An Employee Competency Framework in a Welfare Organization

Sara Mehrab Daniali, Sergey Evgenievich Barykin, Farzin Mohammadbeigi Khortabi, Olga Vladimirovna Kalinina, Olga Anatolievna Tcukanova, Elena Konstantinovna Torosyan, Svetlana Poliakova, Sergey Prosekov, Nikita Moiseev and Tomonobu Senjyu
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Sara Mehrab Daniali: Graduate School of Service and Trade, Peter the Great St. Petersburg Polytechnic University, 195251 St. Petersburg, Russia
Sergey Evgenievich Barykin: Graduate School of Service and Trade, Peter the Great St. Petersburg Polytechnic University, 195251 St. Petersburg, Russia
Farzin Mohammadbeigi Khortabi: Department of Theory and Organization of Management, State University of Management, 109542 Moscow, Russia
Olga Vladimirovna Kalinina: Graduate School of Industrial Management, Peter the Great St. Petersburg Polytechnic University, 195251 St. Petersburg, Russia
Olga Anatolievna Tcukanova: Faculty of Technology Management and Innovation, ITMO University, 197101 St. Petersburg, Russia
Elena Konstantinovna Torosyan: Faculty of Technology Management and Innovation, ITMO University, 197101 St. Petersburg, Russia
Svetlana Poliakova: Department of Business Informatics, Financial University under the Government of Russian Federation, 197198 St. Petersburg, Russia
Sergey Prosekov: Faculty of Social Sciences and Mass Communications, Financial University under the Government of the Russian Federation, 124167 Moscow, Russia
Nikita Moiseev: Department of Mathematical Methods in Economics, Plekhanov Russian University of Economics, 117997 Moscow, Russia
Tomonobu Senjyu: Department of Electrical and Electronics Engineering, University of the Ryukyus, Okinawa 903-0213, Japan

Sustainability, 2022, vol. 14, issue 4, 1-20

Abstract: Purpose—The aims of the current study were as follows: (1) to develop a framework of the job competence of employees to examine the recruitment of employees in their specialized fields, and (2) to answer the question of whether the development of that framework of the job competence of employees in attracting and employing people or their appointment and promotion was effective in achieving the goals of the organization. Design/methodology—Researchers examined the work environment of a branch of the Welfare Organization of Iran and the most important duties and responsibilities of the employees of the specialized spheres of the organization. Afterward, researchers listed the essential knowledge, skills, and attitudes necessary for the employees. Then, the authors asked 70 experts working in this organization to express their views on the importance of each of these items and the status of each of the proposed items in terms of their relevance, clarity, simplicity, and ambiguity. Accordingly, the competencies were categorized and titled. The identified competencies were classified into four main groups: needs assessment, planning, implementation, and evaluation. The authors used the pairwise comparison method and the hierarchical analysis process approach to weighting. Findings—The authors set and presented critical competencies related to each specialized field of healthcare, social, educational, and cultural affairs in separate frameworks. The research results allowed theoretical and practical approaches to modeling to consider transversal and disciplinary competencies for a social, economic, or environmental commitment based on the sustainability concept. Value—Developing the employee competency frameworks of the health service is essential for sustainable development. The validated employee competency frameworks in the Welfare Organization can be applied in other provinces of Iran and other sectors of the healthcare system.

Keywords: work performance; competency framework; hierarchical analysis process (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2022
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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