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Purpose: The aim of the article is to present the theoretical assumptions of the model of managerial competences in health care units. It was assumed that competences are a multidimensional concept and require an integrated approach that allows for the construction of a competency model that reflects their real complexity. A list of managerial competencies will be presented, which will be subject to empirical verification in the course of future research by the authors in order to identify key competencies. Design/methodology/approach: The proposed lists of managerial competencies (six domains) were created and are based on the analysis of healthcare competencies models – the study of the literature – and one of the Authors’ observations of the analyzed entities (as a consultant). Findings: Presented model of managerial competencies in health care units contains six domains with 32 competencies. These domains capture the dynamics and complexity of health care unit’s manager’s role and reflect the dynamic realities in health leadership today. Originality/value: An identification the managerial competencies of health care units managers significantly shaping competences of such organizations especially relevant in pandemic time.

Este trabalho tem por objetivo identificar as competências gerenciais de um grupo de supervisão educacional pedagógica numa instituição de educação profissional e tecnológica no Grande ABC paulista, de acordo com a percepção de seus integrantes. Para o campo teórico-conceitual, foram adotadas as propostas que representam a corrente americana, a corrente francesa, e a corrente integradora. Assumindo abordagem qualitativa, os dados foram coletados, por meio de entrevista baseada em roteiro semiestruturado, junto a supervisores educacionais de uma instituição pública de ensino. Os resultados demonstraram compreensão social das competências gerenciais, levando-se em conta os elementos conhecimento, habilidade e atitude. Também foi possível identificar ações e desafios referentes ao cotidiano de trabalho do grupo de supervisores educacionais, com destaque para o panorama próprio da esfera pública, no tocante à obtenção de recursos financeiros.

The emerging era of the Fourth Industrial Revolution brings significant changes mainly in the sphere of development and widespread utilization of new technologies. The application of mentioned technological innovations can be found in all economy spheres, however the effectiveness of their implementation is the key to ensuring the businesses competitiveness. The authors analyse the current but also expected state of key managerial competencies as well as their application needed to maintain competitiveness in the emerging era of Industrial Revolution in businesses operating in Slovakia. The research was conducted by the questionnaire method in 1,077 companies, during the year 2020. The results of the survey show an above-average use of almost all assessed competencies as well as positive prognosis for the future, as the perception of their need of future application is even at a higher level than the present state shows.

The authors analyse the results of the research and experimental work on managerial competencies formation in future border guard officers in the process of studying the academic subjects within the military and border-oriented training module. Particular attention is paid to the conditions and factors that ensure the representativeness of the sample and the representativeness of the results. Based on the results of the research and experimental work, the authors conclude that their proposed methods and pedagogical conditions for managerial competencies formation in future border guard officers in the process of studying the academic subjects within the military and border-oriented training module are effective and allow to optimize this process. Convinced by the results of the research and experimental work in the presence of significant differences in the average values of the levels of management competencies formedness before and after the experiment, the authors proved the effectiveness of the work in terms of managerial competencies improvement in future border guard officers.

Purpose-The paper presents the influence of managerial competencies on supply chain performance of relief aid organizations in western Uganda.Methods-The study employed a cross-sectional and quantitative research design comprising 105 relief aid organizations operating in western Uganda. Data was analyzed using SPSSv22, to generate descriptive statistics, run correlation and hierarchical regression analysis.Findings-The findings showed a positive significant influence of managerial competencies on supply chain performance of relief aid organizations in western Uganda. Limitations-The study did not examine the influence of other factors such as the other supply chain enablers which include infrastructure on humanitarian supply chain performance. The focus was on the influence of managerial competencies on supply chain performance.Unique contribution to practice and policy- relief aid organizations should emphasize attracting, training and retaining staff with professional, social and personal competencies to ensure efficient delivery of relief supplies.

The article identifies key factors influencing the labor market. The economic meaning of the concept’s «competence», hard skills, soft skills, their importance in the professional activity of the top manager has been investigated. The main advantages of hard and soft skills of the top manager have been ascertained. It has been proven that in contrast to hard skills, soft ones allow a manager to perform managerial functions (make decisions, organize and manage teams, large teams, negotiate effectively, delegate authority successfully, assign priorities, manage time, prevent conflict situations); increase the level of competitiveness of the firm; create new jobs; create financial, organizational prerequisites to meet the personal needs of employees. A method to determine the level of competence of managers has been developed, it will assess the level of their professional skills and its impact on the success of the organization. It has been substantiated that the implementation of managerial competencies creates the prerequisites for increasing the competitiveness of the firm by making considered strategic decisions, conducting competent analytical work on the strengths and weaknesses of competitors, creating a favorable psychological climate, reducing a staff turnover. Keywords: managerial, management competencies, soft skills, hard skills, employment, competitiveness, personal needs, labor market JEL Classification M53 Formulas: 3; fig.: 2; tabl.: 1; bibl.: 21.

