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Bagheri, Nasrin | 2009

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  1. Type of Document: M.Sc. Thesis
  2. Language: Farsi
  3. Document No: 40100 (44)
  4. University: Sharif University of Technology
  5. Department: Management and Economics
  6. Advisor(s): Alavi, Babak
  7. Abstract:
  8. The measure of success in a company is determined by a high performing workforce that demonstrates the competencies necessary to drive the business success, while meeting the organization's strategic goals. This is where competency-based human resource management becomes important. The main factor contributing to the above noted area is the identification of core competencies. There has been a lot of research in this area during the past few years. Each research demonstrates an approach for the development of critical human resource competency models in an organization. In order to determine the foregoing competency model, the early studies in this area have been focused on the distinction between successful performers and other similar colleagues; While recent studies try to link the organization strategy to the organizational and individual performance. The study of evolution of those approaches in the development of human resource competency models, explores the integration of individual capabilities that accompanies the organizational core competencies, which consequently provides organizational competitive advantage. In this research, the balanced scorecard model is used as a tool for translating organizational goals and strategies into measure of success in financial, customer, internal business processes and learning and growth perspectives. According to this model, a framework for the development of competency model of key workforce in an organization is processed. In the initial framework, key inputs for competency model development are as follows: (1) Customer’s expected value, in customer perspective, (2) business processes, in internal business processes perspective, (3) informational capital, in learning and growth perspective, (4) organizational capital, in learning and growth perspective. In order to validate the proposed framework, the competency model of a software support expert within a software company was developed by using a qualitative research method. The numbers of 27 Interviews with informant and knowledgeable stakeholders were conducted. The foregoing interviews were then analysed by theme analysis method. Last by not least, the proposed framework is improved in accordance with the outcome of the modified research. Some key competencies identified in this study were problemsolving, teamwork, planning and time management, and flexibility. This study also suggests that this framework should be used in future research in order to develop competency models of key workforce in other industries.
  9. Keywords:
  10. Competency ; Balanced Scorecard ; Competency Model ; Software Support ; Support Expert

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