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Seema Sanghi, "The Handbook of Competency Mapping: Understanding, Designing and Implementing competency model in an organization´ Sage Publications Pvt. Ltd | 2007 | ISBN: 0761935983 | 248 pages | PDF | 1,1 MB
This book is designed to help human resource managers and professionals understand, develop, manage and map competencies within their organizations. Using a highly accessible framework and structure, this reader-friendly book tackles key issues that include: - Understanding and developing competencies - Integrating the competency framework within the HR system of an organization - Implementing and mapping competencies in an assessment centre - Reviewing the plethora of application-based experiences and existing models - Effectively managing the consequent changes in the organization. In this edition, the author has expanded several chapters to provide a greater understanding of business strategies, environmental imperatives and the changing role of HR as a strategic partner.
Refugee Assessment Practices and Cultural Competency Training Richard Dana International and Cultural Psychology Series, 2007, Cross-Cultural Assessment of
Psychological Trauma and PTSD, PART 1, Pages 91-112 Abstract Over 20 million displaced persons have relocated in Asia (49%), Europe (21%), and the Americas (10%) (UNHCR, 2003). Victimized by torture, trauma, imprisonment, and human rights violations, these unwilling immigrants are burdened by extraordinary psychological, emotional, physical, and acculturative sources of distress, resulting in an international dilemma. Resettlement in host countries may necessitate mental health services, healing of core adaptation systems, and succor for housing, employment, language, and coping skills necessary for survival and psychological well-being in unfamiliar cultures.
Richard H. Dana International and Cultural Psychology Series, 2009, Cultural Competency Training in a Global Society, IV, Pages 179-204 A Cultural Competency Training Model Contents of this book to compile and organize professional resources for
cultural competency training. The objective is to improve available training resources for services to develop the organization. Abstract The contents of this book to compile and organize professional resources for cultural competency training. The objective is to improve available training resources for services to existing resident racial/ethnic populations and for new populations of immigrants, refugees, and migrants as well as for a multicultural underclass and elite sojourners. These new at-risk populations, nationally and internationally, expose a vulnerable and human face of globalization. Existing educational models are obligated to implement cultural competency training predicated on available research conducted in a number of different professions and academic disciplines. This training should coordinate and package professional resources within existing service delivery systems whenever feasible. Supporting Flexible Competency Frameworks ...of learning objects across system boundaries. The combination of competency-related data is achieved by mapping a new competency system to the internal one Erica Melis, Arndt Faulhaber, Ahmad Salim Doost and Carsten Ullrich Lecture Notes in Computer Science, 2010, Volume 6483, Advances in Web-Based Learning ± ICWL 2010, Pages 210-219
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Look Inside Abstract Since Bloom¶s initial work on competencies in 1956, various competency systems have been designed and used to assess students¶ competencies. Different pedagogical researchers and
which can be identified in a knowledge map. Software Process Improvement.8 KB) Abstract Knowledge is a key parameter for software companies survival. Hubs. Now. which its employees possess. These. Black Holes. Measuring. In this paper we present a knowledge management perspective on software process improvement.. and describe a technique for mapping the organisational knowledge flows in a software company. The results show that the technique successfully helps the organisation to select relevant focus areas for planning future improvement initiatives. this paper presents how ACTIVEMATH integrates several competency systems to bridge the gap between different competency systems and thereby facilitating the reuse of learning objects across system boundaries. 2004.. The study further explains four distinct critical situations. Bo Hansen Hansen and Karlheinz Kautz Lecture Notes in Computer Science..develop and utilise the intellectual competencies. which its employees possess. The combination of competency-related data is achieved by mapping a new competency system to the internal one.stakeholders prefer different systems. as the ability to continuously become better at producing services relies on the organisation s abilities to develop and utilise the intellectual competencies. and Missing Links. Mapping. Knowledge Mapping: A Technique for Identifying Knowledge Flows in Software Organisations . Volume 3281.. Springs.and describe a technique for mapping the organisational knowledge flows in. These abilities depend highly on the organisation s capability to share knowledge and thus on the way knowledge flows in the organisation. Pages 126-137 y y Hide Summary Download PDF (151. Each covers potential problems in the organisational flows and therefore can provide guidance for organisational process improvements. We have been collaborating with them... and Modeling Urban Growth . Such systems are essential for the adaptation by adaptive intelligent tutoring systems.