This study aims to determine the effect of principal managerial competence on teacher performance at senior high school Nusantara Plus. The method used in this study is quantitative. The samples in this study were all senior high school Nusantara Plus, totaling 35 people/respondents. The data collection instrument used was a questionnaire. Based on the research results on the determination test, the coefficient of determination (R square) was 0.172. The R square value of 0.172 comes from the square of the correlation coefficient or "R", which is = 0.172 or equal to 17.2%. This figure shows that the managerial competence variable (X) affects the teacher performance variable (Y) by 17.2%, and 82.8% is influenced by other variables not examined.

This research aims to describe the managerial competencies of Madrasah Tsanawiyah principals, which cover the conceptual roles, human relations, teaching competencies, technical competencies, and cognitive competencies at South Lampung Regency. The researchers applied the descriptive qualitative approach. The data was collected using three techniques: observation, interviews, and documentation. Then, the data were analyzed within two stages: individual case data analysis and cross-case data analysis. The sources of data for this research were the principals, vice-principals, teachers, and employees. The results of this study indicate that, first, in conceptual competencies, madrasah principals can develop various levels of planning, develop madrasah organizations according to the needs, lead the madrasah to optimize resource utilization, have the right strategy to improve the performance of education personnel and create a conducive madrasah climate. Second, the human relations competencies of the principals of madrasah include planning activities with teachers and implementing the program, organizing teacher activities, directing the implementation of actions to achieve organizational goals, and involving teachers in decision making. Third, in terms of directing the performance of activities to achieve organizational goals, the principals apply the teachers in decision making. Third, in terms of directing actions to achieve organizational goals, the principles involve teachers in decision making. Third, in terms of teaching competencies, the principals possess numerous competencies, such as mastery of the latest learning materials. Fourth, in terms of technical competencies, the principals possess unique knowledge in utilizing facilities and infrastructure. Fifth, the principals have good cognitive as evidenced by their vision and mission, goals, and work programs.

The study empirically tested the relationship between managerial competencies and competitive advantage in pharmaceutical blockbusters. According to the literature, blockbuster models and competitive strategies are significant determinants in organisational performance in the pharmaceutical industry context. However, the focus of this study is to determine whether efforts to combine managerial competence and the blockbuster model will reorient pharmaceutical companies to better competitive advantage by creating blockbuster drugs for the companies. This competitive advantage will position pharmaceutical companies in the face of increasing labour turnover, daunting economic challenges and perceived customer benefits that characterise this industry. A quantitative research design was adopted for this study, and primary data were obtained through a structured questionnaire administered to 22 managers of two major pharmaceutical firms in Lagos, Nigeria. The data obtained revealed a strong positive relationship between managerial competencies, blockbuster models and competitive advantage and three out of four hypotheses were accepted. The hypotheses were tested through Pearson’s product-moment correlation and regression product of determination. Descriptive statistical tools, ANOVA and multiple linear regressions were used to assess perceptions of managerial competencies and blockbuster models on SPSS (version 23.0). Cronbach’s alpha was extracted as a reliability coefficient for the data analysis (α = 0.851). Several implications for management and policy are also discussed in light of the findings of this study. It was concluded that a deep knowledge of managerial competencies and blockbuster models are highly needed in the selected pharmaceutical companies to gain business expansion, maintain low average costs and achieve significant market share while improving on their level of service delivery and capacity to support groups or teams through training, coaching and sharing specialist knowledge. This study recommends developing strategies and deploying blockbuster models across all industries for a distinctive advantage of ineffective organisational performance and greater productivity.

PurposeThe purpose of this study is to examine factors leading to venture success, emphasizing the role of entrepreneurs as critical in the whole process, based on a sample of women entrepreneurs. Drawing upon the competence-based view of the firm, it examines the effect of entrepreneurial competencies, managerial competencies and reliance on networks toward increased female venture success rates.Design/methodology/approachA structured questionnaire was allocated to women entrepreneurs to seek respondents’ perceptions. Principal component analysis (PCA) with varimax rotation was undertaken to confirm the constructs’ validity. A hierarchical regression analysis was performed to test the hypotheses.FindingsNetworking stands out as having the most significant positive effect on venture success while entrepreneurial and managerial core competencies are both important, with entrepreneurial competencies demonstrating a slightly higher score. Also, years of entrepreneurial experience, entrepreneurial family background and family status prove significant.Research limitations/implicationsThe study confirms prior research, highlighting the role of entrepreneurs as central, sharpening understanding of the required determinants of venture success. It further provides new insight into venture success from the perspective of the competence-based theory, highlighting clear-cut competencies.Practical implicationsThe study paves the way for the design of entrepreneurial learning programs targeting entrepreneurs and particularly females, highlighting the need for on-going education and educational programs to support entrepreneurs and distinctly women.Originality/valueThe study contributes to the effective management of venture progress and success and provides insight into entrepreneurs and policymakers.

