Core Competence

Introduzione: L’evoluzione della formazione infermieristica ha di fatto portato ad un accrescimento di conoscenze e competenze che hanno reso gli infermieri dei veri e propri professionisti. Con l’introduzione del comma 566 della Legge di stabilità del 2015 e della Legge 24 del 2017, è stata posta una maggiore attenzione sull’utilizzo delle Linee Guida e su come esse, insieme alla buona pratica, possano ridurre il ricorso ad una medicina difensiva. Obiettivo: Indagine sulle conoscenze del personale infermieristico riguardanti i concetti di competenza avanzata e responsabilità professionale, in relazione al loro agire quotidiano, e ai nuovi assetti normativi. Materiali e Metodi: Uno studio cross-sectional è stato eseguito su un campione di 60 soggetti fra Giugno 2019 e Settembre 2019, presso l’ospedale Policlinico Umberto I di Roma. È stata condotta una survey, rivolta agli infermieri operanti nel setting dell’area critica e chirurgica, mediante l’utilizzo di un questionario non vali...

The presentation introduced the Digital Competency Nursing Self-Assessment Tool (DiCoNSaT), a doctoral research project undertaken at the University of Malta aimed at developing and validating a comprehensive instrument for assessing nursing competence within digitally enabled healthcare environments. The project responds to the growing need for standardized methods of evaluating nursing competencies amidst increasing technological integration in healthcare systems.

The critical thinking (CT) is an intellectual basic competence to develop in the Social and Health Educators’ basic training, who work in Italian Social-Health services. Through a quasi-experimental multicentered one group study design, with pre and post test, we wanted to test if a brief module of three session of Problem Based Learning (PBL) may determinate an improvement of CT in the educational setting of two University courses, Bologna and Genova. The outcome of the research doesn’t confirm this hypothesis and highlights some important limits of this study design, which have been illustrated and analyzed. New studies will be conducted in order to prove the efficacy of PBL teaching methodology, also performed in a brief module, in the development of critical thinking in Social and Health Educators’ university courses.

Investments in Information and Communication Technologies (ICTs) provide companies with important benefits, but it is considered that the existing procedures for their evaluation do not take into account intangible benefits. In this study we deal with this assumption by analyzing information gathered with a questionnaire applied on-line from the perceptual perspective of active employees of companies based in Nicaragua in private and public sectors on the existence of procedures to evaluate benefits obtained from this kind of projects in their organizations. We created two profiles: one of the employees polled and one of the companies they worked for. We also estimated the weight that according with those polled the evaluation of said benefits has in their companies. The analysis of these profiles and of the estimated weight allowed us to conclude that there exists a split perception of employees on the existence of procedures to evaluate ICT investments in their companies: one part...

Buku ini membahas berbagai strategi yang digunakan oleh perusahaan untuk bertahan dalam dunia bisnis yang kompetitif dan terus berkembang. Fokus utama adalah pada tiga strategi utama yang umum digunakan: diversifikasi, fokus pada inti bisnis, dan ekspansi global. Masing-masing strategi memiliki keuntungan dan tantangan tersendiri yang harus dipertimbangkan dengan cermat oleh perusahaan dalam menghadapinya. Selain itu, nilai-nilai perusahaan dan tanggung jawab sosialnya juga menjadi faktor penting dalam kesuksesan jangka panjang. Diversifikasi memberikan peluang untuk mengurangi risiko yang terkait dengan ketergantungan pada satu produk atau pasar. Fokus pada inti bisnis membantu perusahaan untuk memperdalam kompetensi inti dan meningkatkan efisiensi operasional. Sementara itu, ekspansi global membuka peluang untuk akses pasar baru dan skala ekonomi yang lebih besar. Pentingnya nilai-nilai perusahaan yang kuat dan tanggung jawab sosial semakin disadari dalam dunia bisnis modern. Perusahaan yang memiliki nilai yang jelas dan bertindak secara etis cenderung lebih dipercaya oleh konsumen dan karyawan, serta memiliki daya saing yang lebih baik. Tanggung jawab sosial perusahaan (CSR) membantu memperkuat citra dan reputasi perusahaan di mata publik, yang pada gilirannya dapat meningkatkan loyalitas pelanggan dan menciptakan keberlanjutan bisnis. Dengan demikian untuk bertahan dalam jangka panjang, perusahaan perlu mengadopsi strategi yang tidak hanya berfokus pada keuntungan finansial, tetapi juga pada pengembangan sumber daya manusia, inovasi yang berkelanjutan, dan penerapan tanggung jawab sosial yang nyata. Keberlanjutan tidak hanya diukur dari seberapa banyak keuntungan yang diperoleh, tetapi juga dari seberapa besar dampak positif yang ditinggalkan perusahaan pada masyarakat dan lingkungan sekitar. Perusahaan yang mampu menyeimbangkan aspek finansial dan sosial serta beradaptasi dengan perubahan zaman akan memiliki peluang lebih besar untuk bertahan abadi.

