This dissertation has been written in a three-article journal-ready format and centers on competencies for blended teaching in higher education. I use the PRISMA process and thematic coding to analyze 34 articles from 2002 to 2022, highlighting strategic combination, learner-centered approaches, and additional support. I also use the Google Search API and content analysis to suggest that blended, digital, and flexible may be post-secondary institutions' most frequently used terminology to describe contexts incorporating online and in-person components. I also gather qualitative data from interviews with faculty to highlight the context and nuances surrounding blended teaching competencies, including creative innovation, technology skills, flexibility, strategic planning, and engagement creation. This work aims to clarify the trending terms, contexts, and nuances of teaching competencies for blended courses in higher education. It may help researchers and practitioners understand these concepts as evolving from specialized blended teaching competencies to potentially becoming more mainstream teaching competencies.

The purpose of this study is to explore if small businesses have the resources and competenciesto adopt corporate sustainability reporting directives at their current status. The theoreticalframework within the study was built by different concepts such as physical resources, financialresources and competencies, human resources and competencies, and organizational support.Qualitative research was chosen to be able to explore the study's nature. Semi-structuredinterviews were made to gather data that supported the aim as well as the objective. The fivesmall businesses that were included from the purposive sampling gave insights on whatresources and competencies they had to adapt CSRD.To be able to find the core categories, coding was used and inspired by grounded theory. Thecore categories that came forward were databases, sustainability knowledge, operationalefficiency, and organizational policies. The sampled data was analyzed together with thetheoretical framework to be able to answer the research question of the study. The analysiswithin the study gave the reader an understanding of whether small businesses have the neededresources and competencies to adopt CSRD. In conclusion, at the current status, small businessesdo not have the resources and competencies to adopt CSRD. However, by addressing these gapsan adoption of CSRD can be successfully implemented and enhance their sustainabilitypractices.

Emergency nursing is an evolving field in Kenya with the Nursing Council of Kenya (NCK) yet to list it as a speciality area. This study wished to identify and describe the core competencies that should be included in an emergency nurse training programme based on the views of nurses and doctors who work in emergency units in a level 1 hospital in Nairobi, Kenya. The researcher used qualitative explorative and quantitative descriptive designs in phases 1 and 2, respectively, and convenience and purposive sampling. The study found that the respondents emphasised the inclusion of 137 (93.2%) of the 147 skills in the questionnaire as core competencies and disagreed with 10 (6.8%). Concomitantly, the vast majority of the respondents (93.6%) supported the inclusion of the skills compared to those (6.3%) that did not. Based on the findings, the researcher made recommendations of the core competencies to be included in the programme. / Health Studies / M.A. (Health studies)

An essential blend between competencies, personality and skill is sought after for successful branch managers in today’s banking world in order to achieve a high level of quality, on-time delivery, as well as customer and employee satisfaction and loyalty. In this study the predictive relationship between competencies (as a portrayal of personality and abilities) and work performance was investigated among the branch managers. The scores on the essential Universal Competency Framework competencies, the Person- Job Match and performance data for three years were used to conduct correlation and regression analyses. The study was conducted among 95 branch managers at a banking institution in South Africa. A theoretical relationship was determined, and this was supported by the significant relationship that was evident between the identified essential competencies of the branch managers and their work performance. The regression model summary indicated significance when using all essential competencies combined against the overall criterion score. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

In my diploma thesis I deal with intercultural competencies, which are a relatively new phenomenon. It started to evolve on the grounds of the influence of globalization and internacionalization. I have made an overview of the changing life of organizations, especially in the area of Human Resource Management, which grows into international extent. I have considered the reasons leading to the growth of the (significant) needs of interculturally educated employees. Recent development of social, political and economical reality indicate the fact, that this need will be more and more urgent in the future. Because of the reducing importance of borders between nations and among economics the contact among members of different cultures in personal and work life is still more frequent and intensive. In the order to be efficient in cooperation with individuals from different cultural environment it is necessary to understand each other, capture the way of partner's thinking and behavior, forbearance and knowledge of cultural specifics. Training focused on development of intercultural competencies is thus an inevitable requirement of employee's preparation to long-term residence abroad and its completion is the precondition of smooth course of adaptation in a foreign country. Therefore, I pay attention to the...