Purpose The purpose of this study is to examine the mediating effect of innovation on the relationship between managerial competencies and business performance of small and medium enterprises (SMEs) in Rwanda. Design/methodology/approach A cross-sectional survey and quantitative methodological approach were used to collect the data. The bootstrap method was used to test mediation effects. Findings The findings revealed that innovation is a significant mediator in the association between managerial competencies and business performance. This study, therefore, adds new knowledge by stating that innovation toward business performance is a partial mediator in the relationship between managerial competencies and business performance of SMEs in Rwanda. Research limitations/implications Only a single research methodological approach was used. Qualitative studies through interviews could be undertaken to triangulate. Furthermore, the findings from the present study are cross-sectional. Longitudinal studies ought to be undertaken to examine the mediation effects studied to investigate any possibility of variations in the results. Practical implications The results may help owners-managers of SMEs to develop policies and strategies that could enable them to take advantage of new opportunities in relation to updated technology and cope with changes that may take place in the business environment to boost their business performance level. Originality/value To the authors’ knowledge, no research has ever been carried out on the mediating role of innovation in the relationship between managerial competencies and business performance of SMEs in Rwanda.

This article discusses about the development of management skills and leadership potential of the higher education institutions and these establishments play an important role in improving the quality of education, effective organization of scientific and innovative activities in the country. The introduction of an integrated electronic portfolio provides for the formation of an effective management system in higher educational institutions, self-assessment of the level of independent development of professional and personal qualities of management and teaching staff, improvement of the professional and managerial competence of personnel, based on statistical and variable programs aimed at the need for the development of professional and managerial competence of personnel, thus it becomes possible to define differentiated forms of professional development.

O objetivo dessa pesquisa é analisar as competências gerenciais presentes nos proprietários das lavanderias de beneficiamento têxtil participantes da Associação das Lavanderias de Caruaru (ALC). Para alcançar esse objetivo foi feito o uso do entendimento de Quinn (1988) com relação as competências gerenciais, que envolve oito papéis de líderes desenvolvidos pelos gestores. Foi aplicado um questionário junto aos empresários participantes da Associação das Lavanderias de Caruaru que contou com 22 respondentes de um total de 33 associados, no mês de maio de 2019, com o questionário sendo adaptado da pesquisa de Comin et al. (2017). Como resultados encontrou-se que as competências gerenciais se mostram desenvolvidas no grupo de empresários, tendo a experiência profissional e social contribuindo com o desenvolvimento das competências gerenciais, resultado diferente da relação entre a educação formal e continuada que não se relacionou ao desenvolvimento de tais competências.

Este estudo buscou compreender as competências gerenciais do corpo diretivo de uma instituição pública de saúde reconhecida como referência para o estado de São Paulo e modelo único na América Latina. Buscou também, responder as questões: quais competências gerenciais fazem parte das atividades gerenciais da instituição estudada, na ótica de seus diretores? Quais iniciativas de desenvolvimento de competências gerenciais têm sido adotadas pela instituição? Para tanto, foi realizado um estudo de caso do Programa Estadual Dst/Aids São Paulo, que investigou seu corpo diretivo por meio de dois instrumentos, um questionário e um roteiro de entrevistas aplicadas em seu ambiente de trabalho. As competências foram classificadas conforme modelo teórico preconizado por Quinn (2003). Como contribuição científica o estudo detectou a necessidade de inclusão da competência humanização no modelo teórico, para análise de instituições públicas de saúde. Evidenciou-se a presença de todas as competências previstas no modelo teórico em diferentes níveis. O programa está inserido no modelo relações humanas. Foram identificadas as competências gerenciais dos gestores do programa e as lacunas de desenvolvimento de competências gerenciais que se recomendam que sejam supridas. Recebido: 05/11/2019Aceito: 25/09/2020

Purpose: to develop and theoretically substantiate the technology of forming the managerial competence of future managers of physical culture. Material and methods: a theoretical analysis of modern literature on the problem under the study was carried out; the regulatory framework for the training future managers of physical culture is analyzed; a survey of applicants for education of the second (master's) level of higher education was conducted (n = 50); using the method of paired comparison, an expert assessment among the teaching staff of the Kharkov State Academy of Physical Culture (n = 10) was carried out.Results: the concepts of “competence”, “competency”, “managerial competence”, “managerial competency” were clarified; self-assessment was revealed and self-analysis of applicants for education of the second (master's) level of higher education of learning outcomes in terms of the level of formation of their managerial competencies was carried out; the most significant managerial competencies of the future managers of physical culture were determined. Based on the results of our own research, the matrix of managerial competence of a physical culture manager is presented. The technology has been developed and substantiated: methods, forms and means of forming managerial competence among future managers of physical culture. Conclusions: management competencies have been identified, which are important for the implementation of the future management activities of physical culture managers, among them the first five positions are occupied by: leadership, idea generation, communication, mastery of the system for solving managerial problems and business qualities

Organizational investments in employee training and development have steadily increased over the past decade. Yet, training needs assessment (TNA) remains an understudied topic in the training literature. This study used a large sample of municipal employees in the USA to examine the effects of rater and their job/organizational position on TNA ratings. Results indicated that supervisors tended to rate their own training needs higher than how non-supervisors rated their supervisors' training needs. The opposite was found for non-supervisor self-ratings - they tended to be lower than the supervisors' ratings of their subordinates. We also found initial validity evidence for inferences made from TNA self-ratings of managerial competencies, which distinguished between employees in supervisory and non-supervisory positions. Practical and theoretical implications, as well as study limitations and directions for future research, are discussed.

