Core Competencies
Prepare a paper in which you:
Discuss one of the 4 or 5 core competencies within your company ophthalmology medical practice, you can also find and research any company on the web.
Apply the 3 part test to that competency.
Describe what actions must upper management take to nurture the competency
Discuss the implications of an industry phase for that competency.
Discuss problems with the maintenance of the competency in situations where a corporation is seen as a collection of Strategic Business Units.

In this 5 page Doctoral level essay, please determine and describe the core competencies required for successful executive coaching. In addition, please compile and analyze the various factors that can contribute to negative coaching outcomes. Please use Level 1 headings (APA style) as needed.

Please use American syntax. Times New Roman 12 pt. font (double spaced). If there are direct quotes please provide the page number (paragraph number if there are no page numbers). Please use current resources (textbooks) and ensure the resources cited in the body of the paper are correctly identified in the Reference page. **The textbooks being used in this course are:

Flaherty, J. (2010). Coaching: Evoking excellence in others (3rd ed.). Burlington, MA: Butterworth-Heinemann. ISBN: 9781856178167

Hudson, F. (1999). The handbook of coaching. San Francisco: Jossey-Bass. ISBN: 0787947954

Peltier, B. (2009). The psychology of executive coaching: Theory and application. (2nd ed.). New York: Taylor & Francis. ISBN: 9780415993418

Goldsmith, M., & Lyons, L. (2006). Coaching for leadership (2nd ed.). San Francisco: Jossey-Bass. ISBN: 0787977632

If you have any questions or need additional information, please do not hesitate to leave a message. Thank you for your ideas on the above subject.

Customer is requesting that (Gibbs) completes this order.

Each advanced role has specific core competencies specific to the specialization. Follows are links to websites describing core competencies that are relevant to the College of Nursing advanced role specializations:

Non-Clinical Advanced Roles:
Nurse Educator: http://www.nln.org/profdev/corecompetencies.pdf
Nurse Administrator: http://www.aone.org/resources/leadership%20tools/PDFs/AONE_NEC.pdf
Clinical Advanced Role:
Nurse Practitioner: http://www.nonpf.com/displaycommon.cfm?an=1&subarticlenbr=14
To prepare for this assignment review all core competencies and then provide a response to your review of these competencies considering the following:

Compare and contrast the core competencies of a clinical and non-clinical advanced role. For example, if you are a Nurse Educator or Nurse Administrator student, compare your roles core competencies to the Nurse Practitioner core competencies.
Analyze the similarities and differences in implementation of the competencies within the roles selected.

General Subject above, I entered "Tourism". Actually it is "Hospitality".

Number of pages: Total 20, breakdown: 10 pages Literature Review chapter + 10 pages Archival Review chapter.

Number of sources: 10 for Literature Review chapter + 5 for Archival Review chapter.
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For Literature review chapter- please research and answer all my questions, below (10 pages)

For Archival review chapter- do the same as above (10 pages)
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Introduction:
Research problem: What are the core competencies of a successful bed and breakfast?

? LITERATURE REVIEW
1. What elements would maximize the success of a bed and breakfast?
o What are the common mistakes most B&B owners make?
o How can I market the bed and breakfast business effectively and logically?
o How would I obtain customer relationship?
o How would I manage human resources and maintain daily outstanding service?
o How can I justify my funding request to a financial institute?

o ARCHIVAL REVIEW
? What elements would maximize the success of the bed and breakfast?
What are the common mistakes most B&B owners make?
How can I market the bed and breakfast business effectively and logically?
How would I obtain customer relationship?
How would I manage human resources and maintain daily outstanding service?
How can I justify my funding request to a financial institute?

Prepare a paper that defines a core competency and provides examples from your experience. (Medical Ophthalmology Practice)

Define Core Competency as you understand it.

Google search on the definition of "core competency" - according to the "FreeDictionary.com" website, the definition of core competency is the one thing a company can do better than its competitors.

A core competency can be anything from product development to employee dedication. Per the website the authors of our text were credited with the original definition and concept which they presented in a Harvard Business Review article in 1990. The authors further explained that a company's core competence is different from a capability. Capabilities are those attributes or resources that allow the company to compete. The core competencies are those attributes that allow the company to distinguish itself from the competitors.
1 Build on the Core Competencies of Your Small Business, http://www.powerhomebiz.com/vol144/competencies.htm.

2. http://www.quickmba.com/strategy/core-competencies.

