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A Cross-Cultural View of Strategic Competency: The Perspective of SME Entrepreneurs  [PDF]
Noor Hazlina AHMAD,Hasliza Abdul HALIM
Economia : Seria Management , 2012,
Abstract: The present study attempts to understand the prevalence of strategic competency among entrepreneurs in small and medium sized enterprises (SMEs) in Australia and Malaysia. A sample of 20 SME entrepreneurs from Australia and Malaysia participated in this study. A series of interviews were conducted to probe into the behaviours that delineate strategic competency among these entrepreneurs. The results showed that SME entrepreneurs in both countries highlighted the importance of strategic competency in managing and running their ventures despite some minor variations in terms of the practices across country. This study provides entrepreneurs with knowledge about the way they should operate their business and encourages them to be conscious of the importance of strategic competency in managing their business and increasing the odds of success. The study also shows that entrepreneurs are capable of minimising the negative impact of business environment if they are willing to equip themselves with strategic competency.
Mediated Competency Comparison between Job Descriptions and University Courses
Peteris Rudzajs, Marite Kirikova
Scientific Journal of Riga Technical University. Computer Sciences , 2011, DOI: 10.2478/v10143-011-0021-6
Abstract: In order to establish and maintain IT empowered cooperation between universities and industrial organizations; on the one hand universities should be informed about trends in the labour market, and on the other hand industrial organizations should have an insight into trends of knowledge development in universities. Furthermore, taking into consideration that a competency is becoming a kind of "currency" in the labour market, there is a need to compare competency demand from the industrial organizations and competency offer from the universities in order to see if the university can satisfy competency needs of industrial organizations. The use of competency frameworks and mappings between competency frameworks can facilitate information exchange about the competencies. The paper describes the method and the prototype for mediated competency comparison with respect to job descriptions and university courses. The prototype conforms to the architecture of collaboration support system and its services that have been designed with the purpose to maintain and exchange information between universities and industrial organizations.
Expatriate Performance in International Assignments: The Role of Cultural Intelligence as Dynamic Intercultural Competency  [cached]
Raduan Che Rose,Subramaniam Sri Ramalu,Jegak Uli,Naresh Kumar
International Journal of Business and Management , 2010, DOI: 10.5539/ijbm.v5n8p76
Abstract: This paper investigates the affects of dynamic intercultural competency of cultural intelligence and its dimensions on expatriate job performance. Based on sample of 332 expatriates working in Malaysia, cultural intelligence found to be a vital intercultural competency that facilitates expatriates job performance in international assignments. Specifically, the results of this study reveal that expatriates in Malaysia with greater meta-cognitive and behavioral cultural intelligence fared better in their contextual performance. Greater assignment specific performance related to greater behavioral cultural intelligence. The findings of this study contributes to the body of knowledge in the cross-cultural management field as well as practical implication to expatriating firms especially in the area of selection and hiring of international candidates.
Career Road Strategy Model, Complementary of Competency Models and Strategic Job Analysis
Mohammad Bagher Fakhrzad
International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies , 2012,
Abstract: Strategic Job Analysis (SJA) and Competency Models (CM) both have the potential to fill an important void in Career Road Planning (CRP). This paper deals with a strategic model of career road planning to magnify organization and employee's situations in career road guiding complying with the strategic goals of the organization. To approve this meaning, It is assumed that career road planning is a project in organization's human resource management plan. It is then concluded through the investigation of different aspects of job analyzing and competency models that these methods are not able to present a complete solution in directing of career in road of organization's strategic goals because these approaches omit employee's role as a stakeholder in analysis and selection of career road. This paper presents a model with regard to two aspects: amount of career planning independency from organization's goal and stakeholder (organization and employee) roles to guide the strategic career road planning. Based on this analysis, it is inferred that the degree of employee’s independence is an important parameter in the career planning project’s environment that can be used to explain different strategies in career road. We suggest four distinct types of career planning strategies: obedient servant, independent innovator, flexible moderator and strong leader making job analyzing more clearly than previous approaches.
The Relationship among Role Conflict, Role Ambiguity, Role Overload and Job Stress of Chinese Middle-Level Cadres  [PDF]
Zhou Yongkang, Zeng Weixi, Hu Yalin, Xi Yipeng, Tan Liu
Chinese Studies (ChnStd) , 2014, DOI: 10.4236/chnstd.2014.31003
Abstract: This research aims to explore the relationship among role conflict, role ambiguity, role overload and job stress of middle-level cadres in Chinese local government. Through a questionnaire survey of 220 cadres, the results showed that time pressure was significantly correlated with role conflict and role overload; job anxiety and job stress were significantly and positively correlated with role ambiguity, role conflict and role overload; role ambiguity had a significant and positive effect on job anxiety and job stress; role conflict and role overload had a significant and positive effect on time stress, job anxiety and job stress.