Esta pesquisa objetivou determinar a reflexividade do Exame de Suficiência do Conselho Federal de Contabilidade frente ao Currículo Mundial ONU/UNCTAD/ISAR e a eixos de competências requeridas dos profissionais da área Contábil. Realizou-se uma pesquisa descritiva com abordagem qualitativa. A técnica de coleta dos dados foi a documental e a de análise foi a de conteúdo. Constatou-se a adequação do Exame frente ao Currículo Mundial, com destaque dos blocos de conhecimentos básicos em Contabilidade, seguido dos organizacionais e da atividade comercial. Todavia, não foram identificados conteúdos de Tecnologia da Informação. As competências técnico-profissionais foram mais expressivas no Exame do que as organizacionais e sociais. Concluiu-se que a prova reflete a maioria dos conhecimentos exigidos pelos padrões internacionais para a atuação de um contador global, no entanto o Exame de Suficiência carece de melhorias no que concerne a uma abrangência maior de conteúdos que demandem a mobilização de competências sociais e gerenciais.

The article describes the solution of the problem of managing a preschool educational institution in the context of an innovative approach. After all, the problem of reforming preschool education in modern conditions involves a radical restructuring of management, its democratization, decentralization and humanization. The article aims at scientific and practical substantiation of mechanisms of state management of innovative development of preschool education in Ukraine and definition of strategic directions of their improvement and reveals essence of innovative approaches to management of preschool educational institution, and also research of priority of innovations in management of preschool educational institutions. Emphasis is placed on the fact that the transition to new educational standards, integration into the European and world educational space have brought to the fore the problem of innovative management in preschool educational institutions. Functional changes in the activity of the head of the preschool institution are analyzed. The methodological basis of the study is the need to modernize preschool education in Ukraine, which is associated with European and global trends and challenges, the growing attention of the international community to this level of education.The introduction of innovations in the management activities of the organization, which is associated with the inconsistency of the needs management process, due to the environment of its operation. The introduction of innovations in the management of the organization helps to avoid such negative effects and factors as reduced productivity, active and passive resistance to change, exclusion of employees from the work process, conflicts in the team, professional exhaustion, voluntary dismissal, slow assimilation of changes, dismissal etc.Such tasks as solving the problem of managing a preschool educational institution in the context of an innovative approach remain relevant for preschool education in the near future. Thus, the use of innovative approaches will ensure high efficiency of preschool education management

The main features and characteristics of competency models are outlined. It is outlined that the implementation of competency models is due to different methods of organization and provision of educational services, approaches to management and planning of the educational process, assessment of employment opportunities for young professionals in the labor market, recognition of the results (achievements) of young professionals. The sequence of formation of the national model of competencies was established, which envisages the following stages: determination of the results of expert assessments regarding the competency requirements for a student (graduate) of a higher education institution, obtained through a survey of potential employers, experts of higher education institutions, students within the professional standards; detailing learning outcomes in the existing competency model; formation of curricula of educational and professional programs (due to the analysis of subject and competence elements); definition of educational technologies; formation of methodological requirements for sections of competence training and methodological complexes (work programs of credit modules, theoretical material, practical (seminar) tasks, etc.) within the competence approach; development of competence training and methodological complexes. The logical and structural model of the process of managing the provision of educational services for the implementation of educational programs for the formation of young professionals based on the competence approach is presented. Managers of educational process, responsible persons play an important role in the process of training young professionals. The key elements of the process of managing the provision of educational services on the basis of a competency-based approach are the strategic goals of the educational process in higher education institutions; the task of implementing the educational process in higher education institutions; factors determining the system of managerial competencies; formation of a system of managerial competences; the process of assessing the level of competence; the level of competence of the young specialist; assessment of the quality of the educational process, competency of the graduate. The stages of formation of the system of managerial competencies are suggested.

This study investigates the relationship between the Professional Profile and the perceived importance of Managerial Competencies of managers in the Lebanese lodging industry. The design was a non-...

Research about professional skills and their relationship with job performance will always be of great interest to businessmen and academics in their purpose to improve organizational performance. Thus, the objective of the article is to determine the type of association between personal managerial competencies and job performance measured from the perspective of the IWPQ (Individual Job Performance Questionnaire). The investigative approach will focus on emotional intelligence, its personal and social dimensions. The measurement instruments were applied to the students of the night shift of the industrial engineering program of the Buga de Uniminuto regional center, who study at the university and work for organizations in the center of Valle del Cauca, simultaneously. A moderate positive association is found between emotional intelligence in its social dimension and job performance. Finally, a moderate positive association is found between emotional intelligence in its social dimension and job performance, based on these results. Finally, a training proposal is made in Emotional Intelligence with a positive effect on job performance.