3. Consuming Passions, Mann, Susan S., Smith, Jeffrey R., and Trouv, Olivier
Outlook Journal, 2005 Accenture retrieved July 11, 2007
http://www.accenture.com/Global/Research_and_Insights/Outlook/ConsumingPassions.htm

Yahoo! search on the definition of "core competency" - according to the "Wikipedia.org" website, the definition of core competency is something that a firm can do well and that meets the following three conditions specified by Hamel and Prahalad (1990):
It provides customer benefits
It is hard for competitors to imitate
It can be leveraged widely to many products and markets.

few more sites that discuss core competencies:

http://www.ravenwerks.com/leadership/core_competencies.htm

http://www.powerhomebiz.com/vol144/competencies.htm

http://www.tutor2u.net/business/strategy/core_competencies.htm

http://en.wikipedia.org/wiki/Core_competency

Good Day,

I would like the same writer to complete my research if possible. Writer?s
Answer the following questions:
Review the Careers link on L?Oreal?s worldwide corporate Web site (go to www.loreal.com and click on the company?s worldwide corporate Web site option). The section provides extensive information about personal development, international learning opportunities, integration of new hires into existing teams, and other areas of management development. Please respond to the following:
1. Discuss how the programs discussed help build core competencies and competitive capabilities at L?Oreal.
2. Use the chapter?s discussion of building core competencies and competitive capabilities as a guide for formulating your response.

Case- The Brady Training Program: Respond to the following:
(View the Case Study attachment)
1. How do you account for Bill?s behavior during and after participation in the training?
2. Should Bill stay with Brady or take a job with one of the other companies he has interviewed with?

NUR 527 Assignment #3: Examples of Competencies, Scope of Practice, and Standards of Practice in
the Health Care Setting
Overview: For this assignment, you will prepare a four-page paper (excluding the title page and
reference page) that discusses and assesses the competencies, scope of Practice, and standards of
practice from several different perspectives.
Paper format: Use APA format. The paper should be double-spaced, with 1 inch margins, and in either
Times New Roman 12 or Arial 11 font. Include a title page, a maximum of three pages of written text,
and a separate reference page. Use the section headings indicated below in the paper. Cite all sources in
the reference list. Follow the instructions closely.
Instructions: (Paper = 100 points)
Section 1. Introduction (5 pts.)
? Provide a brief (one paragraph) introduction to your paper.
Section 2. Identify the scope and standards of a nurse administrator (30 pts.)
? Discuss the competencies, scope of practice, and standards of practice or a nurse administrator
with your preceptor or another individual with the qualifications and role of a nurse
administrator.
? In approximately one page, discuss some of your findings from this discussion.
Section 3. Characteristics of an effective nurse administrator (30 pts.)
? Independently assess the traits, attributes, and skills of at least two individuals with the
qualifications of, and serving in the role, a nurse administrator.
? In approximately one page, use the core competencies, scope of practice, and standards of
practice for a nurse administrator, to contrast these individuals as they serve in their role of
nurse administrator.
Section 4. Individual Assessment (20 pts.)
? In approximately one page, use the competencies, scope of practice, and standards of practice
for a nurse administrator to:
o Discuss your strongest two attributes. Provide an example of this attribute within the
health care setting.
o Discuss your weakest two attributes. Provide an example of this attribute within the
health care setting.
Section 5: Summary (5pts)
? Provide a brief (one paragraph) summary for your paper.
? Identify at least 2 insights you learned from this assignment.
Scholarly Presentation - Formatting (5 pts.)
? Adherence to paper guidelines, including maximum length, use of section headings within the
paper, and use of the UABSON cover page template.
? APA: Correct spelling, grammar, punctuation, and sentence structure.
Scholarly Presentation - Citations/References (5 pts.)
? APA: All sources (including quotes) cited appropriately and all in-text and reference list citations
in correct APA format.
? Failure to properly cite ALL sources - especially any quoted material from those sources - is
PLAGIARISM and may result in the loss of all 20 Scholarly Presentation points.
NOTES:
? Excluding the title page and reference page, the maximum length is 4 pages; content over 4
pages will not be graded.
? Limit the use of direct quotes.

? Using current United States Nursing Literature, research and discuss the following TOPIC in a 6 page scholarly research paper(6 pages does NOT include abstract, title and reference pages):


TOPIC:
Discuss the Institute of Medicine (IOM) 5 core competencies and implications for nursing education and professional


Instructions :
1 Introduction and background of Topic Including historical relevance

2 Develop the Topic through research and literature review

3 Describe and analyze the Importance of the Topic to healthcare/nursing

4 Discuss the Impact to Nursing or the Health Care Profession

5 APA/Scholarly Writing/5 References minimum

NO PLAGIARISM. LITERATURE MUST NOT BE MORE THAN 5 YEARS OLD.

Your Organization is EMC Corporation:
you have two sections, please answer each question seperately:

1) How would you describe the core competency of EMC Corp?
What is the significance of understanding core competencies?
Do core competencies provide competitive advantages or value to organizations?

Explain your response.

List your core competencies, and explain how each one impacts the employees, the products or services and your bottom line. Identify the knowledge acquisition process that is prevalent in your organization, and what it means to be a top contender in your market.


2) What are some characteristics of a relationship management structure for dealing with IT?s internal business partners? You might want to define the organization, its function, and its value to the enterprise.
Most organizations are separated into many diverse groups to create a managerial strategy that is organized and self contained within the main structure of the corporation. Such a structure allows for competitiveness within the company to create the best products for market. Apple was known for a very organized business model and internal structure to leadership. CEO was at the center of the hub, with associate leaders in charge of many different sectors of the monster enterprise corporation.