Literature has shown the importance of lifelong learning in the training of today's workforce and the crucial role of Higher Education in preparing graduates for lifelong learning. The aim of the current study is to establish the profile of Medical Radiation Science (MRS) practitioners as lifelong learners and to examine the implications of these findings for MRS undergraduate programs in Australia. The study builds on Candy et. al.'s 1994 report, Developing Lifelong Learners through Undergraduate Education, by drawing on the report's profile of lifelong learners and the features of the undergraduate program that promote lifelong learning. This present study used both quantitative and qualitative approaches, including collating the stakeholders' views on lifelong learning via surveys, one-to-one interviews and focus group discussion.Findings from this study indicate that all stakeholders (MRS practitioners, Heads of MRS Departments, students and teaching staff) viewed lifelong learning to be relevant to the profession and are important attributes for MRS practitioners to attain. However, attributes that were directly related to clinical competencies were more highly valued than attributes which were perceived to be associated with learning competencies. For each of the 25 attributes surveyed, the actual level of attainment fell below the nominated level of importance. Furthermore, the workplace culture was found to be non-supportive of lifelong learning. All MRS courses in Australia promote lifelong learning as one of their course objectives. There is a general trend towards adopting teaching approaches that promote lifelong learning, while assessment methods that promote and evaluate lifelong learning attributes were lagging behind.These findings have implications for both the MRS workplace and the MRS undergraduate courses in Australia. There needs to be greater ++ / dialogue and collaboration between the MRS employers and the universities to address the gap identified in the attributes. A conceptual model integrating lifelong learning in the context of MRS has been introduced to circumnavigate the predicament felt by most respondents that clinical competency must take precedence over all other attributes. Selection criteria by employers for graduates who are entering the workplace for the first time serve as the vital link between the workplace and the universities. By incorporating lifelong learning attributes as an essential part of the selection criteria, students would come to see the relevance of lifelong learning in their undergraduate training. A learning portfolio can be used as a means of demonstrating that the appropriate learning has taken place. There needs to be a closer link between teaching and assessment by aligning the teaching of lifelong learning objectives and activities with the assessment methods. To this end, it is important that teaching staff must be provided with the appropriate professional support to cultivate lifelong learning attributes and to equip them with the appropriate facilitation skills, before the lecturers can be expected to adopt lifelong learning approaches. This research provides a snapshot of lifelong learning in the MRS profession and should assist in the implementation of lifelong learning strategies that would direct the future of the profession.

Emergency nursing is an evolving field in Kenya with the Nursing Council of Kenya (NCK) yet to list it as a speciality area. This study wished to identify and describe the core competencies that should be included in an emergency nurse training programme based on the views of nurses and doctors who work in emergency units in a level 1 hospital in Nairobi, Kenya. The researcher used qualitative explorative and quantitative descriptive designs in phases 1 and 2, respectively, and convenience and purposive sampling. The study found that the respondents emphasised the inclusion of 137 (93.2%) of the 147 skills in the questionnaire as core competencies and disagreed with 10 (6.8%). Concomitantly, the vast majority of the respondents (93.6%) supported the inclusion of the skills compared to those (6.3%) that did not. Based on the findings, the researcher made recommendations of the core competencies to be included in the programme. / Health Studies / M.A. (Health studies)