PurposeHospital organisations are currently experiencing significant challenges that have encouraged a move towards a value-based approach to health care. However, such a transition requires understanding the underlying competencies required to enable such a focus. This paper aims to undertake a systematic review of the available literature on managerial competencies in hospitals and considers these in a value-based health-care context.Design/methodology/approachA systematic literature review was conducted to identify research studies that describe the characteristics of management competence in hospital environments.FindingsCategories and sub-categories of management competence in hospitals were identified and considered in a value-based health-care context.Research limitations/implicationsThe systematic literature review identifies a need for further research regarding managerial competencies of managers of hospitals. Competencies for managing in a value-based health-care model also require deeper investigation.Practical implicationsThe categories of management competence provide guidance to organisations transitioning towards value-based health care in terms of identifying and developing management competencies. Hospitals should consider the development of a competency model that includes broader categories of competencies than purely clinical or professional competencies.Originality/valueThis study builds upon and advances previous reviews of management competence in hospitals, and the competency categories presented can be used as a basis to identify management competency requirements in hospitals.

The study discusses results of the series of studies of competencies and features of their evaluation by managers (69 people) of different gender, age, length of employment, managerial experience, and positions, who are working in different companies. Hypotheses: 1. There are more and less relevant competencies among those that are evaluated as in-demand ones. 2. Competencies, which are evaluated as in-demand ones, are associated with evolution of managers as subjects. 3. Within the structure of managerial in-demand competencies, we can single out groups of qualities that differ in their role in the activities of subjects. Differentiated level-by-level analysis of assessments made by different groups of experts was carried out (analysis of 29 selected competencies; 19 were identified by at least 40% of experts; 8 were identified by at least 66% of experts; analysis of an expanded list of 39 competencies). Experts differed by gender, age, length of managerial work, position, career success, managerial potential, divisions within the company and type of activity (“result managers”, “process managers”). Conclusions: Evaluation of relevant (important, significant and/or preferred) managerial competencies vary depending on individual characteristics of experts (gender, age, experience, position, career success, managerial potential). 3. Lists of competencies containing the interval of 15–20 qualities can be considered optimal for solving both scientific and applied problems. The basic list of 29 competencies can be conditionally considered “sufficient and redundant”; the list of up to 19–20 competencies can be considered as “sufficient and necessary”; and the list of 8–10 “nuclear” competencies can be considered as “necessary basic” one. Managers’ evaluations of relevant competencies vary depending on professional tasks and forms of work remuneration. Unification of standard forms of remuneration for “process managers” involves the unification of their ideas about relevant competencies; differentiation of the forms of remuneration for “result managers” is associated with an increase in the variability of their ideas about the in-demand competencies of managers.

In a post-industrial society, social processes are dynamic, complex, and diverse. Social interaction management is turning into a competency in its own right. This competency is shaped by many factors, which are affected by the institutional setup as well as the individual features and localisation of the subject and object of management. Investigating and developing the managerial competencies that are necessary for the successful operation of society is a major trend in contemporary science. Studies in the area require an interdisciplinary approach. The aim of this research is to identify the managerial competencies that are crucial for the adequate and stable functioning of regional administration systems. An analysis of the components of managerial competencies and their factors is carried out to identify their status in the centre of an exclave region (Kaliningrad) and in Moscow. The study draws on the authors’ frame-based methodology (Rospatent No. 2012660535), which makes it possible to obtain objective empirical information on competency factors and their types. Sought-after competencies and their indicative structures were identified for each region. The findings are not only of theoretical importance but are well adapted for practical purposes, particularly, for advanced training of managers and teaching related university disciplines.

This study investigates management communications in annual general meetings (AGMs) from a narrative perspective. This study evaluates the effective elements of AGMs from the shareholder’s viewpoint. According to the theoretical framework, the authors developed a conceptual model and extracted the suggested narrative model for the first time. The shareholder’s perception was measured through a questionnaire survey containing three sections – narrative, audience, and narrator – with 32 indicators from 151 shareholders measuring shareholders’ opinions about AGMs in Iran. The results indicate that although shareholders do not consider the AGM communications made by management board as a narrative, they obtain relevant information with a logical flow in AGMs, and believe that these relations are useful. The characteristics of the management board impact on the persuasiveness of their communications. The results supported the mediating effect of AGM communication between managers and shareholders

