|
Title:
|
"LEARNING - COMPETENCE - PERFORMANCE": AN APPROACH TO SUPPORT ORGANISATIONS IN TURBULENT MARKETS |
|
Author(s):
|
Alexander Karapidis , Bernd Dworschak , Dimitra Pappa |
|
ISBN:
|
978-972-8924-83-6 |
|
Editors:
|
Miguel Baptista Nunes and Maggie McPherson (series editors: Piet Kommers, Pedro Isaías and Nian-Shing Chen) |
|
Year:
|
2009 |
|
Edition:
|
V I, 2 |
|
Keywords:
|
Competence management, process-oriented learning, workplace learning, performance management, learning lifecycle |
|
Type:
|
Full Paper |
|
First Page:
|
19 |
|
Last Page:
|
28 |
|
Language:
|
English |
|
Cover:
|
|
|
Full Contents:
|
click to dowload 
|
|
Paper Abstract:
|
Today organisations are increasingly specialised in their activities and faced with turbulent markets. It is therefore
becoming more and more important for organisations to manage competences internally and a continuous competence
development for employees and managers emerges as a key factor for achieving and maintaining an excellent
organisational performance. For the permanent development of the asset competence in organisations, professional
training and qualification measures have to be adapted to both organisational and personal needs. Based on these
activities, there is a chance to close existing competence gaps and to cope with new requirements in a result-oriented
way. So, the aim for organisations is to sustain, develop and build up competences by appropriate means, to enable
employees and organisations units to cope with processes in a satisfying way. In view of unstable market conditions,
these activities are not merely HR-relevant actions, but also strategic management issues to enable flexible and reliable
organisational structures to cope and master customer needs.
This paper illustrates the relationship between learning competence performance from the perspective of applied
research. Apart from this, an approach will be outlined to show how learning-competence-performance can be applied
in organisations. Based on these activities, some barriers and pitfalls to implement such an approach will be described in
the final chapter. The groups addressed with this paper are managers of organisations as well as HR departments and
applied research units. |
|
|
|
|
|
|
