. Inthe licentiate thesis that preceded this doctoral thesis, itwas suggested that assembly work should be based on modules.The further topics researched in this thesis includeexamination of a modularisation process, examination of thecommunication interface between the assembly organisation andthe product development organisation, the effects ofmodularisation on the assembly process, and an investigation ofthe development of two assembly efficient products.</p><p>The product of the research is a model representing theorganisational prerequisites for developing competence in thecreation of assembly efficient products. The key elements inthe model are a transparent organisational structure, clearintention in the organisation, and accommodation ofcross-functional exchange. Modularisation is a means ofcreating a transparent organisational structure that makes itpossible for members of the organisation to understand thecontext in which they work, which is a basic requirement fordeveloping competence. A structure for cross-functionalcooperation should be put in place to facilitatecross-functional exchange and learning. To succeed indeveloping assembly efficient products, an organisation mustalso clear signal that this is its intention. Visions, goalsand strategies must express this ambition. Only then will themembers of the organisation have the mindset that enables themto use their full potential to develop competence in creatingassembly efficient products.</p><p><b>Keywords:</b>competence-promoting organisation, transparentorganisation, modularisation, assembly efficiency, automobileindustry</p>

<p>Several studies have shown that the Swedish labour market for different reasons is characterized by ethnical discrimination and that people who have another cultural background than Swedish are being excluded. Most studies done within this area have been focused on why it is harder for immigrants to enter the labour market and identifying the contributing mechanisms for this phenomenon. Instead the aim of this study was to see how the immigrants view their own cultural identity and background and how they perceive that their cultural competences are being valued when they apply for a job. To examine this, the following problematic was used: How does a person who has been brought up with both the Swedish culture and another culture look at using this as a cultural competence when they apply for a job. Two different theories were then applied to analyze the problematic, Erving Goffman´s theory about Stigma and Norbert Elias theory about the Established and the Outsiders. To carry out the study, a qualitative method with interviews was used and 8 people from 6 different cultural backgrounds participated. The results show that if the knowledge that had emerged from a persons cultural background turned out to benefit that person in his or her work situation than that person was more likely to see cultural background as a competence. Although if the condition was the opposite then there was no need to see it or to use it as a competence. Therefore cultural competence seems to be useful in specific situations and in interaction with certain people or groups of people rather than being viewed as an overall, general competence. To accentuate cultural competence also proved to be difficult due to the stereotyped conceptions about immigrants that exist in society. The conclusion of this study is that emphasizing cultural competence can sometimes benefit a person although there is always a risk that it could lead to increased stigmatization.</p>

Thesis (PHD)--University of Montana, 2009. / Contents viewed on December 22, 2009. Title from author supplied metadata. Includes bibliographical references.

Thesis (Ph. D.)--Oregon State University, 2010. / Printout. Includes bibliographical references (leaves 241-257). Also available on the World Wide Web.