The authors describe the contents of managerial work of an investigator that includes the following elements: analysis of the investigative situation; provision of investigative leads; planning; taking investigative or other procedural actions; organization of interaction not only with the departments involved in investigative and criminalistic work, but also with other government and non-government bodies, public organizations and community members; making a decision to end preliminary investigation. They also describe the specific features of managerial work of an investigator while taking into account the variability of investigative situations and their contents, legal status of the participants of criminal proceedings, the deficit of time and the boundaries of investigative and other procedural actions, the necessity of psychological support of an investigator’s work, the presence of prosecutor's supervision that makes it possible to identify drawbacks in an investigator's work in time and quickly correct them, as well as of court control that underlines the importance of procedural actions that can only be sanctioned by a court decision. The opinions of scholars regarding the concept of «managerial competencies» and its contents are presented. The authors show that it is necessary to form and further improve the managerial competencies of an investigator on the basis of a competence approach used in public service, and to introduce a special complex of psychological techniques that show if an investigator possesses or lacks the competencies necessary for his work, in the process of psychological support of an investigator’s managerial activities. They also describe the correlations between the competencies of people that manage an investigation and the effectiveness of the work of agencies responsible for the pre-trial criminal proceedings in general. The specific features of implementing the competencies of an investigator in investigating crimes are described.

The study aims to identify, analyze, and test the effect of managerial skills of school principals to teachers’ work discipline, the effect of the implementation of ISO 9001: 2008 to the teacher work disicipline, and the influence of the principal managerial ability to imlementasi policy quality ISO 9001: 2008. The study used survey methods, with path analysis techniques. Population of 156 teachers, sample 112 teachers. Data were collected through questionnaires, scale Likert. The results showed that: 1) There is a direct positive effect managerial skills of school principals to discipline teachers’ work, with the coefficient correlation 0,897, determination of the coefficient of 0,805; 2) There is a direct positive effect of ISO 9001: 2008 to the discipline teacher work, with the coefficient correlation 0,307, determination of the coefficient of 0,095; 3) There is a direct positive effect managerial skills of school principals to ISO 9001: 2008, with the coefficient correlation 0,340, determination of the coefficient of 0,116. In conclusion, the influence of managerial ability of the principal and the implementation of ISO 9001:2008 against disciplined teachers work has a fairly high level of significance.

Aims: Nowadays, the use of the experiences and lessons learned by staff, including health care providers, has been emphasized as a key strategy in knowledge management. The aim of this study was to explain the managerial competencies of healthcare staff to discount the number of martyrs and injuries of injured people (veterans) in the Iran-Iraq war. Contributors & Methods: This qualitative study was carried out using the conventional content analysis method in 2018-2019. 119 written narratives of 101 healthcare staff, in the area of providing therapeutic care to martyrs and veterans, were collected and simultaneously analyzed. Principles of qualitative data analysis were used for data analysis. Findings: The analysis of data led to the emergence of three main themes of management and leadership, providing resources and executive management. The sub-themes of management and leadership including planning, organizing and coordinating, decision-making skills and risk appetite, and management stability. Sub-theme of providing resources including providing human resources and providing physical resources. Sub-theme of executive management included readiness, protective and security measures, carelessness and negligence and registration of documents. Conclusion: The managerial competencies of healthcare providers include management and leadership providing resources and executive management, which have been used to discount the number of martyrs and veterans in the Iran-Iraq war.

This paper examined firm-level determinants of social performance among small and medium-sized enterprises (SMEs) in Ghana, using specific traits, such as firm age, firm size, financial performance, leverage and managerial competence. It contributes to our knowledge on how firm-level characteristics influence the corporate social responsibility (CSR) initiatives among SMEs. The study analysed primary data of 423 SMEs, using regression analysis. It documented positive relationships between managerial competence, financial performance and CSR, and a negative relationship between leverage and CSR. The thrust of the study is that, besides managerial competence, financial performance variables were far more important determinants of the social performance of SMEs than non-financial ones. Therefore, it recommended that policy makers that desire active participation of the SME sector in addressing societal problems should institute measures that will improve their financial performance. These could include providing cheaper alternatives to accessing funds and maintaining a sustainable macroeconomic environment that support the financial prosperity of this sector. Finally, since it has been proven that managerial competence improves social performance, SME owner/managers are being encouraged to invest a lot of time and resources in sharpening their managerial competencies.

Assuming that competencies are a multi-dimensional concept, which needs to be approached in an integrated way, we distinguished the following five groups of general competencies in the model of managerial competencies applied to emergency medical teams: leadership, communication and re- lational, professional and social, sectoral, and business competencies with 26 detailed competencies identified within these five groups. The paper was motivated by the intention to examine the current level of managerial competencies of managers running these units and finding out to which extent individual managerial competencies impact organisational competencies of these entities in the area of: marketing (recognising patients’ needs), quality (of medical services), and logistics (provision of medical services in the right place at the right time). Studies revealed that business competencies are the best developed compared to other groups of com- petencies proposed in the model of managerial competencies. Managerial competencies, which impact organisational competencies of emergency medical teams the most include: business competencies in the field of marketing as well as professional and social com­petencies in the field of quality and logistics.