population grew from 151 million to 300 million between 1950 and 2007. Mark W. Claudia Steghuis and Erik Proper Lecture Notes in Business Information Processing. Advances in Enterprise Engineering I.. Hardin.6 KB) Responsibilities of Enterprise Architects y y y Look Inside .. Competencies and A Jack-of-All-Trades? . 1. rapidly spread into their rural hinterlands.will discuss the responsibilities of enterprise architects. Jackson and Samuel M. New developments such as Levittown (New York). the U.Perry J. The baby boom followed. Chicago. Pages 141-176 y y Hide Summary Download PDF (222. Part 3. As a result of the boom and international immigration. Park Forest (Illinois) and Lakewood (California)1 sprang up and were quickly filled with affordable cookie-cutter homes for veterans seeking the American Dream of suburban home ownership (Hayden 2003). begin families.S. Geo-Spatial Technologies in Urban Environments. Volume 10... Park Forest and Lakewood are located respectively near New York City. developers in the United States took advantage of market demand and government incentives to build new housing subdivisions for returning soldiers anxious to marry. and Los Angeles. Pages 93-107 Hide Summary Download PDF (207. and resume civilian life. To accommodate this expanding population growth. cities and towns in the U.7 KB) y Look Inside Abstract Immediately after World War II. as well as the basic competencies and personality types which an enterprise architect is expected to have in. Otterstrom 2007.S. Levittown.
but rather concerns itself with the professionals who are responsible for the creation of the products and the execution of the associated processes: the enterprise architects. VO¶s competencies need to be obtained through the VOs¶ profiles. the Virtual Organization (VO) formed in the VBE. Since enterprise architects are likely to operate in teams we also discuss the competencies needed to effectively work in teams. Competency and Profiling Management in Virtual Organization Breeding Environments .. Ekaterina Ermilova and Hamideh Afsarmanesh IFIP International Federation for Information Processing. as well as the basic competencies and personality types which an enterprise architect is expected to have in meeting these responsibilities. such as the VBE member. Pages 131-142 y y Hide Summary Download PDF (1. The VBE competencies. Network-Centric Collaboration and Supporting Frameworks. The competencies of the VBE itself need to be carefully defined at each VBE and are contained in the VBE profile.. Volume 224. as well as the experience of our organisations in teaching future enterprise architects.. 2006. and the VBE itself. . during the operating stage of the VBE. We will discuss the responsibilities of enterprise architects.characteristic of a Virtual organization Breeding Environment (VBE) is the set of competencies that it can offer to the market and society. Typically competencies appear as a part of the VBE members¶ profiles.2 MB) y Look Inside Abstract A main characteristic of a Virtual organization Breeding Environment (VBE) is the set of competencies that it can offer to the market and society. The presented results are based on existing studies into the skills of architects. surveys conducted among enterprise architects. The VBE competencies are defined in this paper through the competencies of three main VBE information components.Abstract This paper is not concerned with enterprise architecture as a product or as a process..
An empirical study was carried out which aimed at showing the effects of the integration of modelling tasks into day-to-day math classes.. Innovation. The management of profiles and competencies within a VBE shall be supported by a special subsystem of the VBE Management System (VMS) . But so far the concept «modelling competencies» has not been described in a comprehensive manner: The aim of this.Profiling and Competency Management System (PCMS) specified in this paper.1 MB) Abstract Modelling and application are seen as a highly important topic for maths lessons. Mapping the Integrated Innovation Space: A Look at the Mirror 2007.that between its innovation capacity and desired innovation goals (including the organizational preparedness).highly important topic for maths lessons. Katja Maaß ZDM. One basic motivation of the use of these tools is that such diagnostics permit the manager to assess the gap that exists. What are modelling competencies? . Number 2. Volume 38. 2006... Pages 113-142 y y Hide Summary Download PDF (1.These three kinds of profiles are addressed in this paper. But so far the concept «modelling competencies» has not been described in a comprehensive manner: The aim of this paper is to supplement former descriptions of modelling competencies based on empirical data.6 KB) y Look Inside Abstract There exist a significant number of diagnostics tools that could be employed to evaluate and understand an organization¶s strengths and weaknesses in the field of innovation management. Market Archetypes and Outcome.. whether it be with respect to its competitors or an internal gap . Pages 147-171 y y Hide Summary Download PDF (523. Central questions of this study were²among .
