A Comparative study of Management Based on Competency in Public and Private Institutions (Case study: East and West Azerbaijan Provinces)
Subject Areas : Business ManagementMohammad Pasban 1 , Asghar Azar Kasb 2 , Leila Fatehi Khoshkanab 3
1 - Faculty Member, Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran
2 - Master of Industrial Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran
3 - Master of Psychology and Teacher of Tabriz Branch, Islamic Azad University, Tabriz, Iran
Keywords: Management based on competency, Core competencies, Performance competencies, Task competencies,
Abstract :
Management based on competency is a coherent and coordinated approach to managing human capitalsin the long run which is devised on the basis of a common set of competencies associated with the large-scale strategies of the country. The present study seeks to assess the merit-based management in the public and private organizations and institutions of East and West Azerbaijan Provinces. The statistical population includes the top and middle managers, and the staff of public and private institutions, from among whom a sample of 426 was chosen. In order to analyze the data, the researchers used T-test with independent samples. The results of data analysis and the study of merit-based management layers revealed that at the significance level of 5%, the layers of merit-based management (core competencies, performance competencies, and tasks competencies) are of higher rate inprivate organizations than in public organizations. Therefore, the difference of the means of the two groups was significant. In all the hypotheses, H0 was rejected and H1, the difference in the mean of the two groups was accepted. Thus, it can be concluded that there is a significant difference between merit-based management in public and private organizations, and that meritocracy, awareness of the goals, organizational mission, organizational commitment, and expertise are greater in private organizations than in public organizations.
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Arizi, H. R. (2005). Proposed Proposal, Organization for the Expansion and Modernization of Iranian Industries, (In Persian).
Armstrong, M. (2005). Strategic Human Resource Management. Translation by: S. M. Arabi & D. Izadi, Office of Tehran: Cultural Research, (In Persian).
Atafar, A., & Azarbayejani, K. (2001). Studying the Degree of Meritocracy in the Selection of Public and Private Sector Managers. Knowledge Management Quarterly, 54, (In Persian).
Boyatzis, R E (2007), The Competent Manager: a Model For Effective Performance, Mcber and Co/ Wiley, pp102.
Bateman S.thomas. Scott A.Snell (2007), Management Leading & collaborating in a competitive word , Seventh Edition , MC Graw Hill , Irwin.
Dehghanan, H. (2007). Management based on Merit. Journal of Parliament and Research, 13(53), (In Persian).
Documentation of the Islamic Republic of Iran on the Horizon of 1404 AH. (1982). Tehran: Management and Planning Organization, (In Persian).
El Dahft, R. (2000). Theory and Design of the Organization. Translated by: A. Parsaeian & M. Arabi, Tehran: Cultural Research Center, (In Persian).
Filerman, GL (2008), Closing the Management Competence Gap, Health.
Hughes L.Richard, Ginnett C.Robert, Curphy J.Gordon (2006), Leadership , fifth Edition , MC Graw Hill
Kessler, Robin (2006), Competency Based Interview.
Latifi, M. (2004). Identification and Weighting Criteria for the Selection and Appointment of Human Resources Managers in the Public Sector. Master Thesis, Tehran: Imam Sadiq University, (In Persian).
Luthans Fred (2008), Organizational Behavior, Eleventh Edition, MC Graw Hill, Singapore, pp95.
Nasehifar, V. (2009). Evaluating Capabilities and Competencies Model of Commerce Department Managers. Tadbir Monthly, 185, (In Persian).
Ramezani, R. (2008). Compassionate System in the Management of the Country. Tehran: Deputy Director for Management Development and Human Capital of Management Organization, (In Persian).
Taher, Samer (2007), Competency Based Human Resource Management Program, MEIRC Consultant and Train ing Company, pp48.
