By Peter Docherty, Barry Nyhan
European competitiveness in an international point of view is an enormous factor at the schedule of the eu Union and ecu undefined. The query of competitiveness is usually re lated to continuous technological swap and altering paintings buildings to create extra versatile and adaptive paintings areas. yet those adjustments are in themselves inadequate to satisfy the calls for of a turbulent enterprise setting, in the event that they usually are not led to in shut dating with and anchored to the improvement of the human source poten tial. Technological innovation and smooth post-Tayloristic paintings constructions position new calls for on staff. employees' talents and potential has to be raised in almost each sphere - in what are termed the recent key/core abilities concerning knowl facet and cognitive abilities, social talents, basic and paintings similar character personality istics including a excessive point of technological skill. while, to make optimum use of the human capability, the way paintings is organised and accord ingly the best way individuals are controlled, needs to enable employees to improve and use the mandatory expertise. An built-in Human source improvement technique is required during which staff talents and skills take a critical position. ecu competitiveness, from this angle, implies a strategic selection via eu compa nies and coverage makers to speculate in humans and their (potential) abilities.
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Additional info for Human Competence and Business Development: Emerging Patterns in European Companies
This can suitably take place in local planning systems at the 37 disposal of the operators. Such systems have formed an important part of the development work within ABB and are being developed within such companies as Swedish Rail. 43 Reflection Having planned, acted and received feedback, the next logical step in the learning process is to reflect on the experiences gained; to compare the plans, the actions and results, and to think through the possible reasons for possible deviations. The reasons may be related to one's own actions, own interpretations of the situation and/or the environment, actions or interpretations of other actors, and so forth.
Stockholm: National Agency for Government Employers. 21 Bessant, J. (1993) "Towards Factory 2000: Designing Organisations for ComputerIntegrated Technology". In Clark, J. ) Human Resource Management and Technical Change. London: Sage. (1992) "Automation and Work in Britain". In Adler, P. ) The Future of Work and Technology. New York: Oxford University Press. 23 Cooley, M. cit. (anthropocentric and human-centred) Emery, F. E. & Trist, E. L. (1969) "The causal texture of organisational environments".
Elliot put it "words slip and slide and lose their meaning, they don't stand still". COMPETENCE To have the capacity to carry out " a whole professional task" understanding the "concept" ("Action competency) - Personal Authority Dynamic Informal "Cando" Reality test • QUALIFICAnON ~ CERTIFICATION To have attained formal standards with regard to a defined profession To carry out a defined role in the economic system I· I· - Professional Group - Static - Formal - "A way of being" (status) - Pressure Group - Institutional system - Static - Legal authorisation - Documentation - Recognition Figure 3.