Within the business, Mr. Jobs would promote competition to create better and better ideas, and products for consumers. He thrived on strict discipline and productivity from all sectors of the corporation. What emphasis would you put on ?competition? within the organization, do you think it?s a good idea or would it destroy the need to cross-collaborate with other sectors of the same.

Choose an industry you have not yet written about in this course, and one publicly traded corporation within that industry. Research the company on its own Website, the public filings on the Securities and Exchange Commission EDGAR database (http://www.sec.gov/edgar.shtml), in the University's online databases, and any other sources you can find. The annual report will often provide insights that can help address some of these questions.YOU CAN TRY IT ON BEST BUY!

Write an eight to ten (8-10) page paper in which you: ANSWER ALL Questions!!!

1.Choose the two (2) segments of the general environment that would rank highest in their influence on the corporation you chose. Assess how these segments affect the corporation you chose and the industry in which it operates.
2.Considering the five (5) forces of competition, choose the two (2) that you estimate are the most significant for the corporation you chose. Evaluate how well the company has addressed these two (2) forces in the recent past.
3.With the same two (2) forces in mind, predict what the company might do to improve its ability to address these forces in the near future.
4.Assess the external threats affecting this corporation and the opportunities available to the corporation. Give your opinions on how the corporation should deal with the most serious threat and the greatest opportunity. Justify your answer.
5.Give your opinion on the corporation's greatest strengths and most significant weaknesses. Choose the strategy or tactic the corporation should select to take maximum advantage of its strengths, and the strategy or tactic the corporation should select to fix its most significant weakness. Justify your choices.
6.Determine the company?s resources, capabilities, and core competencies.
7.Analyze the company?s value chain to determine where they can create value using the resources, capabilities, and core competencies discussed above.
8.Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
The specific course learning outcomes associated with this assignment are:

Identify how the six segments of the general environment affect an industry and its firms.
Identify the five forces of competition.
Analyze the external environment for opportunities and threats that impact the firm.
Analyze the internal environment of a company for strengths and weaknesses that impact the firm?s competitiveness.
Use technology and information resources to research issues in business administration.
Write clearly and concisely about business administration using proper writing mechanics.

(Will be submitted via turn it in and APA format is important!!!)

Choose an industry you have not yet written about in this course (DO NOT CHOOSE WALMART), and one publicly traded corporation within that industry. Research the company on its own Website, the public filings on the Securities and Exchange Commission EDGAR database (http://www.sec.gov/edgar.shtml), and any other sources you can find. The annual report will often provide insights that can help address some of these questions.

-Choose the two (2) segments of the general environment that would rank highest in their influence on the corporation you chose. Assess how these segments affect the corporation you chose and the industry in which it operates.
-Considering the five (5) forces of competition, choose the two (2) that you estimate are the most significant for the corporation you chose. Evaluate how well the company has addressed these two (2) forces in the recent past.
-With the same two (2) forces in mind, predict what the company might do to improve its ability to address these forces in the near future.
-Assess the external threats affecting this corporation and the opportunities available to the corporation. Give your opinions on how the corporation should deal with the most serious threat and the greatest opportunity. Justify your answer.
-Give your opinion on the corporation's greatest strengths and most significant weaknesses. Choose the strategy or tactic the corporation should select to take maximum advantage of its strengths, and the strategy or tactic the corporation should select to fix its most significant weakness. Justify your choices.
-Determine the company?s resources, capabilities, and core competencies.
-Analyze the company?s value chain to determine where they can create using the resources, capabilities, and core competencies discussed above.
Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.

Assignment must follow these formatting requirements:

-Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA format.
-Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

The specific course learning outcomes associated with this assignment are:

-Identify how the six segments of the general environment affect an industry and its firms.
-Identify the five forces of competition.
-Analyze the external environment for opportunities and threats that impact the firm.
-Analyze the internal environment of a company for strengths and weaknesses that impact the firm?s competitiveness.
-Use technology and information resources to research issues in business administration.
-Write clearly and concisely about business administration using proper writing mechanics.

Hi,
The topic of my research paper is PepsiCO. I must identify PepsiCo's situational analysis which includes PepsiCo's..

Internal
resources
tangible and intangible
Capabilities
core competencies
value chain analysis

Introduction
The continued integration of information technology within the nursing profession is resulting in the development of nursing informatics as a distinct specialty. As with other specialty areas, nursing informatics has unique foundational documents, concepts, competencies, and functions. How might information technology competencies pertain to your professional practice?
This week focuses on the core competencies and scope and standards of practice in nursing informatics. If you are not specializing in nursing informatics, some functional areas will be more relevant to your professional role than others. Therefore, this week you will analyze the key functional areas of nur

Organizations have developed structured models to facilitate decision-making, for nearly all aspects and functions, pertaining to their business world. It was only a matter of time, before organizations would continue this trend and develop a structured model for dealing with conflict.

The basis of a good model, is that it takes into consideration the major factors and players affecting the subject of the model.

The following article (below), presents an overview of the sources and conflict resolution strategies, within an organization.