Contrary to expectations. the relation was negative. Psy. An analysis of the students' abilities and their mistakes lead to more insight concerning the concept of modelling competencies.. The overall model of leadership competence predicted a significant proportion of variance in engagement when utilizing either the direct report or combined rater source scores. Based on this theoretical approach the transfer into practice is described. results indicate that Integrity and Collaboration and Teaming are two specificcompetencies among senior leaders that appear to have meaningful positive relationships with employee engagement. In addition. 133 pages. the direct . the bivariate correlation between the Self-Awareness and Adaptability competency of senior leaders and employee engagement was not significant. More surprisingly.. Rutgers The State University of New Jersey. Finally we will look at the results of the study. 2009 . including increased productivity. definitions of modelling processes as a basis for definitions of modelling competencies and important views of modelling competencies are discussed. Graduate School of Applied and Professional Psychology. when the other competencies were controlled statistically. Schmidt. The present study utilized a Fortune 500 multinational corporation's leadership competency model multi-rater feedback and employee engagement instruments to explore the relationship between the leadership competencies of senior organizational leaders ( N =163) and the engagement of employees in their organizational units. The relationship between leadership competence and employee engagement by Stroud. Robert N. and heightened organizational commitment. Finally. AAT 3373354 Abstract (Summary) Employee engagement has been shown to lead to a number of meaningful business benefits.others: How far do math lessons with focus on modelling enable students to carry out modelling processes on their own? What are modelling competencies? Within the theoretical approach. improved individual and organizational performance. Harter.D. and Hayes (2002) suggest that companies could learn much about the management practices that drive business outcomes by studying their own highly engaged organizational units. Although considerable research has demonstrated the influence of line managers on the engagement of their direct reports.
. The research results indicated that to remain globally competitive in the marketplace. A panel of 19 experts with an average of 27 years of work experience in product development was used to answer specific questions to validate the feasibility of using team-based competencies to develop a product. manufacturing companies to enhance their competitiveness. corporations will need to seek continuous improvement in quality. or solutions. and directions for future research are also discusse Exploring team-based competencies necessary in product development to enhance competitiveness by Sheng. cost-effectiveness. Richard V. Moreover. 109 pages.S.report rater source provided competency scores that were the best predictors of employee engagement. implications for practice. opportunities. Limitations. Northcentral University. companies have lost 80% of their market share across the automobile. Results are interpreted in the context of three theoretical perspectives on employee engagement. A qualitative research method was used for this study. .S. similarly. The purpose of this study was to identify the team-based competencies necessary for U.D.. that less engaged workers provide more negative ratings of their leaders. and speed of execution. The research results also derived a strategic approach for product development and implementation. the research results may be used to enhance competitiveness in manufacturing and production and responsiveness to customers in terms of speed and quality of service. Ph. The Delphi iterative design was used to rigorously capture qualitative data because it works especially well when the goal is to improve our understanding of problems. machine tools. AAT 3416863 Abstract (Summary) The problem addressed in this research is that U. 2010 . and electronics industries to Asian competitors. This raises a possible concern that the relation is partly due to engaged workers providing more positive ratings and.
The purpose of the quantitative. positive relationship exists between intrinsic motivation as measured by interest enjoyment subscale of the IMI and perceived competence.. AAT 3388320 Abstract (Summary) Opportunities to develop technical competencies will continue to be a challenge for Information technology (IT) managers. Technicalcompetency is just one of the key requirements for effective IT managers.Examining the relationship between perceived technical competency and intrinsic motivation for Information technology managers by Tonial. University of Phoenix. competence in general has a positive effect on motivational levels. Aligning tasks that motivate employees can improve organizational performance and help align individual performance with corporate goals. and type of organization.S. Based on the results of this study. . A convenience sample of 62 IT managers responded to an online survey. By using an online panel. explanatory correlational study was to examine the relationship between the perceived technical competence and intrinsic motivation of IT managers in large U. years of experience. increased use of outsourcing models and the recent emphasis on developing business-savvy IT managers can result in less opportunity for IT managers to develop technical skills. perceived technical competence could be a factor in driving internal motivation. John C.M. For organizations that include IT managers. D. Understanding the relationship between perceived technical competence and intrinsic motivation may be helpful in driving effective IT organizations. the study was able to reach a qualified sample that was reliable. Declining enrollment in technical programs. a significant. engaged and representative of the target population. Specifically. age. companies. The findings from this study may offer important information to industry leaders to assist in understanding the behaviors of IT managers in a dynamic environment. In studies of motivational behavior.. Previous researchers emphasized the importance of multifaceted competencies necessary to deliver value to the business areas. 2009 . A quantitative correlational method was appropriate to reach this goal. The analysis included examining the relationship between perceived technical competence and intrinsic motivation for IT middle managers in large corporations when controlling for gender. 181 pages. IT personnel enjoy the challenges of technology and the opportunity to stay current with technological trends.
