Teacher Leader Competency Development: A Panacea for a Vuca World?

The rate of change today, be it in political, economic, social or technological realm that impacts and disrupts many of today's organization, is to say the least, a daunting challenge. The chain of unprecedented events such as pandemic Covid-19, massive floods and other environmental disasters happening both within local and global contexts, are some of the lists of difficult challenges that characterized a VUCA world. As the challenges seem mountainous to school leadership, from navigating the quarantine guidelines, school closure and re-opening, remote learning, student engagement, and constant change, many are of the belief that teachers need to be empowered as leaders in order to move from the survival mode to a more thriving school environment. As such, there is a need to rethink on the development of teacher leaders' competencies against the background of a VUCA world by first, identifying the crucial competencies that need to be developed among teacher leaders. Thus, this paper aims to promote teacher leadership competency model that suits a VUCA context by integrating multiple perspectives and researches on teacher leadership, leadership development, the VUCA world and the teacher leadership competency model. The belief is that through a proper teacher leader development it will help to inculcate VUCA-readiness and responsive leadership among teacher leaders which consequentially enhance school effectiveness. Copyright © 2022 Wolters Kluwer Medknow Publications. All rights reserved.

Development and preliminary validation of a public health emergency competency model for medical staffs of national health emergency teams in China.

BACKGROUND: In the present study, we attempted to develop and validate a participatory competency model for medical workers and then evaluate the current status of competency characteristics of Chinese medical workers. METHODS: The competency model was constructed in a multistage process, including literature review, expert consultation, critical incident and focus group interview. A pilot study was conducted to refine the initial model among 90 participators and the viability and reliability were evaluated by a questionnaire survey among 121 medical workers. Then, the current status of competency characteristics was measured based on the final version of competency model. RESULTS: In the pilot study, ten questionnaires were dropped for the poor quality and thus the eligible rate was 92% (138/150). KMO value was 0.785 and Bartlett test showed that the χ2 = 6464.546 (df = 903) and p value < 0.001. Then, 10 items with double loading and factor loading < 0.4 were deleted. Finally, 33 items were retained with the lowest factor loading value of 0.465. The validity and reliability of competency model were determined with Cronbach's α coefficient of 0.975 and ICC value of 0.933. Finally, a revised competency model with 5 dimensions and 31 items was obtained. The overall competencies of current medical workers were in a high level, except for emergency knowledge related competencies. Age was an independent factor affecting the competencies. CONCLUSIONS: Our competency model was a reliable and validated tool for assessing the competences of medical staffs against public health emergencies, and the overall competencies of current medical workers in China were in a high level, except for emergency knowledge related competencies.

Construction of Mega Individuals Competency Model in Business Environment: A Grounded Theory Approach

The purpose of this research is to explore the new practices derived from the influences of information technology among a certain group, i.e., “mega individuals”. Based on Grounded Theory and interviews from 53 companies, which consist of responses from 56 domestic and international founders, entrepreneurs, professional managers, partners and business elites, this study expounds that “mega individuals”, who constantly develop individual attainment and ability under the influence of business ecosystem evolution, have broken the traditional employment relationship. Through Grounded Theory, the following conclusion can be drawn: “mega individuals” are composed of three key traits: compound ability, collaboration ability and personal intellectual property (IP) know-hows. This research takes the initiative to create the “mega individuals competency model” (MICM) and elaborates on the dynamic capabilities theory to interpret the MICM, dedicated to enriching the dynamic capabilities theory by merging the current rapid and continuous changes in the business world from the promising and potential individual’s perspective.

A human resources development professional's framework for competencies during COVID-19 and unrest

The purpose of this article is to explore the competencies required and exhibited by human resource development (HRD) professionals during a crisis. Keeping the current COVID-19 pandemic in the foreground, we examined the industrial, change management, and crisis management literature to illustrate how HRD professionals successfully helped their organizations overcome organizational challenges imposed by the pandemic. We propose some essential competencies that HRD professionals, as change agents, need to support organizations to survive a crisis in the long term. At the core of our model is learning, unlearning, and relearning. HRD professionals can develop the core competencies in conjunction with essential competencies such as flexibility, agility, thoughtfulness, effective communication, critical thinking, and creativity. Through our conceptual competency model, we propose that HRD can prepare its professionals holistically to support leaders and employees during a crisis.

Transferable competencies of HR manager under global socio-economic changes

Accelerated digitalization, uncertainty, rapidly changing work environment, and the spread of remote employment due to quarantine restrictions caused by the COVID-19 pandemic have led to differentiated requirements for HR managers in different sectors of the economy and the need to get quickly adjusted to new working conditions. This implies an increased importance of transferable competencies for HR managers, especially in advancing their flexibility and expanding employment opportunities. That is why the study aims to develop a universal model of transferable competencies of HR managers based on the analysis of global and local trends in demand on the labor market. Furthermore, a methodological approach is used to assess these trends based on behavioral indicators in rapidly changing conditions. The paper used a comparative analysis of the international experience in forming HR competencies and trends in demand on the Ukrainian labor market. The findings highlight the current transferable competencies of HR managers. They included the abilities to communicate effectively, use digital technologies confidently, work in multitasking mode, manage people and projects, effective self-management, and work in a team. The developed model of transferable competencies of HR managers and methodical approach to their assessment based on behavioral indicators provide an opportunity to diagnose the level of their development for effective work of HR managers in a distant mode, opportunities for trans-professionalism, and career growth. © 2022 LLC CPC Business Perspectives. All rights reserved.