The Case Assignment
Please read - Guttman, H.M. (2009). Conflict Management as a Core Competency for HR Professionals.
People and Strategy. New York: 2009. Vol. 32, Iss. 1; p. 32.

Abstract (Summary): Conflict can be devastating in business as well. It can destroy morale, polarize co-workers and divert precious energy from meeting business goals. A University of North Carolina survey of 1,400 workers found that more than half had lost time at work due to conflicts with colleagues. And 22% said conflict had reduced their productivity. Whether workplace conflict works for or against an organization, shores it up or undermines its foundation, depends on how that conflict is managed. While conflict within organizations is becoming increasingly prevalent and more and more of a disadvantage, some organizations and their teams have learned to effectively manage conflict. For HR to make a real contribution to team success, HR professionals need to possess the skills needed in a high-performance environment. Apart from transferring conflict management skills -- influencing, active listening, assertion and depersonalizing issues -- they need to role-model them in their own interactions throughout the organization.

After carefully reading through the Module background material, and this article , please answer (in about 3 pages), the following questions:

1. How does the Author characterize the sources of conflict within an organization?

2. is conflict resolution only within the jurisdiction of the HR people? explain?

3. Is it important or necessary in an organization, to understand these sources of conflict, as we have an autocratic structure that can impose a resolution?

Expectations
1. Identify each source clearly and explain how it affects the organization.
I2. n response to question 3, I would like to see you implement critical thing in your assessment.

I will be submitting the following resources, powerpoint presentation, text book (read ch.2) and the article by Guttman, H.M.
There are faxes for this order.

at a college level
?Select one task statement associated with any of the Core Competencies of Nurse Educators and generate three research questions related to that task. Discuss how findings from your proposed research would advance the science of nursing education.

Computer

First, list out four to six capabilities that your research identifies as critical for a computer firm to perform, on a minimal level of efficiency and effectiveness, if they want to compete in the industry. Then in the next column, for each of the capabilities you have listed, explain in two or three sentences, why this capability is so important for all computer firms. Finally, in the last column, set out in three of four sentences what the impact would be on an individual computer firm in competition if they lost the ability to perform this capability with minimal effectiveness.

Step Two

Within the computer industry, select four firms.

Assess each capability for each firm. Use your own experience or knowledge of the firms capabilities and supplement that with information you get from the Web. Be careful of self-serving information from company Web sites or annual reports. Determine the extent to which any of the capabilities in the grid are competencies for any particular firm.


Be sure that you explain why the capabilities you have identified meet the requirements needed to be considered core competencies.


1. Capability

2. Why this capability is necessary to be competitive in the computer industry.

3. The impact on the firm if it lost the ability to execute this capability with minimal effectiveness.

Starbucks Core Competencies

Goal of the project:
Being able to conduct in-depth strategic-management related research, apply the theoretical framework to real life examples, write a research report, and present your findings in a rigorous manner.

Please Use most recent information like the information from 2010-2012. Do not use the outdated information.

See the upload files which is the requirements about the table, figure and citation.
Also there is a sample report, please follow the sample report's format, like how to deal with the table and figure.
And I attached starbucks' Annual Report.

Topic:
Analysis Starbucks Core Competencies
Goal of the project: Being conduct -depth strategic-management related research, apply theoretical framework real life examples, write a research report, present findings a rigorous manner.

(Please use Starbucks' 10K or Annual Report as one of the sources)

Write a 3-5 page paper in which you:
1.Discuss the most likely IKEAs core competency, how you would test whether this is truly a core competency, and the steps would you recommend that IKEA take if it isnt.
2.Compose a 1-2 page memo to advise a company that is entering into a strategic alliance about what it must do to increase the chances of success. Address at least three issues the company will likely face.
GUIDELINES:
Your assignment should adhere to these guidelines:
Write in a logical, well-organized conventional business style. Use Times New Roman font size 12 or similar, double space, and leave ample white space per page.
All references must follow JWMI style guide and works cited must be cited appropriately. Check with your professor for any additional instructions on citations.
On the first page or in a header, include the title of the assignment, the students name, the professors name, the course title, and the date. Reference pages are not included in the assignment page length.

There are faxes for this order.

Complete a response to each question in no more than 2-3 paragraphs (target no more than to page response for each question). A simple one or two sentence response will not be acceptable and will be given a grade of zero. Proper grammar and sentence mechanics are expected.



1) Why are core competencies so important in service industries?
2) Why do small upstarts sometimes have a technological advantage over some of the enormous multinational organizations with equally gigantic budgets?
3) How is technology in operations affecting competition at the worldwide level?
4) What are pros and cons associated with outsourcing a number of supply chain activities?
5) Do you think integrated services are more appealing to customers in a B2B or a B2C industry? Why?

My industry is the Financial/Banking Industry and the corporation is Wells Fargo and Company

Choose an industry you have not yet written about in this course, and one publicly traded corporation within that industry. Research the company on its own Website, the public filings on the Securities and Exchange Commission EDGAR database (http://www.sec.gov/edgar.shtml), in the University's online databases, and any other sources you can find. The annual report will often provide insights that can help address some of these questions.