peers. Astrid V. 2009 . Ph. The resulting data showed that the relationship between outcomes and business competency ratings by each of the three rater types (i. collections of behaviors) measured in performance assessments of their employees. Study 2 involved conducting ten focus groups of subject matter experts (exempt employees) to identify new business competencies that outcomes. The results showed that similar to Study 1.. more relevant business competencies.. and self) was very weak. This field study addresses the probable disconnect companies have between the goals they establish to improve business outcomes and the observed business competencies (i. Supervisors of these exempt employees rerated a random sample of exempt employees' performance over the previous 12 months based on the revised set of business competencies obtained from Study 2.e. Study 1 sought to determine the strength of the relationship between outcomes and existing behaviorally-based business competency ratings. AAT 3405268 Abstract (Summary) Companies place a great deal of emphasis on employee performance assessments as a means to improve their operations and profitability. Hofstra University. who are key to achieving those outcomes.D.Assessing the linkage between estimates of observed business competencies and intended objective outcomes by Sipos. The objective of Study 3 was to determine if the relationship between business competencies and outcomes had improved using the revised.. 132 pages. A would final improve list of the the relationship 16 most between critical business competencies and business competencies was used in Study 3. This field study sought to determine whether business competencies represent the means for attaining goal outcomes and whether the relationship between businesscompetencies and goal outcomes can be improved by generating a set of new. Three separate studies were conducted using 360-degree performance assessment data from 158 exempt-level employees at an aerospace division of a Fortune 200 company. . supervisor. expanded set of businesscompetencies.e.
intercorrelations of supervisor-rated business competencies and objective outcomes were very weak. These trends have driven the setting of this study. The level of feedback complexity during assessment . Northern Illinois University. There are. this study found that new business competencies deemed by subject matter experts to be the means for achieving their work goals did not strengthen the relationship between business competencies and outcomes. Ed. AAT 3339346 Abstract (Summary) This study was designed to address the change in demographic trends in the oil. an international oil company. The previous assessmentdevelopment training of a technical trainer was also included in the study as a variable to address the variation in the participants' backgrounds. The change in score on the instrument between the pretest and posttest was used to evaluate which feedback complexity was more effective in improving the technical trainer's test-writing ability. which is used to create training and assessments for the various technical aspects of the jobs. A consistent expectation of this position is the ability to develop assessments to measure performance.and gas-refining industry as well as the recent increase in the amount of safety regulations and assessment a company needs to operate. Measuring the effect of feedback on the technical trainer's assessment- development competency by Burke. to require more performance assessment to ensure that its personnel are competent to perform their jobs safely. The experiment was a pretest-posttest design. A critical role in this assessment process is that of technical trainer. The purpose of this study was to develop a valid and reliable assessment evaluation instrument and use it to measure the varying levels of feedback complexity that may affect a technical trainer's assessment-development competency. with the two types of feedback complexity being the treatment. A two-way between-subjects analysis of variance was conducted on the experiment's results. 133 pages.. then. 2008 . Adding to our knowledge and understanding of 360-degree assessments.D. Mark Michael. factors beyond an individual's rated business competencies that have greater influences over outcomes.