Industry 4.0 competencies: a model for the Vietnamese workforce

Purpose>This study aims to develop a competency model for the Vietnamese workforce in the era of Industry 4.0.Design/methodology/approach>A combination of an online survey and a Delphi study was conducted to identify a set of skills, abilities, knowledge and personalities that are critical for effective performance in the future workplace.Findings>A set of 26 competencies was identified. Similar to previous findings in the context of developed countries, the set centres around a group of competencies commonly called “21st century competencies”. It also includes characteristics unique to a developing nation.Research limitations/implications>The proposed framework of competencies may not cover all human capabilities necessitated by the workplace and may include items with overlapping definitions. The study only represents the view of the business community, and its survey sample was limited in size and location. The impact of COVID-19 on the competency model was not explicitly covered during the study.Practical implications>The competency model could serve as a basis for the educator to reform curricula, the policy maker to devise policies and the employer to develop training programmes. It can be used as a reference for other nations at similarly-developmental level.Originality/value>The present study is among a few empirical studies regarding a model for Industry 4.0 competencies in the context of low middle-income countries and probably provides one of the first Industry 4.0 competency models for Vietnam. It also provides a novel framework for identifying and analyzing competencies.

Industry 4.0 competencies: a model for the Vietnamese workforce

Purpose This study aims to develop a competency model for the Vietnamese workforce in the era of Industry 4.0. Design/methodology/approach A combination of an online survey and a Delphi study was conducted to identify a set of skills, abilities, knowledge and personalities that are critical for effective performance in the future workplace. Findings A set of 26 competencies was identified. Similar to previous findings in the context of developed countries, the set centres around a group of competencies commonly called "21st century competencies". It also includes characteristics unique to a developing nation. Research limitations/implications The proposed framework of competencies may not cover all human capabilities necessitated by the workplace and may include items with overlapping definitions. The study only represents the view of the business community, and its survey sample was limited in size and location. The impact of COVID-19 on the competency model was not explicitly covered during the study. Practical implications The competency model could serve as a basis for the educator to reform curricula, the policy maker to devise policies and the employer to develop training programmes. It can be used as a reference for other nations at similarly-developmental level. Originality/value The present study is among a few empirical studies regarding a model for Industry 4.0 competencies in the context of low middle-income countries and probably provides one of the first Industry 4.0 competency models for Vietnam. It also provides a novel framework for identifying and analyzing competencies.

Development and validation of a competency evaluation model for hospital infection prevention and control practitioners in the post-pandemic era: a mixed methods study.

BACKGROUND: During the coronavirus disease 2019 pandemic, the management of nosocomial infections became even more crucial. There is an urgent need to develop a competency model for healthcare practitioners to combat public health emergencies. AIM: To determine practitioners' competency in hospital infection prevention and control measures. METHODS: A theoretical framework was developed based on a literature review, key informant interviews, the Delphi method and a questionnaire survey. These items were evaluated based on response rate, maximum score, minimum score and mean score. Factor analyses, both exploratory and confirmatory, were used to determine the structure of the competency model. RESULTS: The effective response rate for the questionnaire was 88.29%, and Cronbach's α-coefficient was 0.964. Factor analysis revealed a Kaiser-Meyer-Olkin score of 0.945. Bartlett's test gave a χ2-value of 10523.439 (df=435; P<0.001). After exploratory factor analysis, the five-factor model was retained, four items were deleted and a five-dimensional, 26-item scale was obtained. The new structure's confirmatory factor analysis revealed high goodness of fit (comparative fit index=0.921; Tucker-Lewis index=0.911; standardized root mean square residual=0.053; root mean square error of approximation=0.044). CONCLUSION: The proposed scale is a useful tool to assess the competency of hospital infection prevention and control practitioners, which can help hospitals to improve infection prevention and control.

A Path Analysis Model of Protection and Risk Factors for University Academic Stress: Analysis and Psychoeducational Implications for the COVID-19 Emergency.

The aim of this research was to empirically validate hypothesized predictive relationships of protection and risk factors for experiencing academic stress. A synthesis of models-the presage-process-product model; the studying, learning and performing under stress competency model; and self- vs. external-regulatory theory-underlies the investigation and is important for assessment and guidance in stress situations within the university context. Over the course of an academic year, a sample of 564 Spanish university students voluntarily completed validated questionnaires, in an online format, on several psychological variables connected to academic stress. Correlational analysis and the path analysis model, within an ex post facto design, were used to build empirical models of the presage-process-product factors that constitute protection or risk factors in academic stress. Two statistically acceptable models appeared: one with protection factors and another with risk factors in predicting and preventing academic stress at a university. These results support the need for psychology units at university that have a preventive, health and education focus, going beyond the merely clinical. Focus on an individual is insufficient, given that there are also contextual factors that predispose academic stress. Discussion, conclusions, and implications for assessment and intervention in academic stress in university students and teachers, within the present COVID-19 crisis, are offered.