Write an eight to ten (8-10) page paper in which you:

Choose the two (2) segments of the general environment that would rank highest in their influence on the corporation you chose. Assess how these segments affect the corporation you chose and the industry in which it operates.
Considering the five (5) forces of competition, choose the two (2) that you estimate are the most significant for the corporation you chose. Evaluate how well the company has addressed these two (2) forces in the recent past.
With the same two (2) forces in mind, predict what the company might do to improve its ability to address these forces in the near future.
Assess the external threats affecting this corporation and the opportunities available to the corporation. Give your opinions on how the corporation should deal with the most serious threat and the greatest opportunity. Justify your answer.
Give your opinion on the corporation's greatest strengths and most significant weaknesses. Choose the strategy or tactic the corporation should select to take maximum advantage of its strengths, and the strategy or tactic the corporation should select to fix its most significant weakness. Justify your choices.
Determine the company?s resources, capabilities, and core competencies.
Analyze the company?s value chain to determine where they can create value using the resources, capabilities, and core competencies discussed above.
Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
The specific course learning outcomes associated with this assignment are:

Identify how the six segments of the general environment affect an industry and its firms.
Identify the five forces of competition.
Analyze the external environment for opportunities and threats that impact the firm.
Analyze the internal environment of a company for strengths and weaknesses that impact the firm?s competitiveness.
Use technology and information resources to research issues in business administration.
Write clearly and concisely about business administration using proper writing mechanics.

This assignment needs two (2) parts:
1. Outline for paper.
2. Actual paper with a 10 page max.

The paper will demonstrate your knowledge of material concepts by analyzing a work situation and suggesting a course of action.

The expectation is that the paper will be of value in forwarding your future career, it might also include management at yours place of employment. (I work as a billing manager in ophthalmology practice).

You may write a paper about an expected or past work situation. The expectation in that scenario is the same; the paper should demonstrate knowledge of material concepts and the ability to use them in an effort to effect change.

Summary
During this study, you have been developing a long term and strategic view of industries and their life cycle. You understand the emergence of a dominant design, the change in the placement of emphasis relative to innovation, the evolution of the organizational culture and structure, and the constantly shifting marketplace and competition. The idea of competencies has been extended to involve strategy at multiple levels.

You have developed an awareness of and/or ability to use a variety of management techniques including: SWOT, project management, supply chain management, team building, knowledge management, and a variety of quality techniques. You have gained insights into issues of globalization, licensing, mergers and acquisitions.

Innovation in Operations Management
(Most materials based on Mastering the Dynamics of Innovation by James Utterback, and The Core Competence of the Corporation by Prahalad, C.K.; Hamel, Gray.)

Overview
Industries are born, age and are replaced by new industries. Within the phases of an industry, there are changes in the product/service, the organizational structures of companies, their culture, the marketplace, and whether innovation is on the product/service or on the processes by which it is provided. Innovation to the product/service is the province of marketing and R&D. Innovation to processes will be studied in this course.

The three phases within the dynamics of innovation model (Abernathy model) of industries will be presented. Core competencies, introduced in the Managing Change course, will be re-examined in connection to process. Options will be presented for organizational structures, some being more conducive to change and innovation. Assessment tools for organizations and methods for assisting in change will be examined. Teams are presented as fundamental to any change effort; and different types of teams will be discussed in depth.

Organizational change will be separated into large scale change and incremental change. Large scale change will include ERP and re-engineering. Incremental change will be discussed as fine tuning and will be connected to continuous quality improvement and other quality efforts.

1. The Phases of Industries
1.1 The Dynamics of Innovation (Abernathy) Model
1.2 Abernathy Phases and Product Life Cycles
1.3 Innovation
1.4 Dominant Design
2: Core Competencies
2.1 A Corporation: Collections of SBU's or of Competencies
2.2 Further Thoughts on the Abernathy Model
2.3 Strategy and Core Competencies
2.4 Types of Service
3: Strategy and Structure
3.1 Tools for Designing the Organization
3.2 Silos
3.3 Culture and Organizational Structure
3.4 Organizing for Innovation
3.5 Aligning the Organization with the Market
3.6 Linking Operations and Strategy
4: Assessment Tools and Backbones for Change
4.1 Opportunities and Threats
4.2 Strengths and Weaknesses
4.3 Strategies for Change
4.4 Project Management
5: Teams
5.1 Teams (General Comments)
5.2 Virtuoso Teams
5.3 Dispersed or Virtual Teams
5.4 Multicultural Issues within
6: Large Scale Change
6.1 Reengineering
6.2 ERP
6.3 Supply Chain Management
6.4 How Companies Grow
6.5 Globalization
6.6 Knowledge Management
7: Quality, Past and Present, and its Relationship to Incremental Improvement
7.1 Key Performance Indicators and the Balanced Scorecard
7.2 Quality Retrospective
7.3 Six Sigma
7.4 Putting It All Together
7.5 Competition Based on Analytics
7.6 Learning Organizations

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Let me know if you need any more information.