the interaction between the two control variables. (2) the behavioral-evolutionary school. the most important classic in the RCC field. methodological and conceptual levels. was found to be statistically significantly related to assessmentdevelopment competency. Ph. was statistically significant and shown to be a critical interaction to consider for future research and practical application. The results of the experiment show that feedback from the instrument was 100% successful in improving assessment-development scores for all 40 participants in the study. namely the work of Edith Penrose (1959). arguably. The three schools are differentiated according to a set of dimensions spanning several levels of inquiry. the DC .D. feedback complexity and assessment-development training. showing that her Theory of the growth of the firm displayed a constructionist epistemology. the literature on resources. capabilities and competences (RCC).. assessment-development training of a technical trainer. 246 pages. Employing behavioral assumptions and an evolutionary economic theoretical base. The second variable. the epistemological perspective employed results in an important re-interpretation of. A thorough examination of epistemological and fundamental assumptions results in a structuring of the literature into three distinct schools of thought: (1) the rational-equilibrium school. Case Western Reserve University. The study further proceeds to scrutinize and compare the dynamic capabilities (DC) and competence research programs and to show that they stem from two distinct schools of thought. 2008 . namely. AAT 3339941 Abstract (Summary) This study presents a review and re-appraisal of the epistemological and theoretical frameworks underlying an expansive body of literature that is of central importance to strategy. In addition.development was not found to be statistically significant regarding the technical trainer's assessment-development competency. Iman. Furthermore. this indicates that this instrument provides helpful feedback to the population and can be used as a feedback and training tool with technical trainers in the future The resource-capability-competence perspective in strategic management: A re-appraisal of the epistemological & theoretical foundations by Seoudi. including the epistemological. and (3) the social constructionist school.
The influence of the epistemological and theoretical foundations of the programs on the progress of their core theory is traced and the differences between dynamic capabilities and competence programs are elaborated with respect to several dimensions. Melanie Kay. Schumpeterian and Penrosian economics blended with closed systems theory. it uniquely tackles the entrepreneurial dimension whereby companies actively shape their environments and create future markets. On the other hand. The study further sheds light on the similarities. Psy. 2007 . it contributes to the ongoing debate concerning the appropriate role of economic theory and methodology in strategy research. specifically as they relate to systematic adaptation by firms to environmental changes. followed by the current state of the discipline. This project explored the historical chronology of sustainable enterprises and the human tragedies that have triggered the shift toward sustainable awareness. Fresno. Finally. Alliant International University. the competence program employs a constructionist epistemology and springs from a theoretical base rooted in organizational theory. which would help researchers work through rampant terminological confusions and situate their work as well as map the progress of the field. beginning with the history.. The study contributes by providing a map of the RCC field that is both deep and broad. Establishing corporate social responsibility (CSR): An added competency for organization development (OD) practitioners by Maass. AAT 3284846 Abstract (Summary) What does it mean to have corporate social responsibility (CSR)? What does sustainability encompass? This project is a foundation and contribution to the study of CSR. and provides a new dimension with which to view Penrose's contribution. As such. and finally recommendations for future research. A closed-loop model was . differences and boundaries of the DC and competence programs.D. 242 pages.program is shown to focus on the dynamics of organizational capabilities.
which are both positive and negative. which provides a visual perspective of what sustainability looks like. which can assist the business community track and measure sustainable practices in the attempt to establish a socially responsible organization.developed based on the literature reviewed. trauma. and succor for housing. and human rights violations. emotional. As consumers become even more aware of sustainable practices. and acculturative sources of distress. these unwilling immigrants are burdened by extraordinary psychological. there will be even greater demands for business communities to do the right thing. employment. Sustainable development will ensue when there is collaboration among consumers. Resettlement in host countries may necessitate mental health services. 2007). Abstract Text: . was complied. In the current business structure. physical. Refugee Assessment Practices and Cultural Competency Training Richard Dana Abstract Over 20 million displaced persons have relocated in Asia (49%). For the Organization Development practitioner entering a business community having knowledge of CSR will be better equipped to consultant and assist as a change agent. employees. imprisonment. 2004. Victimized by torture. and the environment. and brand loyalty (Mamic. and coping skills necessary for survival and psychological well-being in unfamiliar cultures. economies. 2003). investors and consumers are becoming increasingly more aware of the social and environmental impact to people and planet that a company produces. language. healing of core adaptation systems. "Cultural competence" and informed consent in international health research. In addition. and the Americas (10%) (UNHCR. from the results of an online survey an appendix of organizations. resulting in an international dilemma. requiring enhanced ethical leadership and CSR to drive profits. Leffel. The bottom-line of sustainable measures is defined as a means to address the needs of the present without compromising the ability to have resources available to meet the needs of future generations. Europe (21%). Sweeney.
