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In this paper the project management risks will be studied at Camfil Farr and then project management competency development program will be proposed as mitigation plan.There are a wide variety of risks types around project management subject but since on main risks should been focused, our study will be limited on those main risks and provid a risk questionnaire that contain ten questions to survey the risky situations related to project management at Camfil Farr.Then analyze of result will be started that is gained from the company and with the help of tools such as histogram will be tried to find a suitable way to deal with these risks and based on this study our mitigation plan will be built.In the risk management section, root causes of risk factors will be studied by cause and effect diagrams. It should be noted that, PMBOK 2004 will be used for definitions of project management and its framework for analyzing of project management risks and developing competency development program.

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Magister Commercii (Industrial Psychology) - MCom(IPS) / The focus of this exploratory study was on competency profile development, specifically the factors impacting on the validity of its development. Given the paucity of research both nationally and internationally into the development of criteria feeding employment practices, as well as the conjectured enigmatic disjuncture between theory, which promotes the almost indispensability of job analysis, and organisational reality which attests to it seldom being performed or performed in a way which would satisfy scientific standards, a qualitative enquiry and a two tiered research design was developed to explore this phenomenon. Through excavating documentary data, the first phase of research intensively explored the work of the City of Cape Town's Competency Framework Team, their particular job analysis processes and their methodology for developing a competency profile for a single incumbent position, namely that of the City Manager's position. The medium of the case study allowed the reader to enter the world of a pulsing organisation and witness such researchers' dilemmas as contemplating whether there is a standard recipe for competency profile generation, the factors influencing choice of methodology, judgment around the relevancy of competencies developed to lead the change process, accurately responding to and managing dramatically skewed samples, the types of interventions to design, etc. The three key results from this phase of research confirmed that: the complexity of change within the City of Cape Town, as well as the types of decisions the various HR functions had to make on the basis of the profile, influenced decisions on how to profile and which methods to use; that stakeholders actively shaped the design and understanding of the particular components of the competency profile as they bring human volition to the areas of challenge arising within the organisation; and on the issue of whether racial composition of a sample was anticipated to have an effect on the competencies generated, it was clear that is not possible to ascertain whether the differences noticed in the behavioural repertoire of an individual are as a function of race or a myriad of other competing variables. The second phase of research studied the behavioural competencies elicited from a sample of Chief Executive Officers when using different job analysis methods to develop these competencies. The results confirmed that the distinctive features of a job analysis method selected or developed may impact on the behavioural competencies generated. These results not only sensitise practitioners to the role of methodology in influencing the derivation of competencies, but also to the many variables within, as well as between chosen methodologies, and to the reality that choice of methodology may influence the degree of confidence with which one interprets the results attained. The study concluded that despite this being a case study, limiting the conclusiveness and generalisability of its findings, the facets of the phenomenon of competency profiling illuminated may have much salience for the art and practice of profiling in general, for users and developers of job analysis processes, instruments, and leadership models, as well as practitioners entrusted with organisational design and redesign.

<p>This Master’s thesis was commissioned by Siemens Industrial Turbomachinery,subdivision Industrial Gas Turbines (PGI4) in Finspong, Sweden, and in Lincoln, England. The company has been part of Siemens Power Generation Industrial Applications since its</p><p>acquisition in 2003. In this connection, the strategic importance of procurement became more recognised and the procurement organisation has undergone many changes. Procurement, however, is a function very much affected by changes in the business context,making constant adaptations and transformations necessary. In order to ensure that the procurement organisations in Finspong and Lincoln are well</p><p>prepared for future challenges, the purchasing director at Siemens PGI4 asked us to investigate competency requirements on procurement beyond the year 2010, based on the impact of macroeconomic trends. Furthermore, a gap analysis was requested in order to compare the current competency level with the required future competency level.</p><p>The task was approached by studying literature and interviewing well-known purchasing professors. From this we concluded that the macroeconomic trends of greatest relevance for Siemens PGI4 are globalisation, outsourcing, development of information technology,</p><p>increasing demands on corporate social responsibility and changing consumer patterns.</p><p>Our investigation of the impact of these trends on procurement resulted in several requirements for the future. For example, risks must be managed throughout the whole supply chain, as the complexity of supply increases as a result of globalisation and outsourcing. The requirements are presented in terms of competencies and roles that need to be assumed. We mapped the current competency level by means of questionnaires filled in by the personnel concerned. We then compared this with the required future level. The gap analysis indicated that gaps within management of relations, for example, exist for several of the studied function profiles and that today’s way of handling risks will not be sufficient in the future. Still, the majority of the competency gaps are not very large. We believe</p><p>therefore that by taking care of the existing gaps and installing a supply chain risk management team, the procurement function can live up to the future requirements until the year 2010. We recommend the identified crucial roles and competencies to be taken into consideration when recruiting new employees and when developing existing personnel. However, continuous review and update of competencies will be needed in order to keep the company competitive.</p>

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.