After reading the article below, seek out at least two other sources beyond the background articles (but include them as appropriate for the paper) by conducting a search of the web.

Answer these questions in the paper: What do you think the future of HR will be in organizations? What do you have to support your opinion? How do you arrive at that conclusion?

HR Competencies for the Year 2000:
The Wake-Up Call!



About the Author
Stephen C. Schoonover is the president of a management-consulting firm that specializes in leadership and executive development, assessment services, organizational effectiveness, change initiatives, and the design and implementation of competency-based human resource systems. He is a board-certified psychiatrist and a graduate of Harvard College and Harvard Medical School. Dr. Schoonover has extensive consulting experience installing competency programs with a range of Fortune 100 companies over the past 16 years.


Human Resources Will Not Go Away, But You Might
Human resource functions in organizations of all sizes are undergoing fundamental change. As trends in the social and business environment reshape organizational life, HR professionals must respond with new strategies, practices and competencies. The next few years are truly a watershed. In fact, in many places, the role of human resources has already changed radically. What are the forces driving this transformation? How will HR professionals function differently? What new roles will be required? What competencies must practitioners exhibit to succeed and how can they develop them? This executive summary provides an overview of findings related to the research project1 sponsored by the SHRM Foundation to answer these critical questions.

The results presented in this summary should be taken as a wake up call. Some HR professionals participating in the study mistakenly assumed their roles were relatively secure since traditional activities, such as employee programs and compliance, are more important than ever. Other participants either denied the magnitude of emerging changes or felt a deep sense of fear about their future and the viability of human resources as a function. In contrast, many professionals saw the changing landscape of human resources as a challenging opportunity to play a more central role in their organization.

The most significant, single insight from the SHRM study was that major changes in the ways organizations function will require practitioners with new methods for adding value and new competencies. The message from study participants was clear - most professionals needed to start building new individual and team skills immediately. If these efforts to transform human resource organizations are done well, HR professionals will have much more strategic role as organizational partners who leverage human capital and expert knowledge for competitive advantage. If HR practitioners do not meet the challenge, they will play a more limited role in the organizations of the future.


A Changing Environment Requires New Roles and Competencies
The SHRM study yielded a consistent set of key functional challenges identified by HR professionals. These represent a true revolution in the dynamics of work. In today's world, information is more freely shared across all global boundaries in ways that create new forms of value, new ways of working, new stresses and skill requirements for people.

Study participants consistently noted that the changing environment is already producing major changes in the way HR professionals work. The next few years represent a critical period for the human resource community as new roles and responsibilities in organizations are being re-negotiated. So far, human resources, as a whole, is significantly behind the change curve. Clearly HR professionals will not only have to fulfill their traditional roles, but assume critical new roles that focus on adding value to operational excellence.

This new, expanded mandate cannot be performed based on the current assumptions, structures and roles in most human resource organizations. The traditional technical specialties have grown in complexity, while the knowledge and competencies required for new human resource technologies have outpaced the ability or opportunity of most practitioners to learn them.

To deal with these new requirements requires significant role realignments. For most settings, three human resource roles will predominate. Each will create value for customers through a distinct set of interventions:

HR Product and Service Specialists will focus on product and service development, delivery and support, including selecting and managing outsourced vendors and developing and applying key technologies.
HR Generalists will focus on account development and management, installation and customization of human resource products and services, and consulting interventions to maximize team effectiveness.
HR Strategists will focus on business team partnership and consultation, human resource strategy development, and alignment of human resource consulting, products and services with the organization's strategic intent.
These role realignments represent only part of the change affecting the human resource community. Another major change will be the adoption of a product and service mindset. Some specialists will focus on business products and services, others on employee offerings. Some offerings (e.g., compensation and benefits) might well fit in both categories. No matter what the focus, HR practitioners will have to test the value of their products and services based on measurable impact for specific constituencies.


Human Resource Competencies for Future Success
In concert with the specific structures and roles that human resource organizations develop for particular circumstances, HR professionals will need a range of new competencies to support the changing nature of human resource practices. The competencies that will help practitioners succeed in the future divide into three domains - core, level-specific, and role-specific.

1. Core competencies include:

Personal Attributes - those success characteristics that are most closely related to a person's basic work motives, personal traits and temperament.
Leadership Competencies - the success characteristics that help HR professionals focus on future needs and opportunities; produce strategic competitive advantage; and produce motivation, alignment and change.
Management Competencies - the key success characteristics that help HR professionals facilitate the planning, organizing, and controlling of work outputs.
Functional Skills - those manifestations of technical knowledge and skills required in all human resource roles.
2. Level-specific competencies comprise those characteristics that distinguish leaders in the following career bands or levels:

Team Leader or First-Level Manager Competencies - focus on individual and team effectiveness and executing team goals within a short time span.
Mid-Level Manager or Integrator Competencies - focus on organizational processes and practices; implementing change across operations and processes; cross-team collaboration; an internal and external focus; and managing multiple teams across a longer time span.
Executive Competencies - focus on organizational environment and culture effectiveness; on external environment and the market; generating new perspectives and directions; and on the entire enterprise over a long time span.
3. Role-Specific competencies comprise those factors, characterizing the targeted interventions that produce success for each of the following human resource roles.