Profil kompetensi jabatan Supervisor Produksi dirancang untuk memastikan bahwa pemegang jabatan ini mampu menjalankan peran strategis sebagai pemimpin operasional di bidang produksi. Jabatan ini menuntut kombinasi yang seimbang antara kompetensi inti, manajerial, dan teknis, karena Supervisor Produksi tidak hanya bertanggung jawab atas pencapaian target produksi, kualitas, dan keselamatan kerja, tetapi juga atas pengelolaan serta pengembangan kinerja tim. Dalam Yamaha yang menjunjung filosofi "Kando", Supervisor Produksi harus mampu menjadi penghubung antara strategi perusahaan dan implementasi di lapangan, dengan menunjukkan kemampuan belajar yang tinggi, adaptif terhadap perubahan, berorientasi pada perbaikan berkelanjutan, serta memiliki kepemimpinan yang efektif dan penguasaan teknis proses manufaktur. Oleh karena itu, profil kompetensi jabatan ini disusun agar setiap aspek kinerja dan perilaku kerja supervisor selaras dengan nilai, tujuan, dan kebutuhan strategis perusahaan. Learning Agility Kemampuan untuk belajar cepat, menguasai teknologi/proses baru, serta menerapkannya secara efektif di lingkungan manufaktur yang dinamis. Level 3 (Advanced) Kemampuan menyesuaikan diri dan tim terhadap perubahan target, SOP, teknologi, dan kebijakan tanpa menurunkan kinerja. Level 3 (Advanced) Kemampuan mendorong perbaikan berkelanjutan dalam kualitas, efisiensi, dan proses kerja. Level 3 (Advanced)

Makalah ini membahas penerapan Manajemen Sumber Daya Manusia (MSDM) berbasis kompetensi dengan studi kasus jabatan Product Manager/Product Lead pada level manajerial (Level 4). Penentuan jabatan dan pemetaan kompetensi didasarkan pada competency cluster yang mencakup kompetensi inti, kompetensi manajerial/leadership, dan kompetensi teknis, merujuk pada kerangka kompetensi Shermon (2011) serta Spencer dan Spencer (1993). Kompetensi inti yang ditekankan meliputi Speed & Execution Excellence, Integrity & Responsibility, dan Customer Focus; kompetensi manajerial meliputi Collaboration & Teamwork serta Innovation Orientation; sedangkan kompetensi teknis berfokus pada Data-Driven Problem Solving & Process Improvement. Selain pemetaan kompetensi, makalah ini juga menyajikan desain CV screening form berbasis kompetensi, matriks penilaian pengalaman dan perilaku, perancangan pertanyaan wawancara berbasis kompetensi (CBI), serta rencana pengembangan kompetensi menggunakan pendekatan 10:20:70. Hasil pembahasan menunjukkan bahwa pendekatan MSDM berbasis kompetensi mampu mendukung proses seleksi, evaluasi, dan pengembangan Product Manager/Product Lead secara lebih objektif, sistematis, dan selaras dengan kebutuhan strategis organisasi.

Penelitian ini bertujuan untuk merancang sistem Manajemen Sumber Daya Manusia (MSDM) berbasis kompetensi pada jabatan operasional Waiters Level 4 di PT. Pesta Pora Abadi (Mie Gacoan). Pendekatan yang digunakan mengacu pada competency-based human resource management dengan fokus pada penentuan profil kompetensi jabatan, penyusunan kriteria screening CV berbasis kompetensi, desain wawancara berbasis kompetensi (Competency-Based Interview/CBI), serta perencanaan pengembangan karyawan menggunakan model 10 : 20 : 70. Kompetensi utama yang dianalisis meliputi Service Orientation, Communication Effectiveness, dan Operational Execution sebagai kompetensi inti dan teknis, serta Problem Handling dan Team Coordination sebagai kompetensi manajerial non-struktural. Hasil perancangan menunjukkan bahwa seleksi dan pengembangan karyawan berbasis kompetensi mampu meningkatkan objektivitas keputusan seleksi, memastikan kesesuaian kandidat dengan tuntutan operasional, serta mendukung konsistensi kinerja layanan pada level kompetensi yang diharapkan. Rencana pengembangan berbasis pengalaman kerja langsung menjadi strategi utama dalam memperkuat penguasaan kompetensi Waiters Level 4 agar mampu bekerja secara mandiri, stabil di bawah tekanan kerja, dan menjadi role model perilaku kerja sesuai standar operasional perusahaan.