This research aims to explain: (1) the competence of leadership of MTs Al Manar Medan Head Master; (2) the quality of education MTs Al Manar medan; (3) the effectiveness of leadership’s competence of MTs Al Manar Medan Head Master in improving the quality of education in MTs Al Manar Medan. This research was conducted by using qualitative descriptive approach. Research Subject is Head Master. The informants are Head Master, Vice of Head Master and Teachers. The data collection technique in this research is by: (1) Observation, (2) Interview, and (3) Documentation Study. Data Analysis Process is done by: Data Reduction, Display Data and Conclusion Drawing/Verification. The collected data is examined the validity of data by using Triangulation Data. The results of this research are: (1) Head Master’s Leadership Competence of MTs Al Manar Medan include; (a) Personality Competencies, (b) Managerial Competencies, (c) Supervision Competencies, and (d) Social Competencies. (2) Quality of Education in MTs Al Manar Medan, Teachers are able to carry out the learning process well in accordance with the RPP that has been developed in accordance with the needs of schools, mastery of good learning media by teachers, discipline teachers and good students, students are able to follow the competitions in outside the school, the quality of graduates can compete with elite schools in Medan City. (3) The effectiveness of Headmaster Leadership Competence in Improving the Quality of Education includes: (a) Personality Competence, Head Master able to give good characters to teachers and students. (b) Managerial Competence, Head master able to makes annual program well, guide teachers and education personnel in performing tasks, motivate teachers to improve teacher professionalism, and maximize school’s facilities and infrastructure. (c) Supervision Competencies, Head master evaluates the performance of teachers and education personnel on a regular basis at the end of every end years of learning, principals provide direct supervision during the learning process in the classroom. (d) Social Competence, headmaster participate in any activity within and outside the school.

The article discusses the formation of professional competence of a manager of a healthcare institution. The structure of managerial competencies is considered. The system of competencies of a specialist in the management of healthcare institutions is detailed. The main tasks of the modern process of integration of education and science in the field of management and medicine are considered.

espanolEn el marco de la crisis economica que experimenta Venezuela, el sector empresarial zuliano ha tenido que modificar sus estrategias en todos los ambitos organizacionales para poder mantenerse activos en la region y en ese devenir las competencias gerenciales que se requieren de la poblacion economicamente activa no han permanecido estables; ante esto, se ha considerado importante determinar las competencias gerenciales genericas demandadas por el sector empresarial en el municipio Maracaibo del estado Zulia- Venezuela. Para el abordaje teoricio se asumieron las posturas de Martinez y Echeverria (2009), Tobon (2005), Tobon (2008) y Alles (2009), entre otros. Se empleo una metodologia tipo descriptiva, empleando diseno contemporaneo y de campo. La muestra no probabilistica intencional quedo conformada por 88 empresas. Para la recoleccion de datos se empleo un cuestionario estructurado, con escala likert, aplicado a gerentes; posterior a la recoleccion de datos, se agruparon los mismos mediante la estadistica descriptiva. Entre los resultados encontrados se destacan que las competencias genericas demandadas por los sectores panadero, ferretero y farmaceutico, abarcan los tres saberes: actitudinal, cognoscitivo y procedimental, predominando los dos ultimos. Se concluye que se requiere un profesional operativo, centrado en los procesos internos de las empresas, y a pesar de estar inmerso, como ser, en el complejo contexto economico nacional, para las empresas no es relevante un profesional sistemico, captador de informacion, tampoco interesa que analice entorno ni comprenda la relacion de la empresa en su ambito para negociar. EnglishIn the context of the economic crisis that Venezuela is experiencing, the Zulia business sector has had to modify its strategies in all organizational areas in order to remain active in the region and in that future, the managerial competencies required of the economically active population have not remained stable; In view of this, it has been considered important to determine the generic managerial competences demanded by the business sector in the Maracaibo municipality of Zulia state-Venezuela. For the theoretical approach, the positions of Martinez and Echeverria (2009), Tobon (2005), Tobon (2008) and Alles (2009), among others, were assumed. A descriptive methodology was used, using contemporary design and field. The intentional non-probabilistic sample was made up of 88 companies. For data collection, a structured questionnaire was used, with a likert scale, applied to managers; after the data collection, they were grouped using descriptive statistics. Among the results found, the generic competences demanded by the baker, hardware and pharmaceutical sectors cover the three areas of knowledge: attitudinal, cognitive and procedural, predominating the last two. It is concluded that an operational professional is required, focused on the internal processes of the companies, and in spite of being immersed, as it is, in the complex national economic context, for the companies a systemic professional, information collector is not relevant, neither is interested that analyze environment or understand the relationship of the company in its scope to negotiate.

This paper reports on the differences of managerial competencies among MBA students from American and European business schools. The results of this research suggest that there are certain differences of not only nationality but also gender. The study also points out the need for different managerial competency profiles to better assess MBA students looking for future career development. The results of this study indicate that there is a difference at the national level between assessed managerial competencies of American and European MBA students that can be attributed to cultural factors. This conclusion confirms the findings of Chong (2008) and Akinola, Martin, and Phillips (2018). Secondly, at the organisational level, cultural differences manifest themselves in some but not all assessed managerial competencies. These research findings provide empirical evidence which suggests that, in managing and advising international and global future managers, one ought to distinguish between external, interpersonal and personal managerial competencies which are applicable across cultures and which are prone to cultural differences.