HR Product and Service Specialist Competencies - focus on product and service development; delivery and support, including selecting and managing outsourced partners; developing and applying key technologies.
HR Generalist Competencies - focus on the needs of large, internal customers; act as managers of the installation and customization of human resource products and services and consultants to maximize effectiveness of business and human resource processes.
HR Strategist Competencies - focus on business team partnership and consultation; human resource strategy development; and alignment of human resource consulting, products and services with the organization's strategic direction and core capabilities.
Specific profiles that include behavioral indicators for each competency are documented in a monograph - Human Resource Competencies for the Year 2000: The Wake-Up Call!- published and distributed by SHRM. This monograph provides extensive information about the study background, methods, and results. Competency-based tools to support hiring/selection assessment, development and career pathing are provided in a separate toolkit Human Resource Competencies for the Year 2000: A Professional's Toolkit for Performance Development distributed jointly by The Schoonover Group, Inc. and SHRM.

In practice, no single professional is required to demonstrate or master all the human resource competencies presented. Generating models for specific roles or jobs can be accomplished by selecting competencies from various parts of the framework to build a profile that matches the performance needs of a particular setting. For example, an individual contributor in a compensation/benefits role might need all of the Human Resource Core competencies, none of the Level-Specific competencies, and all three competencies related to the HR Product and Service Specialist role. In contrast, an HR Generalist for a large division of a company would use Human Resource Core competencies, plus Integrator and HR Generalist competencies. Adding, deleting or refining competency criteria based on specific role or job requirements can then be done to customize profiles further.


A New Heyday or the Demise of a Function
The SHRM study highlighted that there is potentially a valuable role for HR professionals in organizations, presuming that the human resource community responds positively and creatively to the imperatives of change. To succeed, however, the human resource function must shift from being merely responsive to being much more proactive; from "backroom to the front line", from a "corporate to an operation's" focus. This change should focus on transforming HR professionals into the primary structure, process and workforce consultants for organizations. As such, they will add significant value through the:

development, clarification, and communication of an organization's culture, vision and values.
definition, communication, facilitation and development of the organization's key capabilities (i.e., core competencies), best practices (i.e., successful strategies consistently applied by teams that support core capabilities), and the critical supporting competencies.
creation, distribution, and support of business and employee products and services.
generation of a clear, measurable impact on employees and the enterprise (e.g., ROI assessment).
Study results indicate that each type of intervention will rely heavily on technology and outsourcing as key enablers of leaner, more focused human resource organizations. The human resource community will also consult in developing and packaging the intellectual capital of organizations, ensuring its communication through media and computer networks. Human resource organizations will need to provide on-line access to products and services as well as face-to-face support in their application. Future practitioners will be the ambassadors of a "high tech", "high touch" approach in which they provide rapid, customized solutions to workforce issues for their customers.

Participants in the SHRM study strongly reinforced that the human resource role of the future will depend on the initiative and motivation of professionals pursuing a vision - an ideal future state in which HR practitioners become true leaders in their enterprises. In order to realize this goal, members of the human resource community must collectively commit to change. As the value produced by individuals and teams becomes a more important aspect of competitive success, organizational leaders will increasingly focus on their human assets. The demand for innovative methods for leveraging them is clear. Whether or not HR practitioners and the function will respond creatively or quickly enough is not so clear. The data from this study portrays a future with both great promise and great danger for the function. Human resource customers are desperate for immediate help and will inevitably find it. If HR practitioners respond to this challenge, they will play an increasingly vital role in their organizations.

The objective is to complete a written plan that will suggest a practical Strategic Direction for "Intel" company. The Plan will have 7 sections. The sections are:

1. Strategy: In this section, you should describe what "SHOULD" be the strategy of a technologically driven company. You should focus specifically on the technology strategy NOT as the "Vision" or "Mission" of the company

2. Core Competencies: Identify the core technological competencies of Intel. This section is based on the Strategy Section.

3. Industry Dynamics: Here you should take the strategy identified in Section 1 and describe in detail why that is the right strategy based on what is occurring in the industry. Provide as much detail as possible as to the industry trends and why you think those trends are important.

4. Technology Sourcing and Internal Innovation: Develop a plan to increase the innovative capabilities of the organization both through collaboration strategies and internal innovation. Here you would offer ideas as to what is the best way to "Source" the technology that supports the strategy. A complete discussion about how best to manage the innovative capabilities of the company being described is required.

5. Product Development Strategy: Formulate a technological innovation strategy through Intel's new product development strategy. This section will describe how the company will structure its product development. The kind of structure will be determined directly by the technology strategy stated in Section 1.

6. Strategy to protect innovations: Describe how you would use patents, trade secrets, copyrights, etc. to protect the Intellectual Property (IP) required to support the strategy.

7. A bibliography listing your references for the project.

I need 12 pages "Double Space".

