Khalid Hafeez and Essmail Ali Essmail
This paper seeks to introduce an integrated framework to determine the relationships between organisation core competences and associated personal competencies.
Abstract
Purpose
This paper seeks to introduce an integrated framework to determine the relationships between organisation core competences and associated personal competencies.
Design/methodology/approach
At first organisation core competences are determined by conducting internal and external benchmarking exercises, respectively, employing the “collectiveness” and “uniqueness” measures using key capabilities as a basis. Subsequently a pair‐wise comparison using the Analytic Hierarchy Process (AHP) is conducted to assess related personal competencies using the Chartered Institute of Personnel and Development list of competencies. The paper shows how these individual competencies are crucial to the overall organisational core competences. The framework is tested for a construction company, where five management directors are interviewed to develop an overall picture regarding the strengths and weaknesses of the company's key capabilities.
Findings
Overall the results show that, despite being a construction company, the composition of its organisational capabilities is dominantly governed by intangible assets’ contributions. The AHP prioritisation analysis confirmed that with regard to Innovative solutions, organisational core competence, Customer focus, and Team orientation are the most related personal competencies.
Originality/value
This paper makes an original contribution in the core competence literature by showing how to evaluate individual competencies that are essential to the construction of the organisational core competence. The use of AHP facilitates consistent data by screening out any subjective anomalies. The outcome of this exercise can help management prioritise the most related personal competencies needed for developing its organisational core competences and to undertake crucial business functions.
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Sony Mathew and Hamid Seddighi
This paper provides remarkable insight into the structural components of a firm's core competence and its development via research and development (R&D) activities for innovation…
Abstract
Purpose
This paper provides remarkable insight into the structural components of a firm's core competence and its development via research and development (R&D) activities for innovation and exporting activities.
Design/methodology/approach
The authors have used a positivist design and a deductive methodology. The authors have examined the extant literature developing a theoretical framework to empirically investigate the relationships between a firm's core competence, organisational learning (OL), tacitness, dynamic capability and R&D activities. To carry out this investigation, the authors have collected stratified sample data from 330 firms operating in North East England, a peripheral region of England.
Findings
The authors have found that there are indeed significant statistical relationships between these structural components, R&D activities and a firm's core competence, and this nexus is pertinent to innovation and exporting. Furthermore, it is found that North East England is significantly constrained by the lack of finance, technological capability, experts and brain drain. Based on these findings, the authors propose a cooperative R&D framework to narrow down these constraints to assist firms in developing core competencies for innovation and exporting in peripheral regions.
Social implications
There is an urgent need to investigate the incidence of knowledge-driven activities, R&D, the extent of innovation and exporting activities of firms operating in North East England, a peripheral region of the United Kingdom (UK).
Originality/value
This study provides an original and systematic investigation of the firm's core competence and its formation via key structural components for innovation and exporting within an empirical framework.