Kata kunci: MSDM berbasis kompetensi, profiling jabatan, competency-based interview, 10:20:70, Waiters Level 4

Firm resources have been considered to be firm strategic assets and have an important role in gaining a competitive advantage. The purpose of this paper is to investigate the role of internal resources that leads to bank competitiveness in Indonesia. To this end, this study adopts a resource - based view concept to identify the firm resources that influence bank competitiveness. A regression analysis is built on balanced panel data set comprising 30 observations of top 10 Indonesia commercial banks (key players) ranging from 2013 to 2015. All data were collected from secondary sources. The analysis reveals that capital adequacy ratio (CAR), branch network, and brand value are significantly related to bank competitiveness, which is measured by return on asset (ROA) and return on equity (ROE). Specifically, branch network and brand value are positively correlated, while CAR and training has found negatively correlated with ROA and ROE. Furthermore, training is the only indicator t hat...

oday's economic world has developed rapidly which is marked by the advancement of existing science and technology. Footwear products are one of the leading products of the City of Mojokerto while other superior products are Miniature Boats, Written Batik and agro-based food and beverage products. One of the sandals and shoes business is an industry that has been known for a long time in Mojokerto but the business shows insignificant results due to limited capital and technology or other factors that cause the production results to not develop properly.Prajurit Kulon village is part of the city of Mojokerto which has many small and medium-sized industrial businesses, one of which is a small industrial center processing sandals and shoes in the village of prajurit kulon.This study aims to explain: (1) the effect of capital on production (2) the effect of labor on production.The results of multiple linear regression analysis show that: (1) capital has a positive effect on productio...

Outsourcing is a management strategy by which an organization delegates major or non-core business functions to specialized and efficient service providers. Economic of globalization and liberalization facilitate the process of searching for opportunities on the open global market to outsource some of organization’s activities instead of performing them internally. The paper examines outsourcing service as a strategic tool for organizational performance using data generated from fifteen (15) companies in the Nigeria food, beverage, and tobacco industry, within the period 2000-2010. Statistical methods developed by Rubin (1974) and extended by Janod and Saint Martin (2003). However, the results show that the more an organization outsourced, the higher its organizational growth, and organizational productivity are positively correlated to the amelioration of competitive advantage of labor productivity and average production cost. The paper also revealed that outsourcing is beneficial ...

This study aims to identify and structure the technical competencies required within PT GoTo Indonesia by focusing on three key capability domains: Software Engineering, Data Analytics & Monitoring, and AI/Machine Learning Literacy. These competencies were defined using open-access academic sources and translated into a five-level proficiency framework aligned with organizational roles ranging from Staff to Group Head

DECET members have common goals about valuing diversity in early childhood education and training. DECET aims to promote and research the principle of democratic early childhood education and care (ECEC), acknowledging the multiple (cultural and other) identities of children and families. The Network views early childhood provision as a safe place where people can learn from each other across cultural and other borders and as a public space where prejudices and discrimination can be effectively addressed. DECET works to achieve their goals by: 1. Networking with trainers, practitioners, researchers and policy makers throughout Europe 2. Actively and critically promoting quality in early childhood education services, which includes equity, accessibility and respect for diversity 3. Developing new knowledge, insights and resources in this field 4. Working in collaboration with other networks in and outside Europe.

Kesadaran moral kuat dan komitmen nilai organisasi Integrity-Driven Decision Making Kemampuan pemimpin untuk menunjukkan rasa ingin tahu dan kemauan belajar yang tinggi, mencari perspektif baru dari berbagai sumber, menerapkan pembelajaran dengan cepat untuk menciptakan solusi inovatif, beradaptasi saat menghadapi perubahan, dan mendorong tim untuk terus bereksperimen, belajar, dan berkembang. Menyampaikan informasi apa adanya dalam pekerjaan sehari-hari. Menolak ajakan rekan untuk melakukan praktik yang tidak etis. Menjadi contoh nyata kejujuran bagi anggota tim. Membentuk kebiasaan integritas di unit kerja melalui teladan & aturan jelas.