Over the last two weeks you have been looking at the nature of the forces that
shape the airline industry. shift the focus from the industry level to the firm level. Consider the
companies of delta, united, continental

For each of these companies, describe what you think their two or three best
core competencies are, using the criteria for core competencies . If some firms have only one competency or no
competencies at all, thats fine. Just be sure to explain why their capabilities do
not rise to the level of core competencies. Information from the Internet and other
sources will be very helpful in collecting data on each firms capabilities.
You will also need to identify how the core competencies interact with other
capabilities in the production of the goods or services that the firm sells.
In doing this, you will need to go through each of the eight categories of
capabilities in Porters value chain arrow and do an analysis.
Although these categories are quite broad, you will be able to zero in on how well
the firm you have chosen does or does not perform the activities. Be sure to
cover each activity applying the test of core competencies. It will be highly
unlikely that every element in Porters value chain arrow will be a core
competency. In fact, it may well be that only a few, or even none are core
competencies! What is important here is that you come to a conclusion about
each of the activities, based on your analysis of the capability?

You have a choice to use either an existing company or a fictitious company. In either case the Project is to complete a written plan that will suggest a practical Strategic Direction for the company.

The Plan will have 7 sections. The 6 sections will reflect each of the 6 TCOs plus a bibliography. Each section will be 2 - 3 pages in standard business proposal format

1. Strategy (TCO F)
2. Core Competencies (TCO C)
3. Industry Dynamics (TCO A)
4. Technology Sourcing and Internal Innovation (TCO D)
5. Product Development Strategy (TCO E)
6. Strategy to protect innovations (TCO B)
7. A bibliography listing your references for the project



Ideas to help Prepare the Course Project

Section 1 - Strategy

TCO F - Given an organizational and industry context identify and suggest a deployment strategy that will facilitate the success of a technologically driven organization.

This is the most important part of the project, because this sets the direction for all other sections. In this section you establish the strategy for an organization.

Often people refer to this as the ?Vision? or ?Mission? of a company, but it is not. The Vision for a company could be that you want to be a market leader. However, the technology strategy tells everyone how you will achieve that market leadership. The technology strategy tells the various stakeholders ? employees, customers, community, and stockholders ? what you are doing to do to achieve that market leadership. This strategy should be very clear and easy to understand so that everyone will be ?on the same page? when it comes to working together toward that goal.

In this section you should describe what ?SHOULD? be the strategy of a technologically driven company. You should focus specifically on the technology strategy. You should think about all the things we learned in the class that would help determine a strategy that help the company succeed.

Remember that you can use either an existing company or a fictitious company. For existing companies, you can visit their web site to see if their strategy is listed. Or you can do a web search on their technology strategy to see if anyone has written any stories about their strategy. For a fictitious company you should make up a technology strategy that fits that type of company.

Examples of a Technology Strategy:

Verizon Wireless - Have the best network of all wireless carriers.
Honda - Build the best engines
Keller ? Deploy the best Internet based on-line and blended education technology, not build it, not own it, but use a 3rd party to provide it.
Intel - Have the fastest and most powerful CPUs.
The key is to be able to describe the strategy in both a 1 or 2 sentence summary and then in detail. The description should start or end with the simple sentence statement of the technology strategy. However, there must be sufficient detail to explain why that is the right strategy.

Section 2 - Core Competencies

TCO C - Given an organizational and industry context, identify the core technological competencies of the organization.

Like all subsequent sections of the project, this section is based on the Strategy Section.

Example:

Verizon Wireless Strategy is the having the best Network. Thus the core competencies will be built around the network. Things like RF Engineers and wireless security experts would be detailed.
Intel?s strategy is to build the fastest most powerful CPUs. Thus their core competencies will be built around CPU engineering.
Keller?s strategy is to deploy the best on-line education technology. Thus their core competencies would be things like educational technology evaluation and on-line education curriculum development.
The best way to do this section is to apply the three tests of a core competency (page 118) to the strategy that you detailed in the Strategy Section.

Section 3 Industry Dynamics

TCO A - Given a company situation be able to describe the industry dynamics of technological innovation.

Here you should take the strategy identified in Section 1 and describe in detail why that is the right strategy based on what is going on in the industry. Provide as much detail as possible as to the industry trends and why you think those trends are important.

Section 4 - Technology Sourcing and Internal Innovation

TCO D - Given an organizational context, develop a plan to increase the innovative capabilities of the organization both through collaboration strategies and internal innovation.

Here you would offer your ideas as to what is the best way to ?Source? the technology that supports the strategy. A complete discussion about how best in manage the innovative capabilities of the company being described is required.

Section 5 - Product Development Strategy

TCO E - Given information about a company?s industry, and organization, formulate a technological innovation strategy through its new product development strategy.

Product Development is very important to an organization. This section will describe how the company will structure its product development. Obviously the kind of structure will be determined directly by the technology strategy stated in Section 1.

Section 6 Strategy to protect innovations

TCO B - Given a company situation be able to determine whether and how to protect its technological innovations.

Using the things learned in the class describe how you would use things like patents, trade secrets, copyrights, etc. to protect the Intellectual Property (IP) required to support the strategy