This Master’s thesis was commissioned by Siemens Industrial Turbomachinery,subdivision Industrial Gas Turbines (PGI4) in Finspong, Sweden, and in Lincoln, England. The company has been part of Siemens Power Generation Industrial Applications since its acquisition in 2003. In this connection, the strategic importance of procurement became more recognised and the procurement organisation has undergone many changes. Procurement, however, is a function very much affected by changes in the business context,making constant adaptations and transformations necessary. In order to ensure that the procurement organisations in Finspong and Lincoln are well prepared for future challenges, the purchasing director at Siemens PGI4 asked us to investigate competency requirements on procurement beyond the year 2010, based on the impact of macroeconomic trends. Furthermore, a gap analysis was requested in order to compare the current competency level with the required future competency level. The task was approached by studying literature and interviewing well-known purchasing professors. From this we concluded that the macroeconomic trends of greatest relevance for Siemens PGI4 are globalisation, outsourcing, development of information technology, increasing demands on corporate social responsibility and changing consumer patterns. Our investigation of the impact of these trends on procurement resulted in several requirements for the future. For example, risks must be managed throughout the whole supply chain, as the complexity of supply increases as a result of globalisation and outsourcing. The requirements are presented in terms of competencies and roles that need to be assumed. We mapped the current competency level by means of questionnaires filled in by the personnel concerned. We then compared this with the required future level. The gap analysis indicated that gaps within management of relations, for example, exist for several of the studied function profiles and that today’s way of handling risks will not be sufficient in the future. Still, the majority of the competency gaps are not very large. We believe therefore that by taking care of the existing gaps and installing a supply chain risk management team, the procurement function can live up to the future requirements until the year 2010. We recommend the identified crucial roles and competencies to be taken into consideration when recruiting new employees and when developing existing personnel. However, continuous review and update of competencies will be needed in order to keep the company competitive.

IS vendor organizations are increasingly using program management practices to manage complex projects (Gierra 2004). The move to program teams is due to the realization that the management of many client projects and their underlying dependencies requires teamwork among project managers from different projects (Cooke-Davies 2002; Ferratt et al. 2006; Sanghera 2007). With two separate studies, first we extend the team competence framework and utilize organizational learning theory to understand the antecedents and outcomes of teamwork behaviors. Empirical results from the first study indicated that teamwork behaviors within the program team were significantly related to an increase in team competencies of personnel development, methodology development and dissemination and customer focus. Further, the three program team competencies were a significant predictor of program outcomes. In the second study, we investigate the outcomes of conflict resolution and their impact on program performance. The results indicated that conflict resolution can enhance the level of communication, mutual support and effort among IS program members Directions for practitioners and implications for future research are discussed.

Workplace learning can contribute to a reformative change in an economy’s workforce development.  Learning, whether formal or informal, is subject to various power balances in each context. Factors affecting learning decisions can include legal framework, market requirements, organizational culture, organization of work, and financing limits. This research explores the application of learning practices in workplace, in addition to the institutionalization of the application and its sustainability’s enforcement factors from the participants’ perspective. Through a qualitative analysis of semi-structured interviews’ outcome, a sample from several departments in two organizations in the Egyptian services sector share their impression, experience, and recommendations for fostering learning in workplace practice. The data was analysed thematically in the light of Lave and Wenger’s (1991) communities of practice theory, Ellstrom’s (2011) competency development study, and Fuller and Unwin’s (2006) expansive learning environment framework. The findings highlights the various initiatives for organizational development logic and  investigates both the barriers and the enforcers for practical continuity. The study is aligned with the constructivist approach as it identifies opportunities and organizational settlement through social interaction to ensure inclusive learning for its population.

Tyrimo problema, aktualumas ir naujumas Nuolat tobulinant kirpėjų profesijos mokytojų profesines kompetencijas, kurių dėka būtų kartu gerinami mokinių praktiniai įgūdžiai ir žinios, parengsime kūrybingus, kompetentingus, aukštos kvalifikacijos kirpėjus, gebančius taikyti naujas darbo technikas ir technologijas, turinčius puikias galimybes Europos darbo rinkose. Svarbu, kad patys profesijos mokytojai siektų tobulėti. Todėl profesinių kompetencijų tobulinimas yra aktuali problema, nuo kurios priklauso praktinio mokymo kokybė. Lietuvoje yra atlikta tyrimų apie įvairių profesijų atstovų požiūrį į profesines kompetencijas, jų raišką bei tobulinimo/si poreikius. Tad akivaizdu, kad kompetencijoms skiriamas didelis dėmesys, tačiau mažai tyrinėta kirpėjų profesijos mokytojų tobulnimąsi, kaip prielaida praktinio mokymo kokybei gerinti. Todėl šiame darbe, bus siekiama atskleisti kirpėjų profesijos mokytojų požiūrį ir socialinių dalininkų nuomonę į profesinių kompetencijų tobulinimo svarbą, gerinant praktinio mokymo kokybę. Tyrimo tikslas – Pristatyti kirpėjų profesijos mokytojų profesinių kompetencijų tobulinimą kaip prielaidą praktinio mokymo kokybei gerinti. Tyrimo uždaviniai: 1. Pristatyti praktinio mokymo kokybės užtikrinimo sampratą. 2. Teoriškai pagrįsti profesijos mokytojų profesinių kompetencijų tobulinimo aktualumą praktinio mokymo kokybei gerinti. 3. Atskleisti kirpėjų profesijos mokytojų požiūrį į jų profesinių kompetencijų tobulinimo svarbą siekiant gerinti praktinio mokymo... [toliau žr. visą tekstą] / The problem, relevance and novelty of research. Consequently, the development of professional competency is closely linked not only with the quality of the practical training but it may cause great changes in the education system as well. So, only the constant development of Hairdresser‘s professional competency can help to give a propper training for young professionals having great possibilities in European labor market. That is why the Professional competency development is a key problem which says greatly on the quality of practical training. The research of different specialits‘ attitude towards professional competence as well as the needs of it among the learners was carried out in Lithuania. It is obvious that competency is highlighted greatly but little research is done in the field of competency development as the assumption to improve the quality of practical training. Following the situation, the main objective of the work is to reveal both, the attitudes of Hairdressers’ professional trainers and stakeholders' towards the importance of professional competency development with the aim to improve the quality of practical training. The aim of the research – to present the professional competency development of Hairdressers’ trainers as the assumption to improve the quality of practical training. The tasks of the research: 1. To deliver the assurance concept of practical training quality. 2. To stimulate theoretically the development of professional... [to full text]