Work on this manuscript was supported by funding from the NIH/National Human Genome Research Institute (PI: Patricia Marshall. Trade. and Special Topics in Social.The notion of "cultural competency" in healthcare has gained currency in recent years. the Center for Genetic Research Ethics and Law. and Behavioral Research Series of Programme for Research and Training in Tropical Diseases. Human Rights. Case Western Reserve University (PI: Eric Jeungst. Publishing Authors By Initials For similar abstracts research abstracts see: abstracts research PUBMED ID PMID: MEDLINE DATE: "Cultural competence" and informed consent in international health research. In this paper. Although the rhetoric of cultural competency has been applied to clinical contexts. nurses. and Health Law. Economic. 2 R01 HG002207-04). and others working in health fields. little attention has been given to its applicability in health research generally or. Ethics. Health professionals are expected to be sensitive to the cultural backgrounds and language of their patients. particularly in the context of low-resource settings. Courses on cultural competency are now routinely offered to physicians. I briefly explore the relevance and limitations of cultural competency for informed consent to international health research. "Cultural competence" and informed consent in international health research. (PI: Michael Lederman. in international health research.This paper is based upon material included in Ethical Issues in Research Design and Informed Consent to Biomedical and Social Research in Resource Poor Settings. P50-HG-03390). more specifically. Journal Published: PUBLICATION TYPE: Journal Article Journal: Cambridge quarterly of healthcare ethics : CQ : th . a monograph by Patricia Marshall (2007) commissioned by the World Health Organization. NIH AI36219). NIH/National Human Genome Research Institute. I am grateful to John Stone and Erika Blacksher for their helpful remarks on an earlier version of this manuscript. and the Case/UHC Center for AIDS Research (CFAR).
and Special Topics in Social. and others working in health fields. I am grateful to John Stone and Erika Blacksher for their helpful remarks on an earlier version of this manuscript. Case Western Reserve University (PI: Eric Jeungst. nurses. a monograph by Patricia Marshall (2007) commissioned by the World Health Organization. NIH/National Human Genome Research Institute. Abstract Text: The notion of "cultural competency" in healthcare has gained currency in recent years. Human Rights. Economic. more specifically. In this paper. little attention has been given to its applicability in health research generally or. I briefly explore the relevance and limitations of cultural competency for informed consent to international health research. Publishing Authors By Initials For similar abstracts research abstracts see: abstracts research PUBMED ID PMID: MEDLINE DATE: . in international health research. Health professionals are expected to be sensitive to the cultural backgrounds and language of their patients. NIH AI36219).VOLUME: 17 Page Numbers: 206-15 "Cultural competence" and informed consent in international health research. and Health Law. 2 R01 HG002207-04). particularly in the context of low-resource settings. the Center for Genetic Research Ethics and Law. Work on this manuscript was supported by funding from the NIH/National Human Genome Research Institute (PI: Patricia Marshall. Trade. and the Case/UHC Center for AIDS Research (CFAR). and Behavioral Research Series of Programme for Research and Training in Tropical Diseases. Courses on cultural competency are now routinely offered to physicians. Ethics. "Cultural competence" and informed consent in international health research.This paper is based upon material included in Ethical Issues in Research Design and Informed Consent to Biomedical and Social Research in Resource Poor Settings. P50-HG-03390). (PI: Michael Lederman. Although the rhetoric of cultural competency has been applied to clinical contexts.
In this paper. Ethics. Human Rights. "Cultural competence" and informed consent in international health research. Case Western Reserve University (PI: Eric Jeungst. Although the rhetoric of cultural competency has been applied to clinical contexts. NIH/National Human Genome Research Institute. a monograph by Patricia Marshall (2007) commissioned by the World Health Organization. the Center for Genetic Research Ethics and Law. I am grateful to John Stone and Erika Blacksher for their helpful remarks on an earlier version of this manuscript. I briefly explore the relevance and limitations of cultural competency for informed consent to international health research. Abstract Text: The notion of "cultural competency" in healthcare has gained currency in recent years. 2 R01 HG002207-04). Journal Published: PUBLICATION TYPE: Journal Article Journal: Cambridge quarterly of healthcare ethics : CQ : th VOLUME: 17 Page Numbers: 206-15 "Cultural competence" and informed consent in international health research. P50-HG-03390). and others working in health fields. Publishing Authors By Initials For similar abstracts research abstracts see: abstracts research . and Health Law."Cultural competence" and informed consent in international health research. little attention has been given to its applicability in health research generally or. and the Case/UHC Center for AIDS Research (CFAR). and Behavioral Research Series of Programme for Research and Training in Tropical Diseases. nurses. more specifically. in international health research. Courses on cultural competency are now routinely offered to physicians. Health professionals are expected to be sensitive to the cultural backgrounds and language of their patients. (PI: Michael Lederman. NIH AI36219). Trade. Work on this manuscript was supported by funding from the NIH/National Human Genome Research Institute (PI: Patricia Marshall. particularly in the context of low-resource settings.This paper is based upon material included in Ethical Issues in Research Design and Informed Consent to Biomedical and Social Research in Resource Poor Settings. Economic. and Special Topics in Social.