The general intention of this study is to identify Human Resource Managerial Competencies , to measure the competence among various levels of HR Managers Method: By a survey, data was collected from sample of 120 managers in production engineering companies and multiple regression technique was used with SPSS 21.0 software. Findings: There are four major determinants of Human Performance Enhancement (HPE): HPE Method Specialist, HPE Facilitation, HPE Implementer, and HPE Evaluator .Competencies were grouped as Visionary, Gap Assessor, Strategic Trouble shooter, Forecaster of Consequences, Action Plan Facilitator which are concluded as predictors to determine HPE. All five competency groups have impact on HPE

This aim of research is to know the effect of implementation managerial competencies, compensation and career planning toward employee performances through Job satisfaction at PT. BANK BTPN Tbk Micro Banking Division (MUR) Pekanbaru Branch. The number of populations in this research was 71 employee at PT. Bank BTPN Tbk Micro Banking Division (MUR) Branch Pekanbaru. According to sampling qualification, all of population will be used for sampling research. Data collecting method employed questioner within conducted validity test, reliability test. Hypothesis test employed normality test, linierity test, Multicolinearity test, path analysis, F test, and test t. The result of this research found that : 1) there is a significant effect of managerial competencies toward job satisfaction with path analysis of 0,234; 2) there is a significant effect of compensation on job satisfaction with path analysis of 0,233; 3) there is significant effect of career planning on job satisfaction with path analysis of 0,237; 4) there is a significance effect of managerial competencies on employee performance with path analysis of 0,339; 5) there is a significance effect of compensation on employee performance with path analysis of 0,264; 6) there is a significance effect of career planning on employee performance with path analysis of 0,222; 7) there is a significance effect of job satisfaction on employee performance with path analysis of 0,208. This research also found that the most influence factors is the managerial competencies.

Managerial competencies and performance appraisal practices are often ignored when considering the performance of Small-to-Medium Enterprises (SMEs). Yet, these competencies and practices are fundamental for the survival of the SMEs. SMEs are critical for economic growth and job creation in many economies. The current study sought to establish whether managerial competencies and performance appraisal practices correlate with SMEs’ performance in South Africa. Firm performance was measured using two variables: innovation and return on investment (ROI). The study adopted a structural equation modelling analytical approach. Interpersonal competencies were found to be a significant factor of managerial competencies, but conceptual and political competencies were not. The study also found that managerial competencies, and not performance appraisal practices, significantly correlated with both innovation and ROI. The study recommends that performance appraisal practices be tailored to suit SMEs in the developing countries context.

Human resource management (HRM) is one of the rapidly evolving areas of VR application. Recently, there has been an increasing focus on the development of staff selection and competency assessment tools. The purpose of this paper is to disclose the key points of immersive VR applications based on real work situations for the assessment of managerial competencies. In doing this, first, 29 and later, after improving the VR applications, 50 experiments were performed testing 11 different VR applications based on managerial issues. Immersion in VR was assessed using the Slater-Usoh-Steed questionnaire (SUS), supplemented by questions allowing for assessing the immersiveness of simulated managerial situations and subjective feelings of stress while in VR. In line with the research findings, insights are provided on how to enhance the immersive VR applications based on real managerial situations for the assessment of competencies.

The article analyzes the possible directions for implementing digital tools and strategies in marketing, which is becoming a condition for competitive companies in global markets. Since, as a global process, digitalization covers all markets, the purpose of the paper was to analyze the changes that have been taking place with marketing tools and strategies, using the example of companies operating in Russian markets. The author conducted a study, based on the methods of interviews with top company managers, of the directions and problems facing the implementation of digital tools and strategies. The results of the survey show the potential practical directions of using digital strategies, as well as the emerging risks that come from being resistant to change. The analysis revealed problems, but allows us to make recommendations for new research into the necessary managerial competencies for effectively implementing digital strategies.

This paper investigates the managerial competencies played at different phases of digital metamorphosis projects. We define digital metamorphosis as the socio-technical counterpart of digital transformation in organizations, where the former focuses more on people’s skills, managerial attitudes and organizational behaviours rather than on mere technology innovation. We applied an instrumental collective case research method, aimed at understanding whether managerial competencies were present and how they configured during projects ranging from consumer services to organizational digitization. We collected data of six digital projects with semi-structured interviews carried out in six companies, featuring heterogeneous sectors, size and technology adoption levels. For each project, we asked which competencies were expected in each project phase, and which of them were observed instead. We recorded relevancy ratings and contextual insights about their successful application during the projects ongoing. We report our findings and discuss them in the vein of questioning concepts like fixed managerial roles, traditional project management and design methods in organizations. We argue that all of these concepts may be challenged by the metamorphosis of practices, people skills, and projects design that the new wind of digital disruption is weaving.