Are Human Resource Departments Really Important? An Empirical Study on Malaysian Small and Medium Enterprises (SMEs) in the Service Sector  [cached]
Intan Osman,Theresa Ho CF,Maria Carmen Galang
International Journal of Business and Management , 2011, DOI: 10.5539/ijbm.v6n2p147
Abstract: The intention of this study is to examine the significant differences in terms of employees’ job satisfaction and firms’ performance for Malaysian SMEs that has their own Human Resource (HR) department against organisations who doesn’t have their own HR department. Besides that, this study provides more insight towards Malaysia’s Human Resource Management practices based on 43 SMEs in the service sector. Findings The finding of the study reveals that there are significant differences between organisations with HR department and organisations without HR department in terms of employees’ training and development, performance appraisal, employee relations and communication and also in terms of employees’ job satisfaction. Methodology: SPSS, Sample 43, Self-administered questionnaire.
The Impacts of Emotional Intelligence Competency on Job Satisfaction in the Service Sector: An Application on the Turkish Banking Sector  [cached]
Nazife Orhan,Hasan Dincer
Asian Economic and Financial Review , 2012,
Abstract: Subject to the highly increased competition in almost all sectors especially in the service sector, the analysis of emotional intelligence competency and job satisfaction of employees has been one of the most crucial research subjects nowadays to get the highest productivity from employees in terms of almost all fields of the company. Since banking sector is one of the dynamic sectors that has been changed both negatively and positively due to economic crisis in different periods, this study has been applied on the banking sector. In addition to the analysis of these two variables in terms of relationship between each other, it has been also aimed to see if the level of emotional intelligence and job satisfaction differ by state-owned and private banks. As a data collection tool in the study, questionnaire technique has been used, and findings have been obtained from 150 staff through the survey on emotional intelligence competency by Wong and Law, and the short form of Minnesota job satisfaction survey by Weiss, Davis, England, Lofquist.
An Effective End-User Knowledge Concern Training Method in Enterprise Resource Planning (ERP) Based on Critical Factors (CFs) in Malaysian SMEs  [cached]
Ali Noudoostbeni,Noor Azina Ismail,Hashem Salarzadeh Jenatabadi,Norizan Mohd Yasin
International Journal of Business and Management , 2010, DOI: 10.5539/ijbm.v5n7p63
Abstract: Nowadays, many companies are using Enterprise Resource Planning (ERP) as one of the comprehensive integrated systems. This study focuses on various aspects of the ERP utilized in Small and Medium Enterprises (SMEs) in Malaysia in three phases. The success and the failure factors of ERP in SMEs were identified in the first phase. A comparison between different ERP training methods was carried out in the second phase. Based on the findings in the first two phases, a new training method was developed in the third phase, so that ERP users may have a more effective ERP training system in the SMEs in Malaysia. The research method applied to the current research is case study in which the required data was collected from different SMEs in Malaysia. The data collection was mainly based on the surveys and interviews, and the results of the data analysis were used to improve a client-based training system. The achieved results indicate that the application of this kind of system which is based on a combination of On-the-job training and Computer-based training system would considerably reduce the time and money spent on learning and training plans, while, at the same time, it would increase the user’s proficiency and knowledge concerning in the ERP system.
Rol Belirsizli i, Rol at mas , Tatmini ve Performans Aras ndaki li kiler = The Relationships Between Role Ambiguity, Role Conflict, Job Satisfaction and Performance
Adnan CEYLAN,Y?ld?r?m Hüseyin ULUTüRK
Dogus University Journal , 2006,
Abstract: Analysis of survey data significantly confirmed that role conflict is negatively associated with job satisfaction; job satisfaction is positively associated with job performance; role conflict and role ambiguity are positively associated with each other. However, the expected relationships between role conflict and performance; between role ambiguity, performance, and job satisfaction were not found. Interestingly, it is obtained that role conflict eliminates the effect of role ambiguity on both job satisfaction and performance.
Investigating Recruitment and Selection Practices of SMEs Travel Agencies in Penang, Malaysia
Mohd Rafi Yaacob,Goh Hui Then
Terengganu International Management and Business Journal , 2012,
Abstract: Tourism is one of the main contributors to Malaysia’s economy. Amongst important players in tourism are travel agencies. Realising the crucial role of the travel agencies, recruitment and selection of the right employees are paramount. At present there is dearth of literature in recruitment and selection pertaining to travel agencies in Malaysia and other developing countries. Against this background, the purpose of this paper is to investigate on how SMEs travel agencies in Penang, Malaysia exercise recruitment and selection to equip capable employees. This research utilised a qualitative research technique for data collection, where five key persons of selected travel agencies were interviewed at their premises in the mid 2010. The research findings support previous studies pertaining to recruitment of small ventures elsewhere where SMEs usually use methods that are convenient, inexpensive and directly controllable by their businesses such as direct applications, personal and employees referals, and newspaper advertising. But walk-in interview, job fairs, help from employment agencies are not usually applied. As far as selection proses was concerned, travel agencies in the study considered priority on personal characteristics, knowledge and working experiences of candidates pertaining to the industry. While the owners of travel agencies have their own basic requirements that applicants should fulfill, no specific guidelines to hire new workers are established. In conclusion, SMEs travel agencies in Penang prefered traditional and informal recruitment and selection methods. In order to equip themselves with competent employees SMEs travel agencies in Penang should also exercise the current trends of recruitment and selection methods such as online advertisement, psychological test and aptitude test.
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