An essential blend between competencies, personality and skill is sought after for successful branch managers in today’s banking world in order to achieve a high level of quality, on-time delivery, as well as customer and employee satisfaction and loyalty. In this study the predictive relationship between competencies (as a portrayal of personality and abilities) and work performance was investigated among the branch managers. The scores on the essential Universal Competency Framework competencies, the Person- Job Match and performance data for three years were used to conduct correlation and regression analyses. The study was conducted among 95 branch managers at a banking institution in South Africa. A theoretical relationship was determined, and this was supported by the significant relationship that was evident between the identified essential competencies of the branch managers and their work performance. The regression model summary indicated significance when using all essential competencies combined against the overall criterion score. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Submitted by Daniele Amaral (daniee_ni@hotmail.com) on 2016-09-19T18:22:46Z No. of bitstreams: 1 DissSOMB.pdf: 1432020 bytes, checksum: d1e8e926dc939b4f37a762e9434f4fae (MD5) / Approved for entry into archive by Marina Freitas (marinapf@ufscar.br) on 2016-09-20T13:38:33Z (GMT) No. of bitstreams: 1 DissSOMB.pdf: 1432020 bytes, checksum: d1e8e926dc939b4f37a762e9434f4fae (MD5) / Approved for entry into archive by Marina Freitas (marinapf@ufscar.br) on 2016-09-20T13:38:39Z (GMT) No. of bitstreams: 1 DissSOMB.pdf: 1432020 bytes, checksum: d1e8e926dc939b4f37a762e9434f4fae (MD5) / Made available in DSpace on 2016-09-20T13:38:45Z (GMT). No. of bitstreams: 1 DissSOMB.pdf: 1432020 bytes, checksum: d1e8e926dc939b4f37a762e9434f4fae (MD5) Previous issue date: 2015-08-07 / Não recebi financiamento / This research aims to conduct mapping of competencies in outsourced contract managers to identify competencies to the process of management of outsourced contracts in a Federal Institution of Higher Education (IFES).Therefore, historically it presents the characteristics of Public Management in Brazil; the definition and context of outsourcing, in addition to detailing the outsourced contract management process. The survey also points out the important competencies in performing outsourced contracts management process and performs the mapping of competencies in the study IFES, pointing out the training needs based on competencies. The research brings a case study in the research IFES. As data collection instruments are used documentary research, semi-structured interviews with managers to know the process of management of outsourced contracts and the application of questionnaires to identify gaps in competencies. The results provide an overview of the outsourced contract management process in the IFES study and mapping of individual competencies of outsourced contracts managers in IFES, allowing them to be identified training needs and competencies-based training How directions, the research shows the following requirements: adoption of specific training for outsourced contracts manager function, standardization of procedures and routines for the management of outsourced contracts in the institution; and creating a competency model for managers of outsourced service contracts. / Esta pesquisa tem como objetivo realizar o mapeamento de competências de gestores de contratos terceirizados e identificar as competências individuais para o processo de gestão de contratos terceirizados em uma Instituição Federal de Ensino Superior (IFES). Para tanto, apresenta historicamente as características da Gestão Pública no Brasil; a definição e a contextualização da terceirização, além de detalhar o processo de gestão de contratos terceirizados. A pesquisa também aponta as competências individuais no processo de gestão de contratos terceirizados e com a realização do mapeamento das competências na IFES estudada, aponta as necessidades de capacitação baseadas nas competências. A pesquisa traz um estudo de caso de uma IFES. Como instrumentos de coleta de dados são utilizados a pesquisa documental, entrevistas semiestruturadas com os gestores para conhecer o processo de gestão de contratos terceirizados e a aplicação de questionários para identificar gaps de competências. Os resultados trazem um panorama do processo de gestão de contratos terceirizados na IFES estudada e o mapeamento de competências individuais dos gestores de contratos de terceirizados na IFES, permitindo que sejam detectadas as necessidades de capacitação e treinamento baseada nas competências Como direcionamentos, a pesquisa aponta os seguintes necessidades: adoção de treinamentos específicos para a função de gestor de contratos de terceirizados, padronização dos procedimentos e rotinas para a gestão de contratos terceirizados na instituição; e criação de um modelo de competências para gestores de contratos de serviços terceirizados.

Made available in DSpace on 2016-06-02T19:52:14Z (GMT). No. of bitstreams: 1 832.pdf: 1863922 bytes, checksum: b44a553add41b8a7c80671d8c03ce3c7 (MD5) Previous issue date: 2006-01-23 / With the aim of contributing for the increase of the efficiency and effectiveness of the units of Competitive Intelligence (IC) in the ambit of the people's administration, the present research has as general objective to develop a systematic procedure to map knowledge, abilities and attitudes for IC professionals, based on the model of Administration of People for Competencies (APC). The research method that was adopted was the research-action and the application was carried out within the Center for Information Technology in Materials (NIT/Materiais) of the Federal University of São Carlos (UFSCar), specialized in accomplishing IC projects. The obtained results were: the identification of a group of referential competencies for IC professionals; the creation of a glossary of attributes of IC competencies (Knowledge, Abilities and Attitudes); the development of the tool Levantamento de Atributos, for the collection of information seeking the definition of the organizational competencies; and the formalization of the profile of competencies for the IC professionals of the studied organization. Starting from the obtained results and of the discussion raised around the thematic of the competencies in IC, it was possible to conclude that the APC model can contribute to the creation and development of more efficient and effective IC teams, in a process of continuous improvement. / Com o intuito de contribuir para o aumento da eficiência e eficácia das unidades de Inteligência Competitiva (IC) no âmbito da gestão de pessoas, a presente pesquisa teve como objetivo geral desenvolver uma sistemática para mapear conhecimentos, habilidades e atitudes para profissionais de IC, baseado no modelo de Gestão de Pessoas Por Competências (GPPC). O método de pesquisa adotado foi a pesquisa-ação e a aplicação foi realizada junto ao Núcleo de Informação Tecnológica em Materiais (NIT/Materiais) da Universidade Federal de São Carlos (UFSCar), especializado em realização de projetos de IC. Os resultados obtidos foram: a identificação de um conjunto de competências referenciais para profissionais de IC; a criação de um glossário de atributos de competência de IC (Conhecimentos, Habilidades e Atitudes); o desenvolvimento da ferramenta Levantamento de Atributos, para a coleta de informações visando a definição das competências organizacionais; e a formalização do perfil de competências para os profissionais de IC da organização estudada. A partir dos resultados obtidos e da discussão suscitada em torno da temática das competências em IC, foi possível concluir que o modelo GPPC pode contribuir para a criação e desenvolvimento de equipes de IC mais eficientes e eficazes, num processo de melhoria contínua.