RESULTS:Since its inception.D. METHODS: The authors examine the literature detailing the shortage of psychiatrist-researchers and the limitations of research training during residency. Sophia Haeri.com (e-mail).CONCLUSION: Residents¶ participation in research has been advanced through . 2008. Eda Inan. B. Journal Published: PUBLICATION TYPE: Journal Article Journal: Cambridge quarterly of healthcare ethics : CQ : th VOLUME: 17 Page Numbers: 206-15 Ensuring Research Competency in Psychiatric Residency Training David M. 2008. accepted November 14. Ph. Roane.D. M. all scholarly activities have increased under the PART program. edapie@aol. followed over 5 academic years. including publications and presentations. and received prestigious honors such as NIMH fellowships and national research awards. First Avenue @ 16th St.D. The authors are affiliated with the Department of Psychiatry at Beth Israel Medical Center in New York. 2008. Data collected on resident scholarly activity. New York. Received July 21. The authors then describe the Psychiatrists Acquiring Research Training (PART) program at Beth Israel Medical Center that attempts to address this problem. is presented.A.. OBJECTIVE: This article discusses the importance of research training in psychiatric residency programs and makes recommendations for enhancement. and Igor I.. The 89 residents.. gave 56 presentations. revised October 29. Address correspondence to Eda Inan. NY 10003. B.A.. M.PUBMED ID PMID: MEDLINE DATE: "Cultural competence" and informed consent in international health research. co-authored 32 publications. Galynker. Beth Israel Medical Center.
The authors also discuss opportunities and obstacles to developing research programs as part of psychiatric residency training. We used internal consistency analyses. and factor analyses to determine how the instruments predict the competency criterion. item analyses. revised 5 October 1987. Briggs2. In contrast. . Nicholson1. Abstract Previous research has demonstrated that the Competency Screening Test (CST) and a revised version of the Georgia Court Competency Test (GCCT-MSH [Mississippi State Hospital]) accurately predict competency decisions made by forensic examiners. a. Instruments for Assessing Competency to Stand Trial: How Do They Work? Robert A. a . b University of Tulsa. The factor that predicted staff decisions most accurately (Specific Legal Knowledge) consisted of items that were relevant for the individual defendant's case and that appeared to tap psychopathology as well as intellectual ability. USA Mississippi State Hospital. This study highlights the need for investigators to examine the . USA b Received 6 July 1987. PART represents a cost-effective way to integrate research training with psychiatric residency.participation in PART. Ensuring research competency among all psychiatrists is crucial to providing the best science-based care. We were unable to establish correlates of the better predictors or to label the item clusters that emerged from the factor analyses. Stephen R. analyses of the GCCT-MSH revealed a straightforward internal structure that comprised three factors. accepted 5 October 1987. a and Helen C. Robertson3. Available online 4 October 2002. These analyses failed to reveal a clear basis for the predictive power of the CST.
empirical relationships between psychological constructs and defendants' legally relevant functional abilities.D.. CT 06030. Bernard W. Ph..H. perseverance. values and ways of thinking form an important yardstick in determining success at work. Hubert Benitez. D.D. 860-679-2622 phone. Key words: entrepreneurship.S. Direct correspondence and requests for reprints to Dr. Ph. a combination of knowledge. accepted 06/18/04 Competency is the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. translational research Submitted for publication 04/28/04. School of Dental Medicine. Rossomando... M.erossoma@nso2. research management. motives. MC3705. University of Connecticut. Benitez is Assistant Director²both at the Center for Research and Education in Technology Evaluation (CRETE). Janicki is Principal Advisor and Consultant. Janicki. School of Dental Medicine. Farmington. with the advent of the behavioral approach to management. technology transfer processes.D. Center for Research and Education in Technology Evaluation (CRETE). University of Connecticut. dental education. Until a decade ago. However. behavioral attributes such as personal characteristics. D.S. Rossomando. 860-679-2910 fax.uchc.D. and Dr.edu. communication. Work related competency depends on the superior performance in specific behavioral attributes such as leadership. Rossomando is Professor and Director. Dr. M. Dr. . skills were the determining factors for the success of an individual in an organization. No author Edward F. motivation and the like. Edward F.S. traits.A..
. to bridge the gap.The first step towards competency mapping is defining the various job roles. Although many experts provide readymade standardized questionnaires. [. a combination of knowledge.. An alternative method is giving each jobholder a Competency Requirement questionnaire or a Position Information Questionnaire (PIQ) that list out the critical incidents in the job and specific deliverables.. Competency mapping helps develop optimal training and development programs by identifying the competencies required for a job and the actual competencies of the person doing the job. who would then evaluate the results.. a good competency mapping exercise requires the use of a customized questionnaire.. Until a decade ago.] The specific advantages of deploying competency mapping in organizations are: 1. [. If competency mapping follows a job evaluation exercise. [. the job roles used for job evaluation would suffice. skills were the determining factors for the success of an individual in an organization. Competency Mapping gives an accurate analysis of the job requirements and work roles within the organization 2.] . If incorporated in the recruitment process. prepared in house by a panel of experts.. competency mapping through competency based interviewing techniques helps ascertain the candidate's capability vis-à-vis the requirements 3.] A study on competency mapping in the individual and organizational context TABLE OF CONTENTS Introduction What is Competency? Competency mapping History Applications Organizational level applications Individual level applications How to conduct the Process Organizational Level Individual Level Critical Factors for success Pitfalls Conclusion References INTRODUCTION Competency is the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization.
Competency profiling is business/company specific. There has been a shift in the focus of the organizations. Organizations of the future will have to rely more on their competent employees than any other resource. Training. Now they believe in excelling and not competing. Remuneration. abilities. Performance appraisal. Competency Mapping.Today organizations are all talking in terms of competence. STEPS IN COMPETENCY MAPPING: The Steps involved in competency mapping with an end result of job evaluation include the following: Step 1 : Identify departments for competency profiling: Step 2: Identifying hierarchy within the organization and selection of levels: Step 3: Obtain the job descriptions: Step 4: . Competencies provide a common language and method that can integrate all the major HR functions and services like Recruitment. It is a major factor that determines the success of an organization. which would make their organizations competitive. It is better to build a core competency that will see them through crisis. Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role Competency profiling It is the process of identifying the knowledge. for human resource is the most valuable resource any organization has. And what other way than to develop the people. skills. attitudes. directing systems and processes and guiding the business towards common goals that allow the organizations to increase its value. performance management. Gone are the days when people used to talk in terms of skill sets. Career and succession planning and integrated Human resource management system. and judgment required for effective performance in a particular occupation or profession. Competencies are the inner tools for motivating employees.
FIGURE D: AREA OF IMPLEMENTATION TRAINING & DEVELOPMENT RECRUITMENT & SELECTIONS SUCCESSION PLANNING COMPETENCY MODEL CAREER PLANNING RECOGNITION REPLACEMENT PLANNING PERFORMANCE MANAGEMEN 1. Individuals would know the competencies required for a particular position and therefore would have an opportunity to decide if they have the potential to pursue that position.) Understand the concept of competency mapping in today¶s business environment and its relevance at MMTC 2. Determining the person job fit can be based on matching the competency profile Of an individual to the set of competencies required for excellence within a profession. [. Hence following objectives were taken.OBJECTIVE: 1.3 ROLE OF COMPETENCY IN IDENTIFYING TRAINING NEEDS AND SUCCESSION PLANNING..] Competency based succession planning Assessing employees¶ readiness or potential to take on new challenges..Preparation of semi structured interview: Step 5: Recording of interview details: Step 6: Preparation of a list of Skills:.... The process becomes challenging in the absence of job descriptions . [..) To develop job descriptions for the various functions (designation wise) to gain deeper understanding of the requirements at different position.As MMTC doesn¶t have job descriptions so the major emphasis was to frame the job descriptions and then map competencies accordingly.] OBJECTIVE AND RATIONALE OF THE PROJECT RATIONALE OF THE PROJECT Competency mapping has been done